ORGANISATIONAL
Driving organisational
capability to transform people, health and performance.
Alchemy
We believe that businesses are complex systems that function in unique ways. We see a business as a dynamic relationship
between structure, goals, process, approaches, and motivational and psychological needs.
Blending psychological study and practical work experience, Patricia Inez Meiring has developed a unique set of products and services designed to help businesses who want to explore their challenges, develop suitable interventions, processes and
implement appropriate tools. The approach assesses the factors that influence behaviour, and moves towards changing aspects of the system or behaviour, in order to build better capability for the organisation to achieve and sustain health and high performance.
People and organisations should be free to innovate and expand. I provide guidance to businesses, project managers and transition owners about strategic organisational and human resource
processes, change management, preparing people through scaling and structuring your business, create or tailor process, leadership and management development, operationalise values, implement systems and embed culture and performance in your business through workshops with employees - end to end.
About
Her Mission
Products &
Services
● Organisational Development and Design
● Project Planning and Integration Tools
● Executive and Leadership Coaching
● Team Building
● Talent Development
● Change Management
● Human Resource Process and Systems Implementation
● Leadership Development
● Learning and Development Support
● Training and Online Organisational Development Support
● Psychometrics
Invest in your employees and you will see the results reflected in productivity, performance, and profitability. Our products and services, along with quality-driven research, are here to help you.
All of these products and services are designed to help businesses follow a three-step process:
Products &
Services
Analyse and Diagnose: Identify what factors are affecting business performance and profit, understand where a solution can be
implemented, and how the biggest impact can be created. Frameworks or data gathering methods can also be used to get real-time data
across a wider employee population.
Identify Solutions: Provide solutions for consideration in order to influence, manage change, and increase the health and effectiveness of the organisation. This can be through communication programmes, restructure, bespoke development workshops, coaching, vision
realignment, planning tool implementation, process development, etc.
Implement and Evaluate: Implement solutions and evaluate the progress that is made through continual refinement and
communications with the leadership or management team.
Whether working one-to-one or across a whole multinational
organisation, these products and services are designed to give the same outcome: to provide definitive, results-driven solutions. All our products and services complement each other, so you can choose the ones that best suit your business challenges, or create a bespoke solution to meet your needs end-to-end.
Our belief: We build capability to achieve and maintain
organisational health and high performance
How does it work?
The Organizational Development Framework was devised as a
response to repeated pain patterns that emerged for practitioners in organisations and on major projects. The Framework identifies several factors that constrain or improve behaviour and organizational
performance. Leveraging these factors are key to achieving results.
We dive into an organisation and discover what factors predict
performance, and form recurrent challenges to meeting performance goals. With this rich data, we can better understand and visualise what dynamics are present within an organisation, and what solutions are most appropriate at resolving these.
The Organizational Development
Framework
The Organizational Development Framework provides detailed,
research-driven insight into the organisation. It takes into consideration the psychology of individuals and organisations, focusing on employees, and how their felt experience and actions affect business performance.
Ideal for large multinational organisations who have a diverse and multicultural workforce, those with large employee groups at delivery level (i.e. construction), businesses with high health and safety
regulations (i.e. oil and gas, chemical), or any large organisation who wants to improve their performance and profits by investing in their people.
Why does it work?
How does it work?
The Planning Checklist is designed to provide more detailed
psychological knowledge and approaches on how, when and where common problems may occur for major projects and businesses.
The Checklist can be tailored to help tackle specific issues that you may not be aware of and want additional insight on. It’s a great tool to help plan processes and systems for diverse workforces, and assimilate best practice in your business. It uses a question and answer style format that can be used in one-to-one sessions, workshops, group training sessions, and more.
The Planning Checklist
The Checklist is great for getting focused analysis underway. By focusing on key areas for analysis, it is able to provide lessons learnt and best practice approaches.
The Checklist can be used at any stage of the project or business development. It can guide organisational planning, provide a ‘health check’ at various stages of a project, and provide different
approaches and psychological knowledge about how and why these challenges may occur.
It is ideal for use with The Organizational Development Framework to gain more in-depth research insight, or alongside a training
programme or consultancy offering, where it can provide supporting data and feedback.
Why does it work?
Leadership in Organisations
Throughout the development of the Framework, leadership emerged as an overarching factor that influenced the four key areas.
Understanding how leadership is enacted within an organisation is essential to its structure. As leadership affects all levels of an
organisation and the individuals within it, knowing how it is perceived, supported, communicated and understood is an essential step in helping find the right path to develop people.
Drawing on new organisational development mindsets, our aim is to engage positional leaders and employees to co-create change and community, which allows for leadership development in all areas of an organisation. This approach is about finding a way of leading that allows everyone to feel involved while having a strong sense of structure and direction.
Middle managers, team leaders, organisation influencers, as well as individuals, are all involved in the creation of organisational culture to some degree. We believe that everyone has a role to play in leadership - it’s what makes getting leadership operationalised for different levels of the organisation so important.
Understanding Leadership as Influential and
Essential to Development
Leadership in Organisations
We communicate with all levels of an organisation to engage and align the needs of the business with the needs of employees. By
empowering employees at every stage, we are able to break down dysfunctional structures, overcome politics, and work towards an outcome which uses decision-making, language and communication, and behaviour modelling to create a dynamic that works effectively.
We use a variety of techniques for leadership and management development - our experts get to know your organisation and individuals to help find the best course of action. This could be
creating leadership competencies within an organisation, leadership coaching or training workshops, improving communications and processes, or creating leadership communities to allow for ongoing discussion and feedback.
Using the Organizational Development Framework, we can see how leadership affects an organisation and understand where we can improve and make suggestions. The Framework is unique in that it allows for an understanding of behaviour on multiple levels (culture, community, industry, organisation and individual level).
We believe in understanding leadership as a key approach in the work of an organisational development practitioner. By drawing on various schools of thought, approaches, resources and techniques, we are able to build strong leadership capabilities in an organisation, and find a leadership method that works for everyone.
Understanding Leadership