Strategic HR

We can provide you with an experienced human resource specialist to work with your Board or Senior Managers to develop strategies to improve capability, engagement and productivity. This includes:

Management Coaching

Effective management coaching helps people to improve their performance and enhance the quality of their lives. Coaching is beneficial for many reasons and situations:

  • business skills of strategic planning, setting goals, managing time, increasing productivity, achieving targets
  • personal development for newly appointed managers, supervisors and / or team leaders
  • upgrading the management of people skills of existing managers/team leaders
  • preparing employees with potential for new roles of which people management will form an integral part
  • assisting employees to make the changes in behaviour and attitude which are required in today’s world thus affecting work performance
  • addressing unresolved issues which prevent people from moving forward in their lives both personally and business-wise
  • coaching for confidence, for change and for success
  • assisting individuals through the redundancy process – emotional reaction, practical considerations & future planning
  • assisting in planning for a future beyond work: retire or continue working in the same or a new role

Team Coaching

Team coaching is designed to take business teams to a new level. It’s about creating a strong common purpose, key goals, and ensuring ongoing accountability of the team as they turn these goals into reality.

Team coaching is of value at both a team and an individual level. It promotes:

  • alignment of the team to a common purpose and goals
  • greater cohesion and a renewed team spirit
  • increased motivation
  • improved effectiveness and performance
  • enhanced leadership ad communication skills
  • greater job satisfaction.


Change Management

Organisational change management is the process of developing a planned approach to change in an organisation. Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. Before starting organisational change, ask yourself:

  • What do we want to achieve with this change?
  • Why?
  • How will we know that the change has been achieved?
  • Who is affected by this change, and how will they react to it?
  • How much of this change can we achieve ourselves, and what parts of the change do we need help with?


Contact us today for more information on how we can provide you with a strategic HR service for your business.