Organisations
w/ 20-80 employees
$7,900 + GST per monthGet Started NowContact Us
Includes:
Discovery Workshop
Third Generation Outsourcing
Strategic Planning & Clean Execution
Sales Performance
Financial Data Insights & Analytics
Organisations
w/ 80 to 140 employees
$9,900 + GST per monthGet Started NowContact Us
Includes:
Discovery Workshop
Third Generation Outsourcing
Strategic Planning & Clean Execution
Sales Performance
Financial Data Insights & Analytics
Organisations
w/ 140 to 200 employees
$11,900 + GST per monthGet Started NowContact Us
Includes:
Discovery Workshop
Third Generation Outsourcing
Strategic Planning & Clean Execution
Sales Performance
Financial Data Insights & Analytics
Organisations
w/ 200 to 300 employees
$13,900 + GST per monthGet Started NowContact Us
Includes:
Discovery Workshop
Third Generation Outsourcing
Strategic Planning & Clean Execution
Sales Performance
Financial Data Insights & Analytics

Also, based on the results of your Discovery Workshop we will apply a combination of some, or all the improvement applications described briefly below.

Pricing Package Details

There is no charge for the Discovery Workshop for New Foundations Program clients. And there is no charge to prepare and roll out a new strategic plan for new Foundations Program clients.

Because every business and its new opportunities for change, growth and increased profits are different, we conduct our unique onsite Discovery Workshop to determine what is working well  now, and what must change.

Based on the Discovery Workshop’s report and the leadership’s aspirations to affect lasting change we use a palette of corporate culture work practices, productivity practises & tools, new sales processes, business strategy and tactics to achieve the desired outcomes.

We have briefly listed the main applications below that we can apply to the organisation to facilitate the leadership’s aspirations to deliver a business that competes on margin not price.

Therefore, based on the results of the Discovery Workshop, we prepare and agreeon a series of improvement milestones to deliver the required opportunities for change.

The Discovery Workshop

Most new adventures start with detailed due diligence, deep analysis, goal setting and planning.

We start the new direction for your organisation soon after our preliminary meeting. We quickly start to execute the plan by attending your offices for one to three full days of interviews .

We interview senior & middle management as well as front-line employees. It is very positive and revealing to interview clients and suppliers during this process – subject to client approval.

At the end of the Discovery Workshop, we publish a detailed written report that identifies the strengths and weaknesses of the organisation.

We also tender the first steps/suggestions for change, usually where we can have the most impact in the shortest timeframe.

The report is the first step in the client’s journey to improved productivity, growth and profits – providing a detailed analysis of the following key pillars:

  1. Corporate Culture,
  2. Strategy,
  3. Execution,
  4. Management; and
  5. Sales Performance &Process.

Edgeview’s Online Project Management Portal

Online application to delivers a visual presentation of all work that we are completing together – in particular, the execution of each of the New Foundations Workshop’s milestones.

You will have prompt and informed progress reports in a visual display ensuring you can monitor our efforts, the progress of each milestone as well as those of your teams supporting the relevant initiatives.


Strategic Planning

Strategic Planning is a comprehensive process for determining what a business must become over the next three to five years and how it can best achieve that goal.

It appraises the full potential of a business and explicitly links the business’s objectives to the actions and resources required to achieve them. Strategic Planning provides uswith a systematic process to ask and answer the most critical questions confronting the management team – especially large, irrevocable resource commitment decisions.

Planning starts by examining the fundamental job that your clients engage you to complete. We help you design and implement a set of improved/new offerings and programs to meet or exceed their needs. Our approach includes many steps where we:

  1. Develop client segmentation strategies for the design of new service offerings;
  2. Interview clients from each segment to validate their service requirements;
  3. Assess the capability of the organisation to deliver the new service offerings;
  4. Identify gaps in delivery capabilities and make recommendations to close them;
  5. Design new service programs with marketing involvement;
  6. Create pricing models for the new programs and offerings;
  7. Help develop the service infrastructure to deliver new service programs;
  8. Assist in developing and delivering organisation specific sales training;
  9. Assist in launching the new product and or service programs;
  10. Monitor client acceptance and satisfaction with applicable analysis; and
  11. Review service revenue growth and costs

Change Management Framework

The keyexpectation of adopting formal Change Management is to develop a Change Management Framework to control the installation of new processes.Moreover to improve the success of realisingbusiness benefits.

