Good management consists of showing average people how to do the work of superior people.
Management today is facing considerable problems with over-changing facets. We help you convey clarity in the most disturbing times; we explore with you the foundation of your business to find your objective, capital, and communications that interact with the external factors.
The synonym of the “work environment” is the culture that is our focal point, where the corporate message is most visible and primarily defined through the collective process of employees. Continuous learning and development are part of our program: coaching, designing, leading and prioritizing human capital as the driving force of any firm, especially SMEs.
We support you with innovative managerial approaches to maintain idea creation and build concrete stability in the riskiest times. On top of that, we develop open-source management solutions reflective of fixed problems. We put ethics, regulation, and human value as the starting corner of the newly shaped business pyramid investing in human resources to grow up other wealth.
Employee engagement is the level of an employee’s emotional commitment and dedication to the organization and its goals. In today’s competitive environment, employee engagement values employees’ efforts because they make a difference.
We help our clients build a culture of engagement for the different management levels and personnel. We are starting with HR because they recruit and retain individuals with the skills and competencies required for growth and sustainability.
Besides, we work to improve our clients’ HR practices and strategies in the compensation part to motivate employees like pay-for-performance or competency-based pay and check. Also, we focus on performance management, where we help align objectives, goals, feedback, and rewards.
Additionally, we aim to train middle managers to help enhance their teams’ engagement. Such training improves the ability to create healthy and respectful relationships between the manager and the employee and enriches the communication between both parties.
Leaders do more than direct, orient, and guide individuals; they influence the human’s approach and alter their mindset from the now to the longest that lasts. HR professionals and CEOs perceive leadership development as a significant human capital challenge for the coming years, as it holds effective techniques and tools for its value and wealth.
Our services include studying the business specifications (size, needs, financial resources, gaps in talent development capabilities) and developing leadership strategies accordingly. Our services take care of reviewing the challenges facing the leadership development strategy from lack of resources, lack of support from top management, lack of awareness to the misuse of metrics.
Coaching is a one-on-one process of directing, motivating, and guiding less experienced individuals to move into new assignments, overcome obstacles, adapt to changing environments. The field of coaching has evolved as organizations have begun to appreciate the numerous objectives and benefits of coaching, and some organizations are actively working to build a coaching culture. The latter affects customer satisfaction, talent attraction, labor productivity, and new product/service development. We help identify techniques and methods like 360-degree appraisals, personality and behavior assessments, systems to track the return on coaching investment, and many more. In addition, we provide the needed training and practical coaching programs that enhance the business culture, improve the coaching skills, and value the employee as the director of change.
Talent management is a key to business progress; it is a consistent, secure investment that profits more than it costs. Designing a talent experience is the main driving force to compete in emerging markets; it gives a specific, targeted, and executed vision to supply companies with influential, individualistic talents and inclusive stakeholders.
Our services at Gnoci provide organizations with talent management strategies that include budgeting for recruiting, talent acquisition and sourcing, retaining and orienting employees, building healthy workplace culture, and reward management policies that support career growth and human capital maturity.
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Empathy and compassion
Some of the newest business formulations are compassion, sympathy, and empathy. The link between the three emotional terms indicates the different impressions and intentions for the translation of each on natural ground. “Empathy” hints at feeling with the other employee, while “compassion” hints at helping the employee. This transitional phase is what matters for us; the leadership traits for HR and managers to interchange this feeling to an act. We support the development and maintenance of positive workplace relationships, the promotion of diversity and inclusion, the encouragement of cooperation and collaboration, and the resolution of conflicts. We focus on compassionate cultures through coaching, mentoring, active listening, and expressing vulnerability.
Business ethics performs higher powers when learned, controlled, and integrated into the company’s culture. A successful organization has a significant moral compass that managers take decisions through effectively and efficiently. Our mission is to empower our clients by correct decision-making, openness, and trustworthiness practices that construct a fair, unbiased, and determining strategic workplace.
Management by design
In the old centuries, men searched for the oasis using a compass and a vision driven by the need for a basic living. The space they explored and their culture shaped their behavior. But compassion, union, teamwork all played their magic to keep the men moving forward. In our digital world today and with the modern management system, science and knowledge orient stakeholders on how to perform and adapt; design management is the art of inquiry to design a viable solution to the market and adequate to the consumer. Design management builds on the experience of the older men and other factors. It uses the stakeholder’s input data to produce comprehensive visualization of future outcomes, think of the best alternative that can fit the user’s perspective, and not include force-fit solutions. It has different tools than the creative ones, like empathy, which reframes the problem through 360 degrees to understand all its sides. The result concludes the work of a prototype, execution of the imagination that occurred, and a final test is beneficial to assure the direction of the work.
Diversity and equity
Diversity, equity, and inclusion are transformative forces and vital components in organizations that open new perspectives, leverage diversity of thinking, and create a safe environment to speak up with no discrimination and bias and with security as the top right achievable.
We help you engage management departments through various cognitive and functional diversity approaches and varied cultural intelligence activities. We focus on change as an element of prosperity and check the sources of problems to remove the growth barriers. We offer knowledge in equitability and inclusion as a plan to prioritize collaboration and fair chances for every stakeholder to implement the business growth.
Organizational culture includes the norms, beliefs, and values that employees follow in a workplace. A company’s success accompanies a strong culture that provides numerous benefits such as increased trust and cooperation, fewer internal conflicts, and efficient decision-making. Here, we will present our training and development programs to help individuals and organizations accept new ideas, gain new knowledge and skills, and teach them how to implement these ideas into their organization.