Every facet of organizational functioning is experiencing volatility, uncertainty, confusion, and ambiguity (VUCA) at a vastly accelerated pace. No industry is immune from the challenge to reinvent itself to navigate the multiple needs of customers, employees, management, partners, shareholders, the community, and the media in the "new normal." How do organizations drive organizational and behavioral transformation while continuing to be open for business?
Organization Development consulting develops organizational capability through alignment of strategy, structure, processes, people, rewards, and metrics. As experts in transformational change, talent strategy, and organization culture, we work with leaders to identify the root causes of internal misalignment to take the mystery out of performance headwinds. We then help you scenario build possible futures and operationalize your strategy to align the tangible elements of organizations – goals, structure, processes, and roles - with the intangible elements – culture, people, interests, motivations, and relationships.
We don't report back what you already know, collect our fee, and leave. Instead, we partner with you every step of the way through implementation.
Assessments are the foundation of any organization development initiative. Ncline matches your needs with the tools and surveys that will help you best achieve your goals and answer the questions that are critical to your organization.
We follow the strictest of confidentiality and storage rules and processes to protect your privacy.
We have certifications in the industry's leading organization development tools. We use data from your workforce to customize solutions to your organization's challenges is the only way to drive strategic change, direction, and results. We are not a developer or distributor of any one product, so you can be assured we will only recommend the best for your company's interests, needs, and culture.
You can use assessments as a process by themselves or as part of any of our Organization Development consulting services, such as for driving strategic direction, change management, and corporate culture and performance management. You will receive a strictly confidential analysis that includes:
(Prefer a customized assessment? We can do that too!)
The days of traditional performance management processes are quickly coming to a close. What once were controversial debates have resulted in evidence that these systems have failed to drive performance. While creating stress for managers and employees and taking a countless amount of time and budget to ensure compliance, these outdated approaches are:
In this new era of managing remote and essential workforces, Ncline works with leaders to empower and enable dialogue-based performance feedback processes that close the gap between your organization's goals and actual performance results. We collaborate with senior Human Resources teams to align reward systems that motivate and engage employee and management performance.
Imagine performance management processes that provide the tools for managers to conduct performance discussions that:
An organization's culture is like an individual's personality; some thrive and adapt to change with a growth mindset; others are toxic and resist change with a fixed mindset. The majority of people and cultures fall somewhere in-between.
Regardless of whether employees are working outside in the field or inside remotely, everyone's personal and professional lives are in flux. These unprecedented circumstances challenge the resilience, abilities, and beliefs critical to organizational agility, transformation, and performance.
Today's organizations are in the midst of accelerated transformation. Culture will either help or block your organization's ability to anticipate, identify, adapt, and thrive in the face of new opportunities and challenges. Even the best-designed change strategies fail without empowering and enabling employees to adapt to today's unprecedented volatility, uncertainty, complexity, and ambiguity.
Who isn't involved in transformational change in these turbulent, disruptive times? What organization doesn't need remote work practices, innovation, agility, and resilience from their employees? Which leadership teams are not concerned about digital transformation, performance, quality, efficiency, customer retention, and financial viability?
Rule #1 of change management: If the culture isn't READY, it will block your change efforts, overtly, and behind-the-scenes.
Why? Because change efforts depend on employees shifting their mindsets, learning new skills and knowledge, and developing new behaviors and routines.