Extensive work is completed on a Benefits Realisation Management Framework (Framework). The Framework adopts best practice principles and concepts for setting up and managing change.

These programs involve devising change initiatives, generating organisational buy-in, implementing the initiatives as flawlessly and generating a repeatable model for ensuring continued success in future change efforts.

Powerful, well planned Change Management assists the organisation’s leadership to help people succeed, recognising where and when trouble is likely to occur, and laying out a strategy for mitigating risks and monitoring progress.


Critical Chain Project Management

We are often asked, “why do so many business projects fail?” Fair question – the lack of flexibility and resistance to change are the main reasons for project failures. We have adopted the use of Critical Chain Project Management (CCPM) for Edgeview because it’s a proven, effective method of delivering productivity initiatives for products & services within cost, schedule, and resource constraints. This intensive and hands-on process will ensure your project(s) is completed on time andbudget.

Traditional project management practices assume that once a well thought out project plan is created and followed, it will provide good, expected results. It fails to address the practical uncertainties such as requirement change, work not completed on time, delayed approvals, etc. that typically occur in any project.
This is where CCPM is different. CCPM focuses on task due dates and interim milestones for a project. It emphasises the completion of the most importanttasks in the project plan as quickly as possible and delivering the completed project as quickly as possible.

CCPM ensures the organisation will be able to identify and manage the project, create a project plan, define and allocate resources, manage the project development, identify and manage risks, and understand the project procurement process.


Working Towards a Culture of Accountability

Corporate Culture – ‘the day to day working culture’ of an organisation is a major aspect of successfully entrenching exceptional productivity across the organisation as a ‘new way to work’.

Most executives know their organisation’s culture is critically important because it impacts the bottom line. Therefore, from time to time the organisation’s culture must change, adapt and grow. In fact, culture must be organic to ensure the internal environment remains effective and anticipates rather than adapts to changes in the external environment.

The Discovery Workshop will uncover the organisation’s current working culture. We discuss, analyse, change and develop a Corporate Culture that leads employees to a new level of effectiveness. The new working culture will focus on results.

The organisation will thrive when all employees are focussed on the organisation’s strategy and tactics, knowing they are personally accountable for achieving the targeted results.


Employee Engagement Analysis & Improvement

Current research confirmsactively engaged employees are the most productive, yet few in number in the organisation. We use targeted engagement questionnaires, training and engagement improvement sessions to measure and improve employee engagement.

We do this because there are three types of employee: –

  1. actively engaged;
  2. not engaged; and
  3. those who let your clientsknow they are not engaged.

Intellectually and emotionally engaged employees help to nurture and create satisfied, loyal clients and improved business performance. Measuring employee engagement will gauge the degree of the organisation’s employees’ attachment to their jobs, colleagues and the organisation, helping to determine their willingness to go beyond the basic parameters of their job.

 


Employee Work Design

Based on the results of your Discovery Workshop we develop a formal Employee Work Design by conducting role specific productivity/capability skills gap analysis for all material roles in the organisation.

The need for managers to be simply ‘managing’ will decrease because of continuous improvement (therefore managers will be under pressure because they must shift their focus to provide deeper input, execution, accountability and responsibilities to revenue growth).

The increased demand to accept and implement change, as well as being personally accountable for results will see the need for all employees to step in and out of a position of junior to middle leadership. Therefore, a broader cross-section of employees will gain a firsthand understanding of the demand, dynamics and challenges of leadership.


Performance Management

The most important link to improving productivity is employing the right people and methodically developing them to ensure they are empowered, engaged, motivated and wanting to stay a long-time.

We are seeking to massively improve your productivity, an environment for employees to exceed budgets, identify and suggest productive change and be inspired to innovate and drive new value.

