Leveraging the sweet spot between Agility and Data

In our previous article Leveraging Data-driven Agility in an Agile World, we explored the notion of data-driven decision making in agile delivery environments, which is vitally important in delivering incremental value. The Oxford Dictionary defines symbiosis as “a...

How to make change management happen in the most effective way

Many things can put your business at risk, including changes to your organisation, people or technology. The current pandemic has put many businesses under unprecedented pressure, and some even teetering on the brink of survival. Crises like this quickly turn change...

Future-ready part 2: Diversity – an essential ingredient for a future-ready organisation

In his seminal 1937 essay, “The nature of the firm,” the economist and eventual Nobel laureate Ronald Coase argued that corporations exist to avoid the transaction costs of the free market. Yet with transaction costs plummeting (spurred by rising connectivity)...

Future-ready part 1: What does a future-ready business look like in the new normal?

The pressure to change had been building for years. Well before the COVID-19 pandemic, senior executives routinely worried that their organisations were too slow, too siloed, too bogged down in complicated matrix structures, too bureaucratic. What many leaders feared,...

Organisation Design: Restructuring or Reshuffling to enable Strategy

Customer expectations are not just changing; they are exceeding the ability of a business to deliver on time. They are looking for alternatives, with more emphasis on experience and convenience. To keep up, companies are evolving their offering to meet the...

How to fill the gap between Strategy and Execution

Organisations are great at setting their strategy and identifying their goals, but they fall short when it comes to their operating model review and redesign, the key component that enables the strategy and drives the achievement of goals. Operating models consist of...

Culture PART 2: The role of leaders in a culture shift

In the previous article in this series we examined the effect of COVID-19 on an organisation’s culture. Now, we turn the focus onto the role of leadership and technology in leveraging culture. When an organisation decides to change its culture – be it planned or...

Culture PART 1: Did COVID-19 signal the end for hierarchical organisations?

According to the Organisation for Economic Co-operation and Development, human capital is defined as: “the knowledge, skills, competencies and other attributes embodied in individuals or groups of individuals acquired during their life and used to produce goods,...

Meet MAC’s Executives: Karina Jardim, Senior Executive

“Exceptionally talented consultant” “An absolute pleasure to work with” “Driven by a desire to see people grow” If you know Karina Jardim, you know that these phrases used to describe Karina ring undoubtedly true. She is a name that is valued to every MACer, whether...

Thriving in the Age of Digital Adoption: Embracing the Workforce Ecosystem (part 2)

In the first part of this series, we looked at how the fears of technological innovation are resulting in an unproductive resistance toward modernisation, even as it gains extraordinary pace in 2021. We also delved into the importance of a growth mindset in allowing...

Mac Consulting

Unlocking people potential for sustained organisational value 

At MAC, we understand that successful organisations are built and sustained by their people. In this regard, we deliver integrated people solutions that unlock value in four key areas:

  • leadership capability
  • the organisational environment
  • the work that needs to be done
  • the individuals within the organisation.


Human Capital Strategy and Capability  

What we do

As the world of work rapidly evolves, human capital (HC) teams are moving into the spotlight, playing a stronger role in all aspects of the business. HC teams are tasked with acquiring and developing the right leadership, radically shifting the organisation’s approach to learning and talent, re-designing business processes for increased agility, and preparing for the adoption of new digital technologies.

In view of rapid and continuous change, HC functions are also increasingly working with partner organisations to inject and build new skills, and to transition as seamlessly as possible to new technologies.

In this regard, MAC acts as your thought partner in the shift that is required; over an extended period, we guide your HC team through an integrated learning journey in which they are pushed to learn while they work.


How we do it 

We bring extensive human capital experience that spans a range of industries, leveraging research, tools and methodologies that have been developed and proven, and continue to evolve.

Our focus is on building long-term partnerships with HC teams where we are both thought partners and key strategic implementation partners. With the tools we provide, HC teams are equipped to integrate better ways of working into the business, and so augment capacity and capability across the entire people value chain.


Leadership and Talent Development 

What we do

We understand that effective leadership, and the organisation’s ability to attract and retain key talent with future-ready skills, is a fundamental driver of sustained organisational performance.

