Workforce Advantage equips your people to connect, collaborate, and change.

Connectivity is what every CEO requires from their organisation, yet many struggle to achieve it let alone maintain it.

When true connectivity exists, people get the strategy, get each other, and get the job done well.  They demonstrate a maturity (more than goodwill) in their routines and relationships that enables people to come together to contribute to decisions; solve complex problems, reconfigure processes, and adapt structures.

Turns out, achieving this status requires a major re-think in engagement away from a point-in-time survey result and towards a daily management approach, based on collaboration…so that’s what we bring to the table for our clients!

We call it harnessing both the power and passion for collaboration, and it can be the X-factor that gives you the “workforce advantage” over competitors and explains your preferred employer status.

We typically begin on agendas where complexity and potential for conflict are considered significant and measurable. We then work to embed your new collaboration know-how so that it can begin to flourish as part of the daily routines.  In all cases, our work is guided by our Collabor⁸ methodology which means you have the added benefit of a clear and coherent perspective on how to develop collaboration as a strategic capability in your enterprise.

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We enable clients breakthrough traditional barriers in organisation design, capability and execution.

We don’t purport to tell clients what they need to know about their industry and/or what strategically might need changing in their business.

Rather, we guide them through the rigours of how to reform their workplaces and ensure they have the engagement levels needed to realise the full set of expected benefits.  It’s a role that sees us work as strategist, coach and facilitator as we build the understandings, contributions, and alignment from stakeholders at all levels, and help navigate the realities that many may not see the problem, may not see it the same way, but ultimately all will need to “buy in” to the new ways of working.

It also explains why our reputation is built on guiding clients through agendas which commonly present as major engagement challenges, namely:

• Organisation design & implementation – ensuring the principles of collaboration and engagement remain at the forefront of design elements and approaches
• Workplace Leadership – moving beyond the idea of developing individual leaders to developing of brand of relational influence
• Industrial relations – moving past traditional them v us arrangements and reactive negotiations to progressive climates
• Change & Transformation, – ensuring engagement carries the same weight as the project management disciplines in efforts to implement, integrate and improve

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