Everything we do - OHD, executive leadership development, building peak performing teams - is client centric.

Organisational Health & Development

Organisational health and development (OHD) is a critical area of focus for businesses of all sizes. A healthy organisation is one that is able to adapt to change, attract and retain top talent, and achieve its strategic goals. 

  • Employee engagement and morale is one of the most common challenges facing organisations. According to a recent survey, only 13% of employees are engaged at work. This means that 87% of employees are either not engaged or actively disengaged, which can lead to lower productivity, higher turnover, and decreased customer satisfaction.
  • Communication and collaboration is critical for organisational health, however, many organisations struggle with silos and a lack of communication between departments. This can lead to confusion, duplication of effort, and missed opportunities.
  • Innovation is another challenge for many organisations. In today's rapidly changing world, organisations need to be able to innovate to stay ahead of the competition. However, many organisations struggle to create a culture of innovation.
  • Stress and burnout are also major concerns for organisations. According to the World Health Organisation, stress is the health epidemic of the 21st century. Burnout is a state of emotional, physical, and mental exhaustion caused by prolonged or excessive stress. Burnout can lead to decreased productivity, increased absenteeism, and even physical and mental health problems.


Executive leadership development

Effective leaders can inspire and motivate their teams, make sound decisions, and navigate complex challenges. However, many organizations are facing challenges in developing their executives.

  • Identifying and developing high-potential leaders is one of the most common challenges facing organisations. According to a recent study, only 12% of organisations have a formal process for identifying and developing high-potential leaders. This means that 88% of organisations are relying on informal processes, which can be unreliable and ineffective.
  • Developing the right skills is also a challenge for many organizations. The skills required for executive leadership are constantly evolving, and many organizations are struggling to keep up. According to a recent survey, only 26% of organisations are providing their executives with the training and development they need to be successful.
  • Creating a culture of leadership is another challenge for many organisations. A culture of leadership is one where leadership is valued and encouraged at all levels of the organization. However, many organisations have a culture where leadership is seen as the exclusive domain of a select few.
  • Succession planning is also a major concern for organisations. According to a recent survey, only 36% of organizations have a formal succession plan in place. This means that 64% of organizations are at risk of losing their key leaders without having a plan in place to replace them.


Building a Peak Performing Team 

In today's competitive business landscape, building peak-performing teams is essential for organisational success. These teams are characterised by their ability to consistently deliver exceptional results, adapt to change, and collaborate effectively.

  • Establishing clear goals and objectives is a common challenge faced by organisations. Without clear direction, teams can struggle to align their efforts and achieve desired outcomes.
  • Fostering effective communication and collaboration is crucial for team performance. When team members can communicate openly and share ideas freely, they are better equipped to solve problems and make informed decisions.
  • Encouraging a culture of trust and psychological safety is essential for peak performance. In a trusting environment team members feel comfortable taking risks, sharing vulnerabilities, and admitting mistakes. 
  • Recognising and rewarding individual and team achievements is crucial for motivation and engagement. When team members feel appreciated for their contributions, they are more likely to go the extra mile. 
  • Managing conflict constructively is essential for a healthy and productive team. Conflict is inevitable in any group setting, but it can be managed in a way that promotes growth and understanding.
Connect with one of the QP team