On Consulting in the Requisite Organization Field

Summary
- For the last ten years, I've been doing requisite organization consulting. We've done work in some of the largest companies in Canada. 95, 99% of our work is about implementing requisite practices and systems. Our approach in consulting is to really work with HR professionals.

This information was produced using AI analysis of the video presentation transcript and has not yet been reviewed and approved by the client or the consultant. The transcript is expected to be 97% correct.

Speaker A So for the last ten years, I think I've mentioned I've been, I've been doing requisite organization consulting. The first two years I was on my own. And what discovered very quickly is that ...

NOTE: This transcript of the video was created by AI to enable Google's crawlers to search the video content. It may be expected to be only 96% accurate and may or may not have been reviewed by the client or the consultant.

Speaker A So for the last ten years, I think I've mentioned I've been, I've been doing requisite organization consulting. The first two years I was on my own. And what discovered very quickly is that consulting on your own and trying to do the type of work I was doing was terribly limiting. At least I did, I found difficulty getting the type of work at the right level. So we joined another company, Core International, and size and scale allowed us then to do some pretty exciting work. We've done work in some of the largest companies in Canada. For example, we've done work for Canadian imperial bank of commerce, the IBC bank of Montreal, suncorp AstraZeneca Canada. A large drug company. First American title. A title insurance company. Those are the types inco, those are the types of companies we've, we've worked in. I would say that 95, 99% of our work is about implementing requisite practices and systems. Everything from we start we look at the structure itself, is it supporting the organization's growth and strategy the way it should be. And we use the requisite principles to draw a picture of what the organization is today, where it is experiencing both jam ups and gaps in a structure where too many roles are competing for the same work. And we draw a picture then of what is where those jam ups are and what should be and what could be, where work is not being done, that should be done, and where work is duplicated or overlapped. So that's usually and typically our starting point, from there we will implement the new structure and this is where we work very closely. At least this was primarily a lot of the work that I did, work more closely then with HR executives to begin to design and develop systems, HR subsystems that will support a new structure. And looking at our consulting practice, and as I think I mentioned, a lot of what we needed to do was not just implement a structure, but look at the HR subsystems that are present and help the HR executive to design those subsystems to support the new structure. Elliot Jacks, the founder of this often was not the most, may I say, kind to HR professionals. And perhaps a story in my opinion at least, missed a huge opportunity to mold and promote requisite organization with some pretty bright people in HR who truly do care and truly do want to have the business be the best it can be. So our approach in consulting, or at least my approach in consulting, is to really work with those HR professionals. Not to beat them up and have them change and forget everything they've done, but work with them to explore the possibility that these principles can, in fact, truly augment what they already know and what they're already doing and can truly make a difference to them, to the employees that work in that cupcake and to the company as a whole.

Date
2009
Duration
4:48
Language
English
Format
Interview
Organization
CORE International Inc.

Major organizations and consulting firms that provide Requisite Organization-based services

A global association of academics, managers, and consultants that focuses on spreading RO implementation practices and encouraging their use
Dr. Gerry Kraines, the firms principal, combines Harry Levinson's leadership frameworks with Elliott Jaques's Requisite Organization. He worked closely with Jaques over many years, has trained more managers in these methods than anyone else in the field, and has developed a comprehensive RO-based software for client firms.
Founded as an assessment consultancy using Jaques's CIP methods, the US-based firm expanded to talent pool design and management, and managerial leadership practice-based work processes
requisite_coaching
Former RO-experienced CEO, Ron Harding, provides coaching to CEOs of start-ups and small and medium-size companies that are exploring their own use of RO concepts.  His role is limited, temporary and coordinated with the RO-based consultant working with the organization
Ron Capelle is unique in his multiple professional certifications, his implementation of RO concepts through well designed organization development methods, and his research documenting the effectiveness of his firm's interventions
A Toronto requisite organization-based consultancy with a wide range of executive coaching, training, organization design and development services.
A Sweden-based consultancy, Enhancer practices time-span based analysis, executive assessment, and provides due diligence diagnosis to investors on acquisitions.
Founded by Gillian Stamp, one of Jaques's colleagues at Brunel, the firm modified Jaques;s work-levels, developed the Career Path Appreciation method, and has grown to several hundred certified assessors in aligned consulting firms world-wide recently expanding to include organization design
Requisite Organization International Institute distributes Elliott Jaques's books, papers, and videos and provides RO-based training to client organizations