Services That Accelerate Business Performance
Who
We
Help
Because our services are applied at the various levels within organizations, our services can be customized for most companies. But our sweet spot is midsized companies seeking higher growth, small companies with large growth on the horizon, and private equity backed companies that are in turnaround mode. Typical decision-makers we partner with include CEOs, senior executives, and heads of Human Resources.
BMI
Business Model Innovation
Adapt or build new ways of doing business when the market shifts or your strategy changes.
You're losing customers and market share, and this has led to margin erosion and profit declines. Or maybe you sense that your products and services are becoming less relevant to your customers, and you worry that your company is vulnerable to more innovative upstarts that will make your company obsolete (think Uber and taxis). You know that the way you operate can’t remain static, but your company isn’t a good match for high-priced top-tier consulting firms, or worse, you don’t know where to start. nimbleOrgs offers a way forward: an intensive business model innovation process that includes a Kaisan workshop that guides leadership teams through the key elements of business model creation, jumpstarting implementation and accelerating value creation. And at nimbleOrgs your company is our priority, as we won’t perform Business Model Innovation with any of your direct competitors.
SWA
Strategic Workforce Advancement
Bridge the gap between having a great business strategy and actually executing it.
Your company is growing but your organization can’t scale at the pace that the market demands. Or maybe you’ve created a solid, new strategy but implementation is slow, even stuck. Either way, you haven’t built the capabilities needed, leading to a bottle neck for the most important work and slowing strategy execution. Bottom line: You’re not achieving the growth potential you should be. And you feel that your organization is reactive instead of proactive. Strategic Workforce Advancement (SWA) helps companies bridge the gap between having a great business strategy and actually executing it. It works by aligning the most critical roles for success in your organization to the most important work. The end result is the creation of organizational muscles that ultimately drive better business results and more value for your customers.
TPI
Talent Pipeline Improvement
Quickly and affordably upgrade a group of associates in the same role who are critical to your business success.
People in roles critical to your company’s growth are underperforming and need improvement. Traditional training programs delivered recently have fallen short. So, the creation of a new competency model has been proposed, but the time it takes to build it is too long and the cost is high. You need something fast that will make a difference, but at a reasonable cost. Talent Pipeline Improvement (TPI) helps companies quickly and affordably assess the skills of a specific group of employees who are critical to business success. TPI delivers faster, cheaper, yet effective development assessments, with clear before-and-after measurements to track real progress over time. Instead of complicated competency models that quickly become outdated, TPI identifies the skills and intangibles that matter most to a role’s performance. Then nimbleOrgs surveys all associates in the role to establish a baseline to identify needed performance enhancements. After associates in the role have practiced the new skills and intangibles, we survey again and measure the improvement.
TSG
Talent Strategy for Growth
Build clear, actionable, long-term organizational plans that are created from the business strategy.
Most companies spend significant time and energy creating detailed business strategies and plans — but when it comes to mapping out who they need to hire, develop, and retain to actually execute those plans, many fall short. Without a structured talent strategy linked to the business strategies, businesses are essentially hoping the best people are in the most important roles at the right time. That rarely works. Our experience is that many companies do not even have talent/organizational strategies, and those that do often don’t link them directly to their business strategies. Instead, talent strategies often look like a list of processes from the CoE rather than a cohesive organizational plan to meet the business’ needs. You end up over-investing in some areas that don’t need it, and under-investing in critical areas that do. And you lack the organizational muscles the business strategy requires. nimbleOrgs teaches senior HR and business leaders to build comprehensive talent/organizational strategies — directly tied to the company's business strategies — using a standard methodology that produces the needed plan for your business — with clear actions, clear ownership, and a long-term focus on winning.
LTI
Leadership Team Impact
Fix underperforming leadership teams that are negatively impacting levels below them
You may be seeing it now. The leadership team is spending more time on interpersonal conflict and team dynamics than focusing on its business objectives. Communication is poor and collaboration is sorely lacking, leading to a decrease in team productivity. Maybe there has even been some turnover on the team, which has financial and opportunity costs. But there are other harms that most people don’t notice. The lack of collaboration decreases creative thinking and problem-solving that increases innovation. And problems at the top are almost always felt downstream, even by customers. Think of it like a professional sports team — if the front office is a mess, the whole organization suffers. LTI steps in to evaluate and improve how leadership teams work together by looking at 7 key factors that drive long-term team success. The process typically starts with one-on-one interviews, followed by a group session where the team identifies its problems and maps out solutions. The goal is simple: get your leaders aligned, cohesive, and working well together so that performance improves at every level of the organization below them.
LAC
Leader Acceleration Coaching
Onboard new leaders into new roles quickly yet thoughtfully so that they add value ahead of schedule.
You’ve spent so much time and money hiring a new leader, only to see them become disengaged, leading to delayed productivity and organizational impact. Maybe they waste effort on lower value priorities or slow down projects because they don’t understand the company & situation. Ultimately they have a slower contribution to adding value than they could. Or worse, maybe they leave (usually in first 12-18 months), because of bad onboarding and a feeling of disconnection. Existing team members observe this and then they become disengaged. It doesn’t have to be this way. Leader Acceleration Coaching helps newly hired executives and senior leaders get up to speed quickly and successfully in their new roles, instead of just handing them a generic checklist and hoping for the best. Why it matters: Bringing in a senior leader is a big, expensive bet. If they struggle to find their footing, everyone loses — the company, the team, and the leader himself. Leader Acceleration Coaching is structured, focused coaching that gets new senior leaders performing at a high level faster — with built-in partnership and accountability to their manager along the way. The bottom line: new leaders are more engaged and add value faster.