Organisational Design is analogous to an organisation’s architecture, and it is an enabler of a business strategy. It encompasses people, the business operating model, decision authority, role design and lastly structure (or hierarchy).

There's occasionally some confusion about what the difference is between Human Resources (HR), Organisational Development (OD) and Learning & Development (L&D). All three are concerned with people, but each has a slightly different traditional core focus.

An Organisational Diagnostic is a tool that analyses a business (or department) to identify gaps in the way it functions and opportunities for improvement. They offer effective insights into how a business can perform better. 

Businesses that want to change, pivot, grow and sustain their competitive advantage turn to Organisational Development specialists. Organisational Development (OD) is a field of applied science and draws on Sociology, Psychology (particularly Industrial-Organisational Psychology) and theories of motivation, leadership, learning and more. 

Have you ever asked yourself, "Could I be doing more with my time?" If you've asked yourself this question in 2020 or 2021, it might be because of the immense disruption to our work and personal lives that took place over that time. 

It’s an interesting sign of the post-pandemic focus on distributed teams that leading tech companies are hiring C-suite and senior level roles dedicated to remote work. 

How have audience expectations changed following the surge in virtual learning? Building audience expectations in the lead up to a virtual event can determine whether or not that event is ultimately deemed successful or mediocre. 

Are you still using the first 5 minutes of every virtual meeting getting technology set up correctly? “Lisa, Can you hear me? Can you see my screen?” Or perhaps it’s the most common phrase from 2020: “You’re on mute!”