Services
Assessment & Consultation
Assessment & Consultation
Assessment & Consultation
We will assess your current people processes in how you develop and grow your business and how you bring your values to life. We will recommend how to evolve this further and help put the foundation in place for growth and scalability.
Advisory Services
Assessment & Consultation
Assessment & Consultation
We develop a people strategy that best supports your business objectives and where you want to go. We craft a plan to help get the right structure in place through the people and processes that best suits your business. We offer customized executive coaching through the transformation.
Consulting Services
Assessment & Consultation
Consulting Services
We help our clients to execute a people strategy to help reach their business goals. We bring the heartbeat of the business through the work we do around the people. We embed ourselves into the business and help to operationalize the plan.
executive coaching
H3ARTWORK focuses on supporting executives and business leaders in achieving their professional and personal goals. Our primary objective of executive coaching is to help leaders develop their leadership skills, enhance their performance in leading people, and improve their overall effectiveness.
We work with individuals or teams to identify their strengths and weaknesses and help them create a plan to achieve their desired outcomes. We provide feedback, support, and guidance to executives as they work through challenging situations and make decisions that impact their organizations and the people within them.
Our executive coaching process typically involves several stages. The first stage is to establish a relationship between the coach and the executive. This involves setting clear goals, defining the coaching process, and establishing a timeline for achieving desired outcomes.
The next stage involves conducting an assessment to identify the executive's strengths and weaknesses. This can involve a variety of tools, such as interviews, surveys, and assessments, to gain a better understanding of the executive's skills, values, and behaviours. Once the assessment is complete, the coach and executive work together to develop a coaching plan.
The coaching process typically involves regular meetings between the coach and executive to review progress, discuss challenges, and provide feedback. The coach may also provide additional resources, such as reading materials or training programs, to support the executive's development.
With the support of H3ARTWORK executives can improve their leadership effectiveness, enhance their personal and professional well-being, and create positive change in their organizations.
talent management & recruitment
H3ARTWORK will develop a clear understanding of your staffing needs and the skills and competencies required for each role. This can involve conducting job analyses, defining job descriptions, and identifying key performance indicators for each position.
Once our client has a clear understanding of their staffing needs, we can begin to develop a talent management and recruitment strategy. This can involve leveraging various recruitment channels, and assessing internal talent capabilities to reach a diverse pool of qualified candidates.
We help build the proper strategy to find the right talent and ensure the right measures are in place to retain top talent. This can involve providing competitive compensation and benefits packages, offering opportunities for career advancement, and creating a positive and inclusive work environment.
Effective talent management and recruitment require ongoing monitoring and evaluation to ensure goals are being met. This can involve tracking key metrics, such as turnover rates, employee engagement scores, and performance metrics, and using this data to inform future talent management and recruitment strategies. Talent management and recruitment are critical functions that enable organizations to build and maintain a talented workforce.
Leading Change
H3ARTWORK specializes in helping organizations navigate significant changes successfully. These changes can include shifts in leadership, strategic direction, organizational structure, culture, or business processes. The primary goal is to help organizations manage these changes effectively while minimizing disruption and maximizing positive outcomes.
The role of H3ARTWORK typically involves several key responsibilities. First, we work with organizations to assess their current situation and identify the need for change. This can involve conducting a thorough analysis of the organization's strengths, weaknesses, opportunities, and threats (SWOT analysis) and developing a clear understanding of the desired outcomes.
Once the need for change has been established, we work with the organization's leadership team to develop a change management plan. This plan typically outlines the goals of the change, the timeline for implementation, the communication plan, the resources required, and the metrics for measuring success.
During the implementation phase, we work closely with the organization's leadership team and employees to communicate the need for change, manage resistance, and provide training and support. We also help to identify and address any potential obstacles or challenges that arise during the change process.
One of the critical roles of H3ARTWORK is to help organizations build internal capacity for change management. This can involve providing training and coaching to leaders and employees to help them develop the skills and knowledge needed to manage change effectively.
We help organizations navigate significant changes successfully. With the support of H3ARTWORK we help manage change effectively, minimize disruption, and position the business for long-term success.
Strategic planning
H3ARTWORK helps organizations develop and implement effective strategic plans. These plans are designed to guide activities, goals, and objectives over a defined period, typically ranging from one to five years. The primary goal is to help identify and capitalize on growth opportunities, while also managing potential risks and challenges.
We work with organizations to develop a clear understanding of their current situation, including their strengths, weaknesses, opportunities, and threats (SWOT analysis). Once the current situation has been assessed, we will work with the leadership team to define a clear mission, vision, and values for the organization. These statements provide a framework for the strategic plan and help guide decision-making throughout the planning process.
The next step in the strategic planning process involves defining specific goals and objectives that align with the organization's mission, vision, and values. These goals and objectives should be specific, measurable, achievable, relevant, and time-bound (SMART), and should reflect the organization's priorities and strategic direction.
Once the goals and objectives have been defined, we help to develop a detailed action plan. This plan typically includes specific strategies and tactics for achieving each goal and objective, as well as timelines, resource requirements, and performance metrics.
One of the critical roles we play is to help organizations navigate potential challenges and risks. This can involve identifying potential obstacles to success, developing contingency plans, and guidance on how to manage risks effectively. We help to evaluate the effectiveness of the strategic plan. This can involve tracking performance metrics, gathering feedback from stakeholders, and making recommendations for ongoing improvement.
culture shaping
H3ARTWORK specializes in helping organizations create and maintain a positive and productive organizational culture. We work with organizations to identify the current culture, define their desired culture, and develop strategies for shaping and reinforcing that culture over time.
Our work consists of conducting surveys, interviews, and focus groups to gather feedback from employees, analyzing the organization's policies and procedures, and identifying the behaviours and values that are currently shaping the culture.
Once the current culture has been assessed, we will work with the leadership team to define their desired culture. This involves identifying the behaviours and values that are most important to the organization and defining what those behaviours and values look like in practice.
The next step in the culture-shaping process involves developing strategies for shaping and reinforcing the desired culture. This can involve developing training programs, updating policies and procedures, and providing ongoing coaching and support to leaders and employees. We will identify and address any potential obstacles to creating and maintaining a positive culture. This can involve addressing issues related to communication, trust, accountability, diversity, and inclusion.
Our goal is to help build a culture that fosters innovation, collaboration, and high performance.
Organizational Structure
H3ARTWORK works with organizations to assess their current structure, identify areas for improvement, and develop strategies for creating a more effective and efficient organizational design.
We will work with organizations to assess their current structure and understand how it aligns with the organization's goals, strategies, and culture. This can involve reviewing the organization's hierarchy, reporting relationships, departmental divisions, and decision-making processes.
We work with leaderships team to identify areas for improvement. This can involve analyzing the organization's goals and strategies to determine if the current structure supports or hinders their achievement. It may also involve identifying inefficiencies, communication gaps, or duplication of efforts within the current structure.
Based on the assessment, we will collaborate with the organization's leadership team to develop a more effective and efficient organizational design. This can involve redesigning reporting relationships, creating new departments or teams, clarifying roles and responsibilities, and streamlining decision-making processes. We guide the implementation of the new structure. This can involve facilitating discussions and workshops with employees to ensure a smooth transition, addressing any resistance or concerns, and providing training and support to leaders and employees as needed.
One of the critical roles we play is to ensure that the new structure is sustainable and adaptable to future changes. This involves considering factors such as scalability, flexibility, and the organization's long-term strategic goals.
Our goal is to help organizations design and optimize their structure to enhance effectiveness and efficiency.