We believe that,
When your People Perform
Then your Business will Perform
And your purpose and strategy will deliver world-class performance
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We diagnose performance challenges
We develop customised solutions
We deliver results
Your business produces Consistent Performance when you can optimise 2 critical factors:
1. Capability
2. Culture
To Learn more about how this powerful matrix can be applied to your organization, Book your FREE 15-minute consultation here.
In just 90 days, you can assess, explore and position your organisation so you can power up your culture to achieve world-class performance. Start now.
Roadmap to World-Class Performance
One Critical Issue at a Time
DISCOVERY
Exploration of challenges & key concepts
ASSESSMENT
Gather Data
Critical Issue
DOCS
STRATEGY
Strategy Session
Now/Where/How
One Page Plans
RESOLUTION
Action
CPC-F
Performance/Skills session
Review
Featured Blogs
Culture is the Hidden Catalyst of Change
August 5, 2022 | BlogYour executives come to the conclusion that the company needs change. Soon after, the higher-ups send out…
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Strategy Should Reflect Corporate Purpose
July 28, 2022 | BlogPreviously, companies assumed their ‘ultimate purpose’ as ‘serving the needs of the shareholders. Even the U.S Business…
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Four types of workers that destroy teams
July 13, 2022 | BlogIt is a perpetual challenge to create and keep high-performing teams, and it became even more complicated…
Read More View More BlogsOur Past Clients
VIEW PAST CLIENTS
Peter Millington
Former CEO, ChemCentre“Cliff introduced a structured strategic planning process that not only met our statutory needs for an annual Statement of Corporate Intent and a Strategic Development Plan but also contributed significantly in producing a commercial orientation in ChemCentre.I particularly appreciated the logical and coherent CPC framework Cliff worked within, and the way in which my staff could immediately apply it to the planning process to produce goals and objectives. The structured way in which we could then apply SMART actions and their inherent KPIs has meant that staff are clear about what is expected from them and accountable for performance.”
READ MORE TESTIMONIALSAchieving World-Class Performance
Cliff Chalon is the global authority on world-class performance through people and culture. With over 15 years of working exclusively with senior executives who are responsible for building their organisation’s performance culture, he is a master at generating tangible and significant improvements in performance.
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Podcast Interviews Cliff Chalon
The Culture Of Banks As Reported By The Royal Commission
Can’t say that I’m surprised by the recent findings and revelations of the Royal Commission into the financial sector – it’s been evident for some time.
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Is It Time For Banks To Stop Apologising And Fix Their Culture?
Interviewed by Chris about the Royal Commission report that highlighted the culture of the bank and how they must now fix it.
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Creating A Strategy To Deliver Performance
Radio Interview with Freda Liu – BFM, Malaysia: Exploring the concept of strategy and how to create one that focuses on performance.
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Refining The Notion Of Performance Consulting
Explored the concept of performance consulting and the differences between this approach and traditional training and development.
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Achieving World-Class Performance
Cliff talks about his new book and explores the 10 Truths that every senior executive needs to know to leverage people and culture to achieve world-class performance.
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When you harness the power of talented, focused people within a fully optimised and supportive culture, extraordinary results can be realised
1. Don’t make assumptions about your culture without making a proper assessment. Without the right tools and expertise, you are likely to fall into the trap of either over-exaggerating or undervaluing the traits that surface withing the business. Only a properly assessed culture can show the true picture of your organisation. A happy workforce does not guarantee that everyone is a high performer. In order to drive this to action, one has to involve the Senior Executives.
2. It’s never too late to start planning. If the idea seems odd, start small and build your way up. Be collaborative in strategic planning. Contributions and ideas from the shop floor can have a macro effect in the master plan.
3. If you fear change, you are already on the back foot and more likely to make mistakes. Embrace change, as it’s the one and only true constant. Change is a constant process where people adapt at different paces, and to be successful you have to make change readiness a part of your culture.
4. Things change-it’s inevitable. Use change to inspire your leadership training. Move everybody forward with the end in mind. Invest in leadership by defining competencies, mandatory training and involving and engaging skilled leaders to create more synergy for greater effect on culture.
5. Team-building is within itself a process that requires time, dedication and planning. Don’t expect miracles, but plan for success. Great culture is created with teamwork, where success is planned and leaders emerge, to create psychological safety and achieve agreed outcomes.
6. Lack of staff retention, high turnover or key staff leaving at key times are all indicators of poor culture and mean that it’s time to have a good look at the whole business. Pay attention to your staff and ensure ample opportunity for feedback. Develop a performance culture with the long-term goal of a stable organisation.
7. Take a step back and have a good look at your current training schedule. Be prepared to ask yourself some tough questions. Training is only effective if delivered with a specific end in mind, and not just to create activity.
8. Fads are not helpful. Only genuine change that provides new impetus, strategic benefit and positive impact on the culture is worthy of the effort. Learning how to distinguish fads and investing in long-term solutions will provide strategic benefit and positive impact on culture.
9. Making sure your performance review is working well won’t necessarily prevent any bias. No matter how objective we think we are, bias of some kind can creep in. Performance reviews should focus on behaviours and practices which align with values and strategic intent. Only then can this can be used by the staff to improve themselves.
10. Don’t be afraid of asking tough questions of yourself and of your company. An external perspective will give you a peek around the corners and into the distance.
GROWTH IS THE RESULT OF TAKING POSITIVE STEPS. SIMPLY BY READING THIS BOOK, YOU’VE ALREADY DECIDED TO TAKE YOUR CULTURE SERIOUSLY.
GRAB YOUR COPY HERE