Organizational transformation is making fundamental changes in how a business or organization runs in order to adapt to the changing competitive landscape and customer needs.  Transformations, likely in the form of corporate culture or structural change, help organizations compete more effectively and become more efficient in their business strategy renewal and execution.

To make transformation sustainable and enduring, the changes need to take place at multiple levels namely organization, teams and individuals, but consideration also needs to be given to key stakeholders, who would be affected by any change or who need to be included in the change process.  The design needs to address both the strategy and behaviour.  It is a concerted effort that starts off from the shared vision and cascades further to develop aligned common objectives and behaviour.  A number of business transformations fail as they fail to approach it holistically and their intervention is piecemealed.  

JCP has been partnering with business leaders, heads of functions to diagnose business issues and capability gaps.  Our strengths and experience are in the engineering and construction industry helping clients manage their multifaceted infrastructure projects.  We assess their existing organizational culture, team dynamics and design intervention to facilitate team and individual growth covering team development strategy and new ways of working.  Below are our offers:

The Offerings:

Organizational Development consulting:

• Organizational capability diagnosis and core competencies development for business strategy renewal and execution
• Cultural assessment and development resulting in new ways of working
• Development of an accountability and collaborative culture based on trust and integrity
• Change and Transition Management

Leadership Development

• Embedding the lack in senior managers’ understanding of their key ‘leadership role’ in making change happen, as opposed to simply managing ‘Business as Usual’

Team Development consulting:

• Leading and building high performing teams; addressing dysfunctions of a team including teams working in silo and “business as usual” mentality
• Team coaching for business results, trust building and collaboration
• New leader’s assimilation and understanding team dynamics
• Leadership transition and 360 assessment

Individual / Executive Coaching:

• Coaching for performance and development

• Leaders / Emerging leaders trying to develop a growth mindset for business and personal growth
• Building self-awareness via various psychometric instruments

Supporting the training for OD transition processes

• Advising, and if required assisting, in the in-house training to implement the changes