Management Consulting Services

Typically goal setting and tracking is done reactively rather than proactively. Whether you are setting yearly or quarterly goals, it is important to follow some type of methodology and cadence that is repeatable to ensure that you are giving your organization the proper amount of time to plan, and then tracking progress and realigning to ensure continued success.

We assist with implementing strategic planning processes, methodologies, setting regular cadences, and executing benefits realization to help your organization make data driven decisions about how things are going and where to go next.

Many organizations think that a restructure or re-org will cure a corporate cancer. However, without proper planning for ancillary processes and support structures, most issues that a re-org was meant to remove persist or get worse.

PEC has helped countless organizations pinpoint key issues, restructure effectively to mitigate those issues, and proactively plan roll outs to ensure your re-org is truly a reset - not just lipstick on a pig.

There is a science to understanding how your employees think and feel about your organization. Many times employees don't feel comfortable providing constructive feedback or criticism to internal facets, whether you think your HR department is a "safe space" or not. So how do you get in front of unwanted attrition and nurture employees careers to ensure you retain the good ones? 

M&A is a HUGE change for an organization and a very scary thing for many employees. It is important to understand how an M&A will affect your systems, business, customers, and employees and plan for how to tackle that holistically - in conjunction with all of the other things your organization is handling on a daily basis.

It's important to remember that just because the M&A is at the forefront of your mind, doesn't mean that your employees and customers have any idea what's going on. So have a plan and build confidence. 

Trouble in paradise?

Leadership is usually comprised of some pretty strong personalities. Understanding how each other thinks, works, and deals with stress can offer some much needed comradery and grace for differences within the team. We should celebrate those differences and encourage them at the leadership level. But we also need to know how to best communicate and respect each other in order to leverage everyone's differences as assets.

Personality and stress assessments and analysis workshops are a great place to start. As are streamlined communication channels and responsibility swim lanes to help keep everyone focused while linked.