Organisation Consulting

A workplace must operate smoothly and efficiently in order to foster success. In businesses where employees are happy and healthy, quality of life is a priority and the organisational infrastructure is strong. Conflicts, when they arise, receive swift and effective resolution.


For over 35 years I have been proud of the trust that has been put in my hands by large and small organisations to advise them about their people needs. Creating trusted, respected and valued relationships with individuals and organisations is the result of dedication and commitment to the practice of organisational psychology as the foundation for understanding people’s behaviours and maximising performance through people.


My services centre on assessment and engagement processes that are designed to deliver an individual, team or organisation-wide solution. Your organisational challenges will be addressed and our skills effectively utilised, consistent with your values and objectives.


With degrees in Applied Psychology and Personnel & Industrial Relations, a PhD in Organisation and Management and a Diploma in Counselling & Psychotherapy, my approach to organisational management is people-centric, ensuring your organisation is optimising its most vital resource. I utilise best practice processes to ensure the business objectives are met and the people and process issues are addressed.


As an Organisational Consultant I can help with all of these tasks, and more, in the following ways: 

  • I apply the study of human behaviour to the workplace to help others thrive.

  • I use psychological principles and research methods to solve problems in the workplace and improve the quality of life.

  • I study workplace productivity and management and employee working styles. 

  • I get a feel for the morale and personality of a company and collaborate with management to help plan policies, carry out screenings and training sessions, and develop a plan for the future.

  • I apply psychological research to the workplace.

  • I work with human resources departments to help businesses train and motivate their workforce, assess job performance, increase business efficiency, improve organisational structures, improve quality of life for employers and employees, and ease transitions such as corporate mergers.


Organisation Design

During times of organisational change or mergers and acquisitions, your organisation’s design provides clarity of communication.  I am an expert in designing organisation structures that maximise organisational effectiveness and ensure optimal utilisation of resources and company growth in line with business objectives.


I will provide your organisation with a review of the existing organisational structure(s), and conduct individual interviews and workshops covering areas such as key business drivers, transitional arrangements and success indicators to inform the design.


I am also able to develop and document clear requirements for each role in the organisation in the form of Position Descriptions and Performance Criteria related to the accountabilities against which performance can be objectively assessed.


Due Diligence 

Where an organisation is considering the possibilities of merger or acquisition there is a significant investment in due diligence to obtain the best available data on the target. An effective due diligence process must include an assessment of the ‘people factors’ to increase the probability of a financially rewarding acquisition over the long term.


It is possible that following the financial, legal and operating due diligence review the prospective acquirer has only minimal detailed knowledge of the people assets and people problems at the target organisation. It is often the case that it is only after the deal has been completed that people issues emerge. Proactive consideration of people issues will ensure post-acquisition integration and achievement of synergies between merged organisations.


Analysing the quality of the management team, identifying key talent, assessing whether there are compatible cultures and managing the specification of a unified culture are vital elements in our Due Diligence program.


Organisation Culture

Every organisation takes on a persona or personality of its own and it is better to develop a ‘fit for purpose’ organisational culture than to have it develop by chance. This ensures the culture is aligned with the corporate values and objectives of an organisation and also ensures a particular person is appropriate for a specific role.


I work with Senior Management to define the elements of your organisation’s culture, such as values, strategy, structure, people and systems, resulting in a culture that ensures consistent values throughout your organisation, sets strategic direction, and achieves organisational objectives.


Whether you’re an emerging or established organisation I can work with you to ensure that your organisational culture is aligned with your corporate goals.


Board Reviews

Given the Board’s key role in setting the strategic vision of your organisation and monitoring of management, small improvements in the Board’s performance can have a profoundly positive impact on the effectiveness of the organisation.


A Board Review allows the directors time for self-reflection and is the most effective means for identifying areas for improving performance:

• Check on progress against organisational mission and objectives

• Provides accountability to members, shareholders or key stakeholders

• Highlights the Board’s achievements

• Identifies areas for Board improvement

• Sets a top-down approach in Performance Evaluation and continuous improvement

• Determines benchmarks for measuring Board Performance in the coming year

• Enables more effective group dynamics in the Boardroom.


My framework for Board reviews is aligned to the ASX Corporate Governance Council’s Corporate Governance Principles and Recommendations and similar leading practice guidelines.


My approach provides a forum for Directors to reflect candidly on how well the Board is meeting its responsibilities. It ensures the process creates a positive outcome for the Board, by enabling honest reflection and avoiding the perception that personal performance is being assessed. 


The design of the evaluation is critical to the process and I use a variety of data gathering methods including interviews and documentation review and the review process can be extended to include a review of Board committees, or individual Director performance assessments.