As trusted advisors we work with our clients to support their growth through three service streams: diagnostics, strategy and capability development.
Our unique Organisational Insights diagnostic is a proven tool to measure performance and guide the prioritisation of operational and strategic activities for maximum return. At a functional level, we also offer operational and accountability reviews to provide greater clarity and purpose.
Oppeus International is frequently sought for strategic advice as an organisation moves through change. This could be at the introduction of a new leader, as part of a periodic review, or to assist in managing a major transaction or transition. Our experienced consultants bring thoughtful approaches to each unique situation.
Finally, it is critical to enable implementation through capability development. Accordingly we offer a range of tailored services such as high performance team development, first 90 day programs, and mentoring for leaders.
By combining diagnostic analysis with strategic advice and capability development, Oppeus International delivers outstanding value to clients wishing to take their organisations to new levels of success.
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All leaders, not just top CEOs, face difficult strategic decisions throughout their careers. The single factor that helps them make these decisions correctly is an understanding of what their organization is really trying to do: its Purpose. That\'s because the Purpose of the organization - the shared recognition of the reason why it exists - is the context that determines whether a decision is the right one to make at any particular time.
Purpose does not mean making money. It does not even mean producing goods or services, satisfying shareholders or paying taxes and contributing to society. Those are all the things that an organization must do in order to fulfill its Purpose. The Purpose is a moral conviction: a rationale that explains why a particular group of talented people - leaders and employees - should spend their valuable time working together in this particular organization doing these particular things. For example: Are we here to discover new inventions? To increase people\'s happiness? To create beauty and quality? To control the direction of our industry? Or for some other reason?
When a Purpose appeals to the moral conviction of employees, then they are capable of acting with conviction and self-determination, without being micromanaged. When the strategy of a company is aligned with its Purpose, then its moves will make sense, whether in the short or long term. When companies operate over time with a clear and well-aligned Purpose, then they become great and influential.
You can\'t dictate the purpose to staffers. They have to believe it. Get employees involved by gauging their moral ideas and what\'s important to them.
You don\'t have to operate in a world-saving field to develop a purpose that people can embrace. Link the work - no matter how simple it seems - to improving lives of customers or employees, says Rob Galford, managing partner at the Center for Leading Organizations, a Boston-based consulting firm. Even Procter & Gamble can say its toilet paper has a larger purpose. “Soft toilet paper makes people\'s lives literally more comfortable,” Galford said.
Whole Foods Market aims to find the best natural and organic foods, support sustainable farming and pave the way to nurture the body, community and planet. An analyst recently asked Chief Executive John Mackey if the company would cut the quality of some products to reduce prices during the economy\'s slump. “We are a mission-driven company and we think our business model is very successful,” Mackey said. “I don\'t think we\'re going to lower our quality.”
Put up pictures of people using your products. “That gives people a linkage to purpose,” Galford said. “It\'s critically important, in times of crisis, to have something deeply embedded as a value so you know it\'s about the customer.”
Demonstrate that 7,000 people use the product each day, and the value of what employees do hits home. “It\'s not just Mrs. Jones ripping open the package,” Galford said. “It\'s tying together the qualitative and the quantitative.”
Within our organisational and talent assessment piece we offer a range of psychometric and personality occupational assessments to determine cognitive abilities and preferred behavioural preferences necessary to gauge cultural suitability and developmental insights for our clients. Oppeus International, has dedicated Principals that are also Organisational Psychologists adding an assessment capability to provide a higher level of value and advisory capacity. We also offer numerous team building and leadership programs for select clients based on our relationship model.
In the current business context, challenges for organisations are escalating as performance expectation grows and both the number and complexity of issues increases.
Accordingly, leaders are looking to understand key areas of challenge in meeting performance goals, identify points of leverage to meet the challenges, engage a wider leadership group in tackling these opportunities and develop the capability of current and future leaders to enable success. To do this, organisations need to build a baseline for measuring success.
Accordingly their goals include developing a top level view of performance for leaders, building a shared understanding of the issues and opportunities amongst the leadership group, attracting, developing and retaining talent, and providing for thoughtful succession as well as having an evidence base to support informed decisions on priorities and ability to craft a change road map to guide performance improvement.
The benefits of using the Organisational Insights Diagnostic include:
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