Too often organisations provide a star employee with a pay raise for an excellent end of year result. However, this is not sustainable because it locks the organisation into continually rewarding past success that may not occur again. Ironically, a top employee may become too costly to retain.

The best solution is to implement a discretionary financial bonus scheme for employees in addition to their base pay.

The scheme would provide a one-off financial bonus for collectively, or individually providing the examples below:

  1. exceeding revenue targets in accordance with the organisations agreed values;
  2. exceeding specific strategic objectives;
  3. delivering material productivity improvements;
  4. supporting and delivering material innovation; and
  5. role modelling the organisation’s values.

Bonus amounts can be set by formula to add certainty to employees, and employers and would only be paid if the overall profit target of the organisation had been met.

The bonus is not a right, but it is a just reward for doing more than is expected by good employees.

Leadership Coaching

Leadership Coaching is a critical tool for organisational change. Change is essential for organisations to grow and adapt to today’s rapidly shifting marketplace, yet people and organisations are naturally resistant to change.

Leadership Coaching can facilitate productive change by enabling leaders, managers, and employees to uncover potential that might otherwise go untapped. The traditional hierarchical model of leading and influencing is no longer optimal to succeed in today’s complex and dynamic marketplace.

Best practice it to adopt more relational, collaborative, and consultative models for leading and influencing. We build a coaching culture that encourages organisational learning and adaptability. Leadership Coaching is the best way to help individuals to think differently, and learn to think and work together more effectively.


Executive Coaching

Whether in a one on one session, or as part of our day to day client interaction, Executive Coaching is a must when changing frames.

Change Management initiatives are more successful when employees are open to thinking differently and want to visualise an improved end state. Our goal is to ensure the need for change is a joint decision, or mature acceptance as opposed to the position where the individual identifies as being an unwilling, uniformed casualty to change that has not been mutually agreed.

We use the techniques of Executive Coaching to facilitative one-to-one, mutually designed relationship building between Edgeview and a key contributor. We use the occasionto build teamwork to execute the change initiatives.

The coaching is conducted for the benefit of a client who is accountable for highly complex decisions that will have a broad impact on the organisation. The focus of coaching is usually on organisational performance or development, but it may also serve as a personal component as well.


Organisation Design Review

After the completion of the Discovery Workshop, and subsequent client debriefing sessions we seek agreement on the need and form of specific change initiatives.

Organisation Design Review ensures the suitability and effectiveness of the organisational grouping model. Organisation Design Review identifies and addresses the symptoms of an ineffective hierarchy and cumbersome bureaucracy of an organisation.

Organisation Design Review will provide clear strategies for change and change implementation processes.

The symptoms of an ineffective organisation can be poor responsiveness by employees to client’s needs as well as the executive, slow reactions to environmental shifts, tolerance of poor workflows/quality, cumbersome processes, missing or underutilised skills or resources, unclear roles, excessive conflict and lack of coordination.


Management Work Design

Because we are looking to ensure the work we do adds value and remains intact, we add additional layers to the control element of leadership for our clients.

Management Work Design is an extension of our Lean Six Sigma & TOC implementation. On most occasions, we change the role and duties of managers. Because as they become more effective the growth and scalability of the business demands new ways of thinking.

We also need to for the day to day operations of product/service delivery and sales processes to move to the next evolutionary step.

The daily need for managers to physically and routinely manage the activities of employees is replaced by better processes, policies & procedures and guidelines. Managers will be required to review, develop, analyse and interpret KPI being the result of measuredprocesses and policy compliance.

Managers will focus their attention on process efficiency and productivity, whilst learning new skills such as coaching and advanced leadership to ensure they motivate, inspire and control employees and deliver innovation to existing processes, products and services.


Build & Implement Balanced Scorecard

A Balanced Scorecard defines an organisation’s performance and measures whether management is achieving desired results. The ‘scorecard’ is shared with all employees on a regular basis,e.g. monthly.

