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Our Ethos

At Strategic Human Capital Consulting we are humbly fulfilling our purpose and doing business with the following ethos: 

    • Integrity in all that we do 
    • Producing work that can compare with the best globally 
    • Honest wise advice rather than selling
    • Deep respect and empathy for the individual  
    • The ability to sit in another's fire, individually or corporately
    • Personally growing and learning   

Thank you. You are so clearly living your purpose, and are a good course leader because of your own present-ness and real enjoyment of our growth. In truth, you are an inspiration". Entrepreneur, Education & Training. quote

   

How We Work 

Our engagement with clients typically involves one or more of four different phases:

PHASE 1:
Analysis, 
Feedback & Strategy

PHASE 2:
Designing Appropriate Solutions

PHASE 3:
Implementing & Facilitating Solutions

PHASE 4:
Measuring Impact

PHASE 1, Data gathering & analysis and strategy development, lies at the foundation of our positioning as a true consultancy rather than a product seller.

What do we do in phase 1?

During this phase we would use some of the following to gather the necessary data:
 

      • Consider all relevant organisational data related to organisational strategy as well as culture and human capital strategies, practices, and procedures.
      • Organisational (and individual) values/ consciousness assessment.
      • Personality (16PF type) assessments.
      • Leadership style assessments.
      • Employee engagement assessments.
      • Structured individual or small focus group discussions with all of the senior leadership and a justifiable statistical sample group representing all the various levels and demographic groups among employees.

See more here for the types of assessments we use.

Typical outcomes of phase 1

Phase 1 provides a quantitative data-driven baseline that guides the development of an organisational culture and human capital strategy. Some of the data benchmarked includes:
 

      • The organisational culture, its key components and state of ‘health’.
      • Employee’s overall understanding of and alignment to the organisational vision, mission, values and culture.
      • The values of the organisation as currently experienced and as employees desire it to be. This includes a comparison of the views of different chosen demographics in the organisation (e.g. management vs. employees; different centers etc).
      • General levels of employee engagement and the opinions and contributions of staff as to what they think need to be done to change this.
      • Strengths, weaknesses, opportunities and challenges (SWOT) identified in the organisational culture and human capital strategies and practices.
      • Senior leadership’s vision, personalities, leadership styles and values.

Typical outputs of phase 1

With the data gathered and based on our findings and analysis we will:
 

      • Prepare a critical evaluation report on the current culture and human capital strategies and practices in your organisation.
      • Give you a considered view as to how these compare with international best practices.
      • Develop an overall framework for a short and medium-term Culture and Human Capital Strategy and how to fill the gaps identified.
      • Propose an implementation plan and action steps required.

Immediate benefits of phase 1

The following are some of the immediate direct benefits clients get from this Phase of SHCC’s involvement:
 

      • Our engaging with employees communicates management’s intent and attitude towards them: it says: ‘we take you seriously’, ‘we want to hear what you think’ and ‘you are important to us’.
      • Employees get the opportunity to talk and be heard and in so doing we are already positively impacting the organisational culture.
      • Employees get the opportunity to confidentially raise any fears, concerns about the organisation and its leadership.
      • People are mostly more open to objective thirds and our time spent with employees provides critical objective management information about what is happening on ground level.
      • As employees contribute to the process they are far more likely to buy into and feel part of what is later implemented.
See more in this case study example.

PHASE 2 involves the conceptualising, designing and development; or customising of existing solutions as identified in phase 1. Examples of what we have done as part of this phase include conceptualising, designing, building and implementing:
 

PHASE 3 involves the implementation of workshops, coaching and other programmes or systems developed or customised. We come highly recommended for the quality, authenticity and passion of the implementation/ facilitation of our solutions, workshops and coaching. 

PHASE 4 As trusted advisors we stay involved, reviewing progress and measuring impact through a next round of data gathering and analysis and comparing the current position to the baseline established in phase 1.

Although our approach is not primarily that of product selling, we have a wide range of existing products and tools that we apply and customise in an integrated and holistic manner to assist clients.