Services – Devaksha Christopher Consulting

Services

I'm here to build something for the long-term. Anything else is a distraction.

Mark Zuckerberg

Organisation Design

Organisation Design is viewed as complex and theoretical by most organisations. Devaksha Christopher Consulting demystifies Organisation Design into a pragmatic approach, which allows the human capital function and business leaders to design their business in an unbiased and responsible way.

Becoming a well networked organisation is the future world of work
Understanding your value chain
Facilitating the target operating model to future proof your business
Shift from jobs to what work needs to be done
Demystifying organisation design and equipping your Human Capital team and line leaders to lead this important practice

The solution includes:

Facilitate operating model design
Conduct value chain mapping Identify core organisation capabilities Structure design
Role profile writing
Job impact assessments
Capability build and knowledge transfer through organisation design masterclasses
Business case compilation to create a burning platform for the organisational change/s
Advisory on the required governance to embed the changes Grading alignment and identify areas of concern

In companies whose wealth is intellectual capital, networks, rather than hierarchies, are the right organisational design.

Thomas A. Stewart

Change Management

Change Management is a core leadership capability and requires an intentional approach through:

Understanding the “WHY” behind the change which will make the WHAT and HOW attainable
Facilitate change Management and Change Leadership experiential masterclasses
Train-the-trainer change management training to allow for a sustainable approach
Lead and/or support change initiatives across a myriad of business needs such as systems implementation, restructuring and much more

Let’s understand what matters in an ongoing change landscape:

End to end change management support, guidance, coaching, knowledge transfer and capability build
Change Leadership expertise in understanding the change landscape and providing a fit for purpose sustainable offering
Provision of templates and toolkits for you to embed the change in years to come
A nontraditional, practical and pragmatic approach to change
Prosci accredited but provide solutions which are practical and not focused purely on models and frameworks

Be the change you want to see in the world

Mahatma Gandhi

Talent and Succession Management

Talent and Succession Management are essential strategies for organisations to ensure they have the right people in place for long-term success Talent Management focuses on identifying, developing, and retaining employees with potential, while Succession Planning aims to prepare for personnel changes by developing employees to fill key roles These strategies help organisations to:

Retain Talent: By promoting from within, companies save on hiring costs
Prepare for Change: Effective planning minimises operational disruptions during personnel changes
Create a Competitive Advantage: Developing top talent drives business growth
Build a Leadership Pipeline: A strong pool of potential leaders is crucial for critical positions

Key Tips for Talent and Succession Management:

Identify employees with leadership potential
Provide tailored development opportunities for these individuals
Prepare high-potential employees for future roles
Capture institutional knowledge before employees leave

HR professionals play a critical role in implementing these strategies effectively. The WAR for Talent is ON!!! Your people are your greatest currency

When talent management is more than names in a spreadsheet
Bring your nine-box grid to life
How strong is your bench?
Three-year successors become six years and eventually leave
Focused and impactful development is the key to unlocking potential

Succession planning often results in the selection of a weaker representation of yourself.

Peter F. Drucker

Culture Transformation

Culture Transformation is the HOW to achieve the strategy. Build a corporate culture that works. Ever since Peter Drucker famously declared that “culture eats strategy for breakfast,” there has been a widespread understanding that managing corporate culture is key to business success. Yet few companies articulate their corporate culture in such a way that the words become an organizational reality that guides employee behavior. Which raises the question: If culture eats strategy for breakfast, how should you be cooking it? HBR The approach includes and is not limited to:

A current state assessment is required to inform the steer the organisation requires
Inclusivity and belonging fuels employee engagement and organisations struggle to understand the secret ingredients to building their culture
The organisational DNA is needed to allow the business to pivot How are employees feeling about the organisation?
How to instill brand love and have the ambassadorship to not only attract but equally retain talent
Onboarding of new and existing employees can be a game changer
Employee experience speaks to the bottom line
If you cannot measure it, it does not exist – have the relevant metrics in place to assess your culture transformation
Keep the momentum through deliberate initiatives with internal business owners
Shifting psychological safety to just a buzz word where deeper understanding is needed and required to be addressed

Start by thinking about the dilemmas your people will face.

Erin Meyer

Team Effectiveness

Team Effectiveness and Ways of Working is undervalued especially as part of the post implementation of any change. Team effectiveness is how well team members work together to achieve common goals. When team effectiveness is high, team members feel more empowered about their work—driving their engagement and satisfaction. It’s no surprise that happy team members perform better

This can be addressed through:

Bringing teams together and unpack the charter which will hold individuals accountable
Team building is underestimated, and the budget cuts usually impact expensive initiatives. That said, there are cost effective ways of creating a sense of belonging for teams
Focus group sessions, one-on-one engagements can provide good insights informing specific initiatives
Customised approaches to suit your team challenges
Reinforce the makeup of your high performing team/s
Ways of working is not always addressed especially as an outcome of a restructure, merger or acquisition and is crucial to the 100-day plan in anchoring the change

Our Ways of Working is changing, don’t be a victim of complacency

Not finance, not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and rare.

Patrick Lencioni

Women in Leadership

Women in leadership is a challenge across most corporates and affording women the space to connect and talk about the challenges they are faced with is just the starting point.

“We are She”

is a six-week programme designed to support and equip women to become the best version of them- selves. The programme includes deep personal refection, defining one’s purpose, becoming unstuck and letting go of aspects not serving in a constructive way. A platform is created to allow individuals to share and be heard. There is nothing more powerful than a group of strangers coming together and holding space for each other.

Empowering those around you to be heard and valued makes the difference between a leader who simply instructs and one who inspires.

Adena Friedman - Nasdaq CEO

Employee Wellbeing & Wellness

Employee wellbeing and wellness is beyond an EAP offering.

Mental health is equally important as our physical health. The difference is that mental illness is behind the mask we wear daily – we try to convince ourselves that everything is okay, everything is fine or there is no point complaining but the thoughts racing through our minds each night and every morning starts to become compounded. We then start to implode or even explode at the slightest trigger.

We need to remember that we are “HUMAN FIRST” and meet individuals where they are at.
Let’s unravel the misnomer of psychological safety.
How do you set boundaries, manage your energy, learn that ‘NO”.
is a full sentence, be in search of your greenhouse and live your best life!
The reality of corporate bullying is not going away and addressing it head on will retain your best people.
Burnout is becoming the next pandemic, and employees are wearing it
like a badge of honour. Being vulnerable at a senior level creates strong psychological safety within your organisation. Becoming a great place to work requires intentionality – an organization with happy and focused employees is one which thrives.
Become your organisation’s next Chief Happiness Officer.

Navigating Corporate Politics

You Can’t Sit Out Office Politics. But you can use them to your advantage.

Niven Postma

You can’t escape it. It’s everywhere. Learn how to read it and be aware of it with keeping your authenticity intact.