The Balanced Scorecard aligns business activities to the vision and strategy with a set of objectives and performance measures that can be quantified and appraised. These measures typically include the following categories of performance:

  1. Financial performance
  2. Client performance
  3. Internal business process performance
  4. Employee performance

Unlike financial or HR management, organisations frequently talk about organisational performance (and strategy) in a variety of ways. The Balanced Scorecard is a logical, structured way to help you ensure that all areas of the organisation are covered in an easy-to-understand way. It helps keep your goals in focus, use specific measurements to track progress, and follows initiatives to track actions.

The Balanced Scorecard is predicated on reviewing your strategy on a regular basis. We conduct strategy review meetings on a monthly or quarterly basis, to ensure strategyis kept at the centre of your management reporting process.


 

Business Process Re engineering

One of the most common exercises,after we complete the Discovery Workshop, is to improve targeted processes within the business. The offending process(s) could either be limiting productivity, and margin or impacting client perceptions.

Business Process Reengineering involves the sweeping redesign of the core business processes to achieve dramatic improvements in productivity. We review and challenge existing processes to deliver more value to your clients. Together we agree and adopt a new value system that places increased emphasis on client needs.

The following are some examples of the benefits of re-engineering of a business process:

The following are some examples of the benefits of reengineering of a business process:

  1. An organisation can achieve radical changes in performance (as measured by cost, cycle time, service and quality).
  2. Boost competitiveness in the operations network through simpler, leaner and more productive processes.
  3. Encourages the organisation to abandon conventional approaches to problem-solving and to “think big” (revolutionary thinking).
  4. The slow, cautious process of incremental improvements leaves many organisations unprepared to compete against proactive and new competitors. Re-engineering helps organisations make noticeable changes in the pace and quality of their response to client needs (i.e. Break-through improvements).
  5. An organisation can be transformed from a rule-driven and job centred organisation structure to a marketing organisation structure that focusses directly on the customer.
  6. Often results in radically new organisational designs that can help the organisation respond better to competitive pressures, increase market share and profitability and improve cycle times, cost ratios and quality (organisational renewal).
  7. Major accomplishment of the reengineering effort is the change in corporate culture and the basic principles by which client facing and back office functions operate. Workers at all levels are encouraged to make suggestions for improvement because management will act.

Leverage Exclusive Core Capability Strengths

Most executivesknow a Core Capability is know-how that enables a company to deliver unique value to clients. One of the key activities we complete is an audit of the organisation’s Core Capability to ensure it is captured and leveraged in the organisation’s strategy.

Therefore, understanding and leveraging Core Capabilities allows organisations to invest in the strengths that differentiate them from their competitors and set strategies that unify their entire organisation. It embodies an organisation’s collective learning, particularly of how to coordinate diverse production skills. Such a Core Capability creates a sustainable competitive advantage for an organisation and helps it branch into a wide variety of related markets.

Core Capabilities also contribute substantially to the benefits an organisation’s products & services it offers clients. The litmus test for a Core Capability? It’s hard for competitors to copy or procure.


Lean Six Sigma & Theory of Constraints Productivity – Not Just for Manufacturing

Has your organisation attempted or partially adopted Lean Six Sigma (LSS)?

If not, you are missing out on one the most successful productivity applications in business today. The use of LSS is not a fad and will work across all organisations. It will deliver immediate change and benefits to your organisation.

If yes – are you now following a logical pathway for improvement? Or are your managers moving the organisation from one unfinished LSS improvement project to the next? Too often organisations have too many ongoing projects that drain valuable resources needed for the day-to-day issues facing them.

LSS offers powerful tools, but they need a method of focus. Unlike most LSS projects we combine the Theory of Constraints (TOC) to provide focus. TOC is the key to cutting much of the waste and risk out of customary LSS initiatives. TOC is a management model that views any manageable system as being limited in achieving its goals because of a few, key constraints-bottlenecks in the system. Constraints are defined as a restriction(s) that inhibit the desired outcome.

We ask three basic questions when starting an organisation improvement process:

  1. What must improve?
  2. What will the improvement look like?
  3. How to cause the improvement to happen?

A well planned and thoughtful LSS integration will increase your productivity by improving quality, eliminating waste, reducing lead times and reducing total costs.

