Our goal is to connect strategy, culture and people to develop a high performance organizational environment.
About Leadership & Organization
Culture: Understanding organizational culture and requirements for adjustment considering short and long term business strategies.
Organization: Set of solutions related to the organizational environment and people development to sustain the alignment of strategy, culture and leadership.
People: Human Resources area structuring and leadership strengthening to deliver the value proposition to internal and external clients through consistent application of culture and strategy.
Learn more about our Leadership & Organization area in the video below:
Connecting the spheres: Culture, Organization and People.
understand the starting point and where you want to get to.
define the culture, where legitimacy and strength reside.
Start, Middle and End:
The cultural transformation journey is long and must have clear and measurable objectives.
Leadership Buy in:
Leaders must live and be the culture example,
There is no copy and paste:
Each company is unique.
Individuals, teams and the organization:
We believe that true transformation starts with self-knowledge.
Must be translated into the tools, rituals and governance.
Communication and engagement:
It is necessary to keep unity and stimulate the co-construction.
It is not all for all:
The employee value proposition (EVP) must consider the common ground and respect individuality.
Must guarantee cultural identity at each touchpoint.
Strengthen Human Resources:
To stimulate the organization and leadership for evolution.
Tools and form mechanisms aligned
To the strategy and culture to ensure perpetuity.
Differential: Strategic Vision, Implementation Experience, ID One ® Methodologies, Seniority and Familiarity.
Cultural transformation, needs identification, preparing leadership and ensuring consistency in the management system represented by the environment, tools and rituals.
LEADERSHIP AND SUCCESSION MODEL
Identification of required behavior and mindset to sustain the organization on its business journey as well as the perpetuity of the organizational culture and succession shaping.
Focus on specific business objectives through a directed change, specifically strengthening the organization’s availability and improving professional competencies.
Guarantee that the right people are in the right positions at the right moment, identifying required future abilities, evaluating current gaps and determining action plans.
Organizational structure and governance design based on combining the company strategy with market needs, ensuring the right competencies.
Methodology definition and implementation support of a career committee process, aligned to culture and organizational maturity.
Review of the employee journey and its impact on human resources processes, extending the experience as well as creating identification with the organization and its satisfaction with the organizational environment.
Value proposition as an employer, considering the culture, business, internal clients and positioning to the market to ensure coherence in how the company wants to be seen.
Preparation of the Human Resources acting model from acting priorities, supporting structure revision, processes, indicators and contributing to the shaping of a strong and present area.
André FaratManager – Brazil
Organizational Transformation, Change Management, Organizational Culture, M&A and GTM Implementation
Gabriela PicciottoDirector – Brazil
Organizational Effectiveness and Restructuring, Performance Management, Cultural Transformation, Competency Model, Leadership Assessment, Career Paths, Succession Planning, Coaching, M&A and Employer Branding.
Jéssica PavãoConsultant – Brazil
Change Management in Retail and Consumer Goods, Post-Merger Integration (PMI), Organizational Structure Implementation, Project Management
Júlia TisoAnalyst – Brazil
Post-Merger Integration (PMI), Change Management, Organizational Transformations and Project Management
Renata MouraPartner – Brazil
Organizational Transformation in Privatizations, M&A, Governance, Culture and Brand Models, People Management and Leadership Development
Renata PiniConsultant – Brazil
Processes redesign and implementation, Change Management, M&A and Human Resources
Wesley MiquelinoManager – Brazil
Organizational Transformation, Change Management and Human Resources