Practice 02
Organization & Talent
For CEOs whose company has outgrown the way it was built. We show which roles carry your value, whether the right people hold them, and what each gap costs — then rank the fixes by what they are worth and how seamlessly they can be implemented.
Typical first step
Organizational Diagnosis
A first conversation on the one people decision costing you most, and which lenses would price it.
Six lenses
One reading of what is costing your organization
Six lenses read your company in one pass and show what each gap costs; Talent Mapping and Talent Assessment are full services on their own.
Matches your Top Talent to the roles that create most value, and prices each gap.
Alone, it prices each role but cannot say whether the person holding it can deliver.
With Talent Mapping, each role's value is read against the skill and will of its holder.
See the service →Shows who has the skill and will to hold the roles your results depend on.
Alone, it rates skill and will without knowing which roles your results depend on.
With Role-to-Value Alignment, it shows where weak Skill or Will sits in your most valuable roles.
See the service →Tests a leader's readiness and values before a promotion you would pay to reverse.
Alone, it scores a leader without knowing what the role needs or what failure costs.
With Role-to-Value Alignment, a leader is measured against what the role needs, before and after placement.
See the service →Finds the handoffs between teams that nobody owns, where decisions stall and money leaks.
Alone, it finds the handoffs nobody owns but cannot hear how people work around them.
With What people say, what your people report is checked against where work really crosses teams.
Asks your people how work really gets done, and where time is lost.
Alone, it tells you where people say time is lost, not which handoff causes it.
With Ownership, each problem people report is traced to the unowned handoff behind it.
Compares how colleagues see each leader with their own view, and shows the blind spots.
Alone, it shows how colleagues see a leader, not whether that leader is ready to step up.
With Talent Assessment, a leader's measured readiness is checked against how colleagues see them.
What CEOs bring us
My best people are leaving and I don't know why.
Organizational Diagnosis: we put a price on your turnover and show where it concentrates.
I promoted my best salesperson and the team is struggling.
Talent Assessment: evidence of readiness before the next promotion, not after the damage.
I don't know which roles actually drive our results.
Role-to-Value Alignment: your Top Talent matched to the few roles that generate most of your strategic value.
I don't have a succession plan.
Talent Mapping: who can do more and who wants to, from colleagues' views and the manager's — readiness for a named seat is Talent Assessment.
The gaps we close
Other advisors answer part of the question. We answer the part that reaches your P&L.
| What you usually get | What you get from us |
|---|---|
| A culture survey that tells you how people feel. | What that feeling costs: turnover and mis-hire cost in euros, by department. |
| Leadership coaching in the language of psychology. | Readiness tested and read by a psychologist before the promotion, to avoid the cost of a wrong call. |
| A succession structure on paper. | Whether the named person can do it and wants it, from colleagues' views as well as the manager's. |
| One report per service, each with its own story. | With HR Strategy Advisory: one diagnosis across Organizational Diagnosis, Role-to-Value Alignment, Talent Mapping and Talent Assessment, fixes ranked by value. |
Services in this practice
Start with one. Each stands on its own and connects to the others if you continue.
- Full engagement
HR Strategy Advisory
Growth hides its own cost until it starts to bite. Organizational Diagnosis, Role-to-Value Alignment, Talent Mapping and Talent Assessment, joined into one diagnosis of what your organization is losing, with the fixes ranked by what they are worth and how seamlessly they can be implemented.
- Entry point
Organizational Diagnosis
The place to start: a first scan of your company, setting what your people say beside their Skill and Will — where you lose money and people, and the gaps to close first. It opens onto HR Strategy Advisory.
- Standalone
Role-to-Value Alignment
Role-to-Value Alignment matches your Top Talent to the small percentage of roles that generate the majority of strategic enterprise value — rarely the roles with the largest teams — and shows where the wrong person holds one.
- Standalone
Talent Mapping
A full service on its own: who in your company can do more and who wants to, from colleagues' feedback and what each manager knows of development needs. The picture of who you have, before you bet on them.
- Standalone
Talent Assessment
A full service on its own: readiness and values for the person you are about to promote or keep, tested and checked by a psychologist, to avoid the costliest promotion — one made on a strong record in another job.
What you receive
A report that opens with the answer.
- The first page says what is happening, in a sentence you can repeat to your board.
- Three figures, each with the reason it matters.
- Recommendations ranked by value, each with an owner and the cost of waiting.
- How far to trust it: response rates and coverage, stated upfront.
Some of your value-critical roles in Operations are held by people the evidence rates as not ready, and the department carries most of the turnover cost.
- Survey responseFull
- Peer views: independentFull
- Frontline coveragePartial
| # | Recommendation | Owner | Cost of waiting |
|---|---|---|---|
| 1 | Fill the plant-director role from outside; interim cover now | COO | Amount hidden in this illustration |
| 2 | Readiness program for the promoted managers | CEO | Amount hidden in this illustration |
| 3 | Name one owner for the order-to-delivery handoff | COO | Amount hidden in this illustration |
Amount hidden in this illustration
Start with one step.
You get the cost of inaction in euros and a ranked list of where to act first.