The concept of leanwas developed for production environments,but with a few, it applies to services as well.

One of the main elements for Lean is the use of resources for goals other than creating value for the customer is a waste,and such wastes must be eliminated.

Therefore, our goal is tomaximize value while minimizingwaste.

Some examples of service wastes are listed below:

  1. Delay – customers waiting for a service;
  2. Duplication – having to re-enter data, repeat details on forms, copy information across, or answer queries from several sources within the same organisation;
  3. Unnecessary Movement – having to get in line several times, lack of a one-stop service encounter, etc.;
  4. Unclear Communication – wastes of seeking clarification, confusion over product or service use, wasting time finding a location that may result in misuse or duplication;
  5. Incorrect inventory – being out-of-stock, unable to get exactly what was required, substitute products or services, or not having the right provider available;
  6. Opportunity lost to retain or win customers – failure to establish rapport, ignoring customers, unfriendliness, and rudeness; and
  7. Errors in the service transaction – product defects in the product-service bundle, lost or damaged goods.

The benefits of applying lean include increased market share, lower costs, higher profits and happier clients.


Total Quality Management

We love retro and still offer the best aspects of Total Quality Management (TQM) when needed in a change plan because it’s a systematic approach to quality improvement that juxtaposes product and service specifications to client performance. TQM then aims to produce these specifications with zero defects. This creates a virtuous cycle of continuous improvement that boosts production, client satisfaction and profits.

We use Lean to assist in finding efficiencies and removing wasteful steps that don’t add value to the end service/product. To find the efficiencies, lean office/manufacturing adopts a client-value focus. Clients won’t pay for defects, lack of efficiency or waste.

As mentioned in our discussion of Lean Six Sigma, waste is anything that doesn’t add value to the end service/product. There are eight categories of waste with a product focus:

  1. Overproduction – Are you producing more than consumers demand?
  2. Waiting – How much lag time is there between production steps?
  3. Inventory (work in progress) – Are your supply levels and work in progress inventories too high?
  4. Transportation – Do you move materials efficiently?
  5. Over-processing – Do you work on the service/product too many times, or otherwise work inefficiently?
  6. Motion – Do people and equipment move between tasks efficiently?
  7. Defects – How much time do you spend finding and fixing production mistakes?
  8. Workforce – Do you use workers efficiently?

Performance Measures & Analytics

We assist in collecting and interpreting performance measures within your organisation chosen to be displayed on your dashboard. Our goal is to develop a set of useful and interconnecting capabilities that reveal, and maximise the use of performance measures applicable to your circumstances.

The process begins by determining the most appropriate performance metrics? Before we make that determination, we confirm their purpose is valid and contributes material value. Performance measures are intended to serve seven important functions or roles:

  1. Stimulate the right behaviours;
  2. Reinforce and support the overall goals and objectives of the organisation;
  3. Assess, evaluate and provide feedback as to the status of the people, processes, production, and the organisation;
  4. Be translatable to everyone within the organisation – that is, each operator, manager, fee earner, etc. must understand how their actions impact the metric;
  5. Inform everyone, not just the managers;
  6. Capable of trend and statistical analysis and, as such, not “yes or no” regarding compliance; and
  7. The metric must also be challenging, stretching, but at the same time be attainable and supported.

Benchmarking

It’s important to know what best practice in your industry is and whether you are tracking in tandem with your competitors or behind them.

Benchmarking is a process we adopt to ensure your organisation is inspired to innovate and move forward; we don’t want to waste time reinventing the wheel or repeating strategies that have failed for others.

On the flip side, it may be time for the organisation to abandon practices that just don’t work. Benchmarking improves performance by identifying and applying best practices carried out by direct competitors or businesses in other industries.

Managers compare the performance of their products/services or processes externally with competitors and market leaders. The objective of Benchmarking is to find examples of better performance and understand the processes and practices driving that performance. We then improve performance by tailoring and incorporating these best practices into your operations—not by imitating, but by innovating.