Key to our offering in this area is identifying essential skills gaps and devising leadership development strategies that directly close these gaps. Our experienced team balances the use of tools and frameworks with cutting-edge thinking, assisting you to integrate new ideas into existing frameworks. The result is a customised leadership and talent development strategy, collaboratively developed, that is fit for purpose.

As our track record shows, we have delivered leadership development and assessment solutions at all levels and across a broad spectrum of organisations.


How we do it

We focus on continuous development of innovative, transparent, effective and forward-thinking leaders.

Key to our leadership development approach is reinforcing the behavioural shifts that are required to create the desired organisational culture and strategy. Our success in this field stems from our ability to shape experiential leadership journeys with executives and their teams, and to effectively scale and cascade solutions throughout the organisation.


Organisational Design and Effectiveness

What we do

We see organisational design as the link between strategy and its effective execution.

In focusing on organisational design, we assist you to re-think organisational structures, roles, responsibilities and accountabilities. Using the organisational strategy as the beacon, we follow an integrated organisational design methodology that optimally aligns the business model, structures, processes, systems and ways of working to enable the achievement of business goals.

Our organisational design takes into account the evolving world of work; we maintain a strong focus on shifting high-priority skills, new ways of working, and the integration of digital technologies to enhance functioning and productivity.


How we do it 

We have developed a pragmatic approach to re-designing work and roles within organisations, ensuring that they align with the massive changes currently being played out in business.

These include changes in the digital agenda, hybrid workplaces, multi-modal ways of working and a contract-based workforce. Our team has experience in working across industries, in different sized organisations, and is able to customise our approach based on your chosen methodologies, frameworks and grading systems.


Change Management 

What we do 

Effectively managing organisational change starts with a clear articulation of what we’re seeking to achieve, and then aligning key stakeholders around this common purpose.

Our change management approach is leader-led, and supports the effective cascade of the change across all elements of the organisation. Through effectively communicating the rationale and supporting individuals through the change, astute leaders can empower individuals and teams to adopt new ways of working in order to enhance performance.


How we do it 

We have developed our own pragmatic approach and tools to support the change journey, but integrate these with new thinking and with existing client frameworks and approaches.

Key to our success in this area is our strong engagement with the leadership team and our robust focus on strategic and behavioural alignment among leaders to drive the change.


Culture Transformation

What we do 

It is becoming increasingly clear that culture is at the heart of every organisation and key to executing the business strategy​. Culture influences every element of the business; how things are done, what employees think and feel, and how they behave through repeated practices and rituals.

We see behaviour in organisations as having an economic basis, in that people only do what they perceive as valuable. Our culture work therefore aims to closely integrate strategy, business and operating model choices with a new mindset around what people perceive as valuable. We then guide the process of embedding more accurate perceptions of value into the choices people make and the behaviours they adopt.


How we do it 

Key to our approach is understanding the culture transitions – the shifts in mindset and behaviour – that are required to support our clients’ evolving business model and strategy.

We take a systemic approach to re-designing core components in the organisation that influence the perception of value (i.e. the mindset) and behaviour. Culture is an outcome of these systemic levers.

To address these, we work closely with various teams in the organisation to examine existing mindsets and behaviour, and re-shape these so that they support rather than detract from organisational goals. In this endeavour, we bring a strong awareness of the effects of culture on a complex array of stakeholders.


Evolution of Work 

What we do 

We recognise that the world of work is rapidly evolving as we integrate new digital technologies and platforms, artificial intelligence, and rapidly changing business models into our daily lives. The seismic changes rippling through the world of work require new jobs, new people management skills, new learning and talent strategies, and the design of greatly adapted organisational structures.

Our experience and pragmatic approach guides organisations through the essential process of change that is currently demanded. We work closely with human capital teams, assisting them to integrate new skills and ways of working into the business while staff continue to deliver on current business requirements.


How we do it

Our ‘evolution of work’ solutions are continuously evolving, and focus on two key areas:

First, we equip leaders with the skills, tools, and frameworks they need to enable them to manage multimodal organisations, hybrid workplaces and new or re-designed jobs for enhanced productivity.

Second, we focus on organisational design, which encompasses new of ways of working and the integration of new, appropriate technologies that enhance productivity in your unique business. Our solutions are strongly linked to enabling organisational agility, through our extensive experience in scaling the concept of ‘agile’ beyond the normal tech functions to include an agile mindset. Such a mindset prioritises flexibility, transparency, quality and continuous improvement.