We take on the possibilities
for human potential in
today's digital workplace culture that
organizations lag behind in the most.

the problems happening yesterday

Our clients want to figure out the future of work today, because they are seeing

What does it mean to deal with the future of work? It means more than inviting an expert to inspire imagination. It means realizing that what we call the future is already here – we just haven’t caught up yet.

It starts with someone – an executive, a leader of a function, or HR/people support – noticing a problem, like poor manager-employee relationships, higher than usual turnover, inability to attract talent, or lack of confidence in surviving crisis or competition. At first, they try something simple to try to solve the symptoms, but doesn’t depart meaningfully from the status quo. But ultimately, the time comes when it’s clear a deeper transformation is needed, because the old ways are just that: outdated. And they pose a risk that can no longer be tolerated.

The below represents the top challenges our clients are experiencing as they seek to transition effectively from the Industrial Age.

Challenges

Unpacking the New Rules for Employee Engagement

From new career pathing models to better onboarding, the digital age is rewiring employee expectations on what’s possible with the forty plus hours they spend at work. We interpret your employee engagement data and take it to the next level, beyond a survey that ends up on the shelf. We hand pick the essential, reinforcing areas of low engagement that most impact your business strategy and craft action that makes a difference.

Indicative Clients

Indicative Thought Leadership

Expanding Capability to Include Difference

The way we’ve talked about diversity and inclusion is rapidly becoming a thing of the past. Globalization, fueled by digital, is leapfrogging physical, traditional silos and moving straight into inviting and integrating diversity in thought, lifestyle, and individual power. The shift from mandating one way, top down to embracing multiple ways is a significant challenge to tackle.

Indicative Clients

Indicative Thought Leadership

Evolving Manager/Leader Role and Mindset for New Ways of Working

Remote work? No problem. Coaching mindset? No problem. Ongoing feedback? No problem. New ways of working are about systematically removing the barriers, real, physical, and imaginary, mental, to productivity and engagement. But your managers and leaders might not be ready yet. Training and coaching can help make the shift.

Indicative Clients

Indicative Thought Leadership

More Connected, More Innovative High Performing Teams

The way we relate, collaborate, and ideate together is changing. While traditionally, teams were expected to task out and deliver, more than ever they are expected to design and create and across physical distances. Digital creates new opportunities to create community and drive innovation culture.

Indicative Clients

Indicative Thought Leadership

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