Moving forward on the new opportunities for the business after a benchmarking exercise can be met with resistance. The resistance usually comes from certain teams not open to change, or simply a matter of not knowing where to start – our support will ensure the right outcome is achieved.


Third Generation Outsourcing

Third Generation Outsourcing is a set of agreed steps, tactics and innovative applications to simplify complex processes to ensure an organisation can produce more of what clients want with mostly the same overheads.

It’s never simply a cost-cutting, or employee reduction tactic.

The goal of Third Generation Outsourcing is to massively multiply the capability of each skilled employee to increase their daily output.

The daily volume of production increases without the usual expansion in operating costs.

Therefore, more revenue, minus static operating costs, equals better margins and better profits. The fear of over/under capacity caused by seasonal business cycles can be removed and exploited. The organisation’s sales pipelines are never curtailed because of peak capacity in the production of products and services.

Third Generation Outsourcing can start the implementation ofan innovative, disruptive strategy. The main goal is to simplify complex tasks – increase the transaction throughput of each skilled employee who can then produce more high margin products or services.

If you are not applying outsourcing to your business now – you’re not too late.

Many early adopters of outsourcing only took up the bare minimum of outsourcing to cover noncore activities, such as bookkeeping, HR, basic legal processes and IT support. Now, with Third Generation Outsourcing you will skip ahead with a revenue focused model.


B2B Sales Performance

One of the biggest concerns for our clients, who are now delivering better productivity across their business is how do they take advantage of theirnew excess capacity?

With the introduction of measurable productivity,a new urgency to increase revenue, and the need to rapidly add new clients, the problems in a defective sales process will be amplifiedif it cannot fill the new production capacity.

We have been involved in countless initiatives directly related to clearing blockages in the sales process/team that are preventing selling effectiveness. As well as wasting the money spent on marketing because they ignored leads, did not follow up or were not motivated to close a sale.

We will either deliver an enhanced or new sales process to ensure a profitable mix of: – skills, sales productivity, real KPI, strategies, targets, buyer personas, metrics and accountability.

We often find the most important process in sales, that is speaking and interacting effectively with clients in person or on the phone has been replaced with waiting for the online funnel and lead magnetsto magically close the sale.

More of a concern, sales teams don’t report to the right executive e.g. they wrongly fall under the management purview of operations. To look for an edge, sales executives prefer to stare at CRM data & Google Analytics rather than make cold calls and client visits.

The status and visibility of offline prospect marketing are the best barometers of an organisation’s sales culture.

The due diligence review of the organisation’s B2B Sales & Marketing efforts is the best approach to determine the effectiveness of the organisation’s sales and marketing performance. Too often organisations will prepare a marketing plan and then file it away – and just do what they did last year.


Client Service Program

A robust, well maintained Client Service Program ensures commitment and continuity of service to clients from the whole organisation. The Client Service Program is an effective measurable tactic when executing the organisation’s marketing and strategic plans.

Regular, procedural and measured client engagement activities ensure all within the organisation are familiar with the relevant client’s needs and concerns (in addition to CRM software). All employees will collaborate and ensure the concept of cross-selling is the norm and not an afterthought.

A Client Service Program also ensures measurable and visible accountability by all employees, as well as recognition for stellar cross-selling efforts and success. Client Service Program ensuresconstant collection of client feedback for close analyses and implementation of necessary change.

Implementing a referral program can optimise your business’ sales cycles, producing qualified prospects that will maximise your sales funnel. Leading to a better ROI than cold calling or generating brand-new leads from scratch, referral programs can drive your marketing efforts further.

Some of the benefits of a Client Service Program include:

  1. Reducing your sales budget by focusing on clients who are satisfied with your products and services;
  2. Increasing your sales cycle by generating leads within the scope of your satisfied clients;
  3. Quickly generating more satisfied clients, ensuring a continuous cycle of repeat clients and referrals.
  4. Improving sales revenue, offering a higher conversion rate than unqualified sales leads.
  5. Generate a better overall ROI from your marketing strategy.
  6. With a solid referral program in place, you’ll boost your marketing ROI and drive sales conversions.

Questions about Pricing? Call us.

1300 280 895