We called ourselves ‘Harmony’ Applied Insight because we believe that an organization that is ‘in Harmony’ MUST be highly successful.
The key characteristics of a company that is in Harmony are as follows:
It has win-win-win relationships with all its major internal and externa stakeholders.
It is growing substantially driven by innovation and increased sales not by stringent cost reduction.
It is focused and relentlessly driven to achieve that focus.
All departments / parts of the organization are synchronized and operating towards achieving the focus.
All employees have fulfilling work and are able and willing to achieve their potential.
Its growth, profitability and Return on Assets is much higher than its competition.
Achieving the above is founded on the following beliefs:
Management Attention is always the biggest constraint.
Win-win-win solutions ALWAYS exist.
There is inherent simplicity even in the most complex organizations and environments.
There is always tremendous potential to improve.
In order to grow we must be allowed to innovate and experiment in a risk-free environment.
We use the Theory of Constraints, because the principles and practical knowledge gained over the last 30 years or so show that the above beliefs are true.
We try to live by our own philosophy which lends itself to engagement principles which we adhere to:
Change happens by doing: Organizations cannot change by powerpoint and excel. Real change happens in the workplace - in the way decisions are made, in how work is carried out and by how much the ‘flow’ of the organization improves and by how much and how effective the fast feedback mechanisms are.
We embark on change for a reason. Most of the time that reason is improve the way we are doing things. We put our attention on ensuring that the outcome is achieved, not on ‘point scoring’ whether intermediate deliverables have been achieved. This is not to say that they are unimportant, but rather they are secondary to the outcome
We like to have ‘skin in the game’. Simply put this means we welcome payment by results, whether through result based fees, equity arrangements or anything which means that we are sharing risk. This is the only way we know of that can consistently keep both parties focused on the end objective
We like to have minimal consultant involvement. Why? Obviously when we have skin in the game it makes sense to have only the resources we need to ensure the outcome. No more, no less. Secondly and most importantly it’s because we are not the owners, managers or employees of the organization. Change happens by doing and there must be commitment from the organization to make the change happen or it simply won't stick.
Education & Learning is key. The concepts and the framwork of the change need to be understood in order to be accepted and to stick. This education and learning framework is needed at ALL levels, because, almost by definition, change is new.