العربيةA well-designed operating model provides a clear and consistent blueprint for how resources are organized and operated to achieve a company’s strategic priorities.
Here at Standards, we partner with clients to help them design and implement operating models that translate strategy into effective execution.
No company can turn in a great performance without great people. High performers learn to assess their talent pipeline, deploy their most promising people more effectively in critical decision areas and reduce their demand for scarce skills.
STANDARDS helps companies create dynamic performance measurement with a focus on what really matters to the business. We build dashboards that serve as indicators of ongoing business performance, and help companies devise tailored compensation systems that will reward actions and behaviors that advance the organization’s goals and drive decision effectiveness
Company culture is at the heart of competitive advantage, because it determines how things are done and how people behave. It is the hardest thing for competitors to copy. High performers create an environment with a unique personality and a passion for performance — so that people make the right decisions and do the right thing wherever they are in the business.
The change management method enables professionals within companies to optimize and scale change management practices that assist affected individuals and groups in transition.
STANDARDS follows the Prosci Methodology that involves a 3-Phase Process, which is a rigorous, research-based procedure.
We ask and answer the following questions:
Phase 1 – Prepare Approach:
- What are we trying to achieve?
- Who has to do their jobs differently and how?
- What will it take to achieve success?
Phase 2 – Manage Change:
- What will we do to prepare, support, and engage people?
- How are we doing?
- What adjustments do we need to make?
Phase 3 – Sustain Outcomes:
- Now, where are we? Are we done yet?
- What is needed to ensure the change sticks?
- Who will assume ownership and sustain outcomes?
Leadership behaviors are one of the critical “soft” elements that research shows are most important in determining an organization’s decision effectiveness and thus its performance. Sometimes, however, a company’s leadership behaviors and decision style will have to change—adapting to a different strategy or the arrival of new leaders, for example. The key to changing behaviors is reaching agreement on the desired decision style, and then defining and demonstrating the required behaviors.
Well-executed critical management processes are essential to a company’s performance. STANDARDS’ practical, structured approach to management processes leads the decision-making machinery to drive faster, better decisions, more productive meetings and efficient execution. We work with clients to develop tailored management practices and build the skills and behaviors that lead to enduring results.
Business process redesign (BPR) examines the efficiency and effectiveness of a company’s most critical processes. It is a key enabler to deliver the highest quality of service, in the most productive way, at the most competitive cost and time to output.
STANDARDS works with each client to prioritize key processes based on the value at stake. For each priority process we develop a view of the current state based on operational data, using detailed process maps and analysis to help identify major gaps. We then work together with a cross-functional client team to define a series of principles that will guide the solution generation phase, and create a vision of the future state of each process from the ground up, along with the roadmap to achieve the near and long term results.
We work very closely with our clients in this type of project, enlisting a team from all the functional areas impacted at the leadership and the solution generation level. This allows us to eliminate waste, unnecessary wait times, reports, handovers and sign-offs, while ensuring the integrity of the process.