Human Resource Approach
At Indigo Consulting Group we begin by helping our clients identify their purpose and to clearly define where they are going. Next, we assist them in the development of organized strategies to develop their internal capabilities to deliver and support attainment through efficient work processes and management systems, and rewarding positive results.
We work with clients to address a wide range of their most important human resource issues, both domestically and globally. We have expertise in all areas of human resource consulting, including leadership, management processes, communication, and human capital strategies.
We have isolated seven key organizational "levers" that enable leadership to transform strategic intent into desired results.
Key Organizational "Levers"
 Leadership:
The ability of leadership to mobilize the organization around the strategy.
Values & Culture:
The way in which the organizational norms and beliefs support the strategy.
Organization, Team & Job Design:
The way in which accountabilities are organized.
Work Processes & Business Systems:
The sequence of activities through which resources are transformed to meet customer needs.
Management Processes & Systems:
The key processes through which management influences people.
Individual & Team Capabilities:
The capability of people (individually and as teams) to go about their roles effectively.
Reward & Recognition:
The manner in which behavior, capability and/or results are reinforced.
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Managing Change
"Change is the only constant," is a phrase heard over and over again throughout the world. If this is true, why do employees still resist change? Introducing change within an organization - such as restructuring or the introduction of a new reward scheme invariably causes concern to those individuals likely to be affected.
Change is difficult under the best of circumstances, but in an already stressful situation, change can push anxiety to intolerable levels and bring out the worst in people’s behaviors. Therefore, to avoid resistance to the changes being implemented the employees must clearly understand what is going on and have a feeling of control, thus objections will likely be minimized.
We have found that change initiatives proceed much more smoothly if management puts in the time and effort up front to ensure that people understand the change from their perspective. Often times the employees simply need to understand why the change is being made. Employees want to know how the change will affect them personally.
Communication is an ongoing and interdisciplinary effort. Communicating change is not a one-time announcement. Moreover, managers must be committed to seeing the process through to the end, and not get distracted by other change programs.
Change is a process and often requires people to modify their behaviors and routines. The best change communication plans include opportunities for information and idea exchange.
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