FIFTH FRAME

We believe your people
should be your advantage

Test: Welcome

wolfgang-hasselmann-2zWmrsKerDw-unsplash

OUR CORE OFFERINGS

PURPOSE, VISION & VALUES

EXECUTIVE OFFSITES

SENIOR LEADER FORUMS

We recognise that defining why your organisation exists, what it is trying to achieve and how it expects to go about it is not easy - particularly balancing the needs of employees, customers and importantly shareholders and the wider community. We encourage our clients to adopt engagement techniques to collect input broadly, and develop actionable plans to embed the outcomes. This process ensures statements resonate with the organisation and are lived day-to-day, rather than just being writing on the wall.

Taking your Executive team offline is a big investment - a luxury almost. We bring years of facilitation experience with top leadership teams, to build greater alignment around key strategic initiatives, understand interdependencies and tradeoffs, unpack the behaviours holding the team back and develop a plan for the way forward. Whether these are one-off interventions or a series of top team sessions, the most important thing is not what happens at the meeting, but what happens afterwards.

The full potential of an organisation’s strategy can only be achieved if there is clear alignment across the organisation on how to bring it to life. Senior Leaders - the next couple of layers below the executive team - play a critical role in either blocking or enabling the strategy, by personal action and through their teams. Our senior leadership forums are structured to build leaders understanding of the strategy, deliver shared emotional connection, lift capability and develop execution plans.

CULTURAL CHANGE

EMPLOYEE EXPERIENCE

CULTURAL DUE DILIGENCE

Culture describes the organisational traits that shape how an organisation or team goes about its work. These traits evolve over time in response to the many elements that contribute to an organisation’s ecosystem (including learned behaviours, embedded systems and formal processes). We help organisations to understand their current culture and its root causes, envision a desired culture that will deliver better outcomes, and design targeted interventions for change. Playing to your strengths, being realistic about the opportunity, understanding and mitigating derailers, and persistently pushing against cultural interia are all key to cultural change.

Organisations are facing increasing competition to attract and retain the best talent. Going beyond the “employee lifecycle” and researching the whole experience - from an employee centric view is key to identifying what needs to change. We leverage our model of employee experience to help organisations review their current employee experience, understand the pain points and drivers across different employee segments or personas, and build solutions to improve the overall experience.

Cultural incompatibility is a common reason for mergers or acquisitions going south. We support organisations to diagnose and develop recommendations on how they can best tackle upstream and downstream cultural implications related to a transaction. Upstream risks are the existing cultural issues in the target organisation which would likely need to be addressed irrespective of any change in ownership, and downstream risks are the things that are caused by the change in ownership itself. Most acquisitions fail not because the target organisation was bad - but instead because what was good about them was fragile and destroyed by being acquired.

HR STRATEGY

ENGAGAMENT ACTION PLANNING

FUNCTIONAL MODEL DESIGN

HR has a critical role to play in helping organisations make people their competitive advantage. We support HR leadership teams to develop their ambition, strategic priorities, operating model and execution plans to deliver value to the business. This process can’t be done in a vacuum, we encourage our clients to bring the voice of the customer (the business) into the process at multiple touchpoints, to ensure that HR priorities are here to help the business be successful, not just for the sake of HR.

Engagement surveys are now common practice across organisations; but measuring it and doing something about it are two different things. We commonly hear employees say ‘well nothing changed last time” in response to follow-up surveys. We help organisations take meaningful action with their survey results, by digging behind the data, charts and long lists of random comments, holding the mirror up to leaders and engaging teams in building genuine solutions to hot spots.

WHO WE ARE

A team of
experienced professionals

WORKING GROUP ONE - RESPONDING THROUGH PEAK DISRUPTION

April 07, 2020

The first session was held in early April. At this point most organisations were two weeks into responding to government COVID-19 restrictions, and doing the best they could as disruption escalated.

The mood at the session was positive, participants felt like their organisation was now operating in a new mode and were gearing up for a potentially prolonged maintenance period. There was a great deal of pride on the Zoom call, as many participants were impressed with their own organisation’s responsiveness, how leaders had stepped into pastoral care roles and the workforce was leaning into flexible and agile ways of working.

The questions participants were starting to grapple with at this stage were common, irrespective of Industry:

are we doing enough to ensure the safety of frontline workers?
how do we help leaders lead in these difficult times?
what to do with the mental health challenge for our people?
how to maintain productivity in the workforce?
how to use this opportunity to change our organisations or cultures for the better? And,
what does the end game look like, how long till we get there and what's our plan to come out ahead?

It was clear from this first session that, whilst there is no clear playbook for these times, sharing the collective wisdom of some of Australia’s best HR leaders, irrespective of their competitive organisational contexts, could help everyone to grapple with these challenges.

GRAPHIC DESIGN TECHNIQUES

April 12, 2025

This is your Design Resource article. Add a full article, a blog post or a memo with an exciting update regarding you, your projects or your profession. Use this space to help your customers educate themselves about your field.

THE DO’S AND DON’TS OF GRAPHIC DESIGN

April 12, 2025

This is your Design Resource article. Add a full article, a blog post or a memo with an exciting update regarding you, your projects or your profession. Use this space to help your customers educate themselves about your field.

WHY ONLINE BRANDING MATTERS

April 12, 2025

This is your Design Resource article. Add a full article, a blog post or a memo with an exciting update regarding you, your projects or your profession. Use this space to help your customers educate themselves about your field.