Sometimes organisations just need something “extra” to get an initiative off the ground or to address a challenge. We can provide consultancy across strategy, business planning and development, organisation structures and roles, client surveys, learning and development, service delivery and profit improvement. Our consulting is underpinned by our understanding of and experience in change management.
How we work
Drawing on our coaching and facilitation skills and using our broad subject matter expertise, Sherwood can help you to define the scope and objectives of what you are trying to achieve. We aim to work alongside you and your teams, not just produce reports. We will help you to define what success looks like and who needs to be involved. We also consider the practical implications: what has been done before that has worked (or not worked!), what constraints might be in place and, importantly, how can any changes be implemented. We shape our approach according to your requirements.
What does Sherwood bring to the process?
All members of Sherwood undertake consultancy work based on their expertise.
We provide:
- Expertise in a particular areas such as learning and development, strategy, HR, business development, or diversity and inclusion
- Resources when the internal team needs additional help and support
- An external and objective perspective to complement and challenge internal views
- A fresh approach and new ideas when you can’t find a way forward internally
Consulting case study
Helping an international practice improve cross-border transactions
A firm looking to reorganise the structure and roles wtihin two support functions engaged Sherwood to manage the change process. We adopted a four-stage approach to managing this change:
- Phase 0 – Laying the foundations for success, where we helped by stipulating issues such as project governance, key performance indicators etc.
- Phase 1 – Building commitment to change, where we built a vision for the future and influenced key stakeholders by reviewing options and agreeing criteria for assessing the options
- Phase 2 – Implementing the change in which we ensured quick wins and obstacles were tackled
- Phase 3 – Consolidating change, by putting in supporting systems and processes to ensure the change was maintained, and measuring the effectiveness of the change programme