Areas of Expertise

We offer a comprehensive range of services to best help your organization achieve its goals. We specialize in the following fields:

Senior management development to strengthen joint leadership, formation of core values, strategic thinking, decision making and effective communication down the chain of command.
Personal consultation for managers at all levels to improve analysis and management skills, role-perception, decision-making processes, leadership abilities, group work and communication skills, emotional intelligence, global and cross cultural skills, and strategic thinking.
Coaching for managers at all levels to improve personal functioning, including the development of coping strategies to deal with situations of uncertainty and stress, organizational politics, self-expectations, and work-life balance.
Development of management teams to foster learning, mutual fertilization and synergetic working with the goal of strengthening collaboration and team work.
Requirement and evaluation of new executives for key positions

Assessment of the organization’s strengths and weaknesses against current and projected corporate business strategies and goals.
Use of extensive and diverse analytical tools, including interviews, internal and external surveys, reports, and observations.
Design and implementation of programs to maintain current strengths while addressing gaps and weaknesses.

Design of an organizational structure which supports current and projected business strategies, including defining roles and responsibilities for different units and personnel.
Design and implementation of effective communication channels and interfaces between organizational units and personnel.
Design and implementation of organizational change processes following times of rapid growth or downsizing.
Development of existing teams to improve collaboration between peer teams and to establish work systems that foster integrative work and prevent dualities.
New team building, including definition of targets, expectations, work procedures, and authority structures.

Defining core organizational values that best fit current and projected business status.
Development and assimilation of a performance-driven organizational culture that aligns available resources with the organization’s long and short-term goals and objectives, while maintaining proper business ethics and integrity.
Evaluation of mismatches between current practices and desired organizational values, and ways to bridge such gaps.
Development of an organizational learning culture, including processes for the transfer of information and the infrastructure for maintaining core knowledge and skills.
Design and implementation of effective tools to manage a multinational employee workforce, including techniques to overcome language and cultural barriers.

Identification of core competencies required by the organization in order to achieve its strategic goals, as well as evaluation of gaps in currently available capabilities.
Development of an HR work plan which advances the business strategy, including the hiring of new personnel and the development of employee competency-based performance incentive and retention programs.
Design and implementation of programs to increase workforce motivation, employee engagement and satisfaction.
Development of tools and methodologies to evaluate and sustain optimal employee performance, productivity, and profitability thus facilitating optimal use of human capital at all organizational levels.
Employee succession planning.
Development and implementation of employee recruitment and assessment criteria that are based on a coherent set of established standards.
Development of tools to maximize the efficiency and effectiveness of HR services through process redesign and management, including the training of HR personnel.

Design and implementation of integrated business strategies based on performance guidelines.
Development of an agreed road-map for the organization, and facilitation of ongoing monitoring processes to evaluate results and revise directions when needed.
Design and implementation of organizational change processes to support business objectives while minimizing loss of productivity.
Development of tools and mechanisms to proactively evaluate business risks and opportunities, including assessment of the projected impact to the organization and determination of a response strategy.
Evaluation of the organization’s readiness for managing change.
Alignment of strategic goals with operational realities.
Development of a comprehensive set of tools to ensure the successful implementation of a strategy by the organization, including engagement of management and employees as well as effective communication channels.
Formation of a set of measurable performance indicators to regularly evaluate the effectiveness of implemented strategies, as well as defining and streamlining mechanisms to adopt changes to the strategic plan.

Facilitating M&A processes, including the establishment of a project management methodology, design and implementation of organizational restructuring processes, and integration of HR.
Assessment of gaps in organizational culture, values, and practices between the acquired and acquiring organizations, and development of strategies for coping with these gaps and establishing a unified organizational identity, trust, and productive working relationships at all levels of the organization.
Facilitation of the transition process into a new management structure while assuring the preservation of core assets of both companies.
Design and implementation of post-merger integration processes.

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