Most organizations, despite all that they accomplish, operate well below their potential for effectiveness and efficiency. It is our experience that the principal barrier management encounters in its attempts to capitalize on this potential is the absence in most organizations of deep, professional-level knowledge about how people and organizations work most effectively.

At times we’ve heard managers say that HR, personnel, industrial engineering, IT, training, organization development or other people-related functions have this capability. We believe that may be true, but insufficient. What we typically find in organizations is a situation where each of these staff functions has focused expertise and responsibility—workforce administration, job design, systems development, training classes, and change management—but rarely do these functions work together and never do they have accountability for the organization’s effectiveness and productivity. That’s management’s job, and rarely does management have full and ready access to deep knowledge about increasing the effectiveness and productivity of human-dependent operations.

We know firsthand that it can be a good investment to bring in the expertise of an external consultant for the larger opportunities, but what about all the others? Today’s post industrial organizations are faced with a continuous flow of improvement opportunities of all sizes, and even the smaller ones require the same professional knowledge and methods (though maybe fewer experts). Furthermore, the complex and emergent nature of organizations requires the development of most improvement opportunities through recursive initiatives carried out over an extended time period. What makes sense is for organizations to have an internal function whose sole job it is to support management by improving the performance and productivity of the organization.

As the nature of value creation changes, the knowledge and methods employed by management for its leverage and improvement must also change. As knowledge leaders, pepitoneworldwide is committed to providing educational programs that build practitioner-level mastery in the concepts, methods and tools that will improve the performance and productivity of today’s knowledge and service workforce.

When the client’s goal is to develop professional-level mastery in the management of organizational operations, pepitoneworldwide will create a technology-transfer initiative customized to the client’s industry and applications. We develop customized educational programs to meet client-specific needs.

To assist management with continually meeting its own needs for improvement support, pepitoneworldwide will develop a consulting capability within the client’s organization. This can be accomplished in at least three ways: educating and apprenticing internal candidates, collaborating on projects with internal staff consultants, and temporary outsourcing.

Consider for a moment what it would mean to you if you had within your organization a cadre of professionals who are expert at improving the effectiveness and productivity of human work. We can provide you with that resource. Contact pepitoneworldwide today at information@pepitone.com and tell us how we can support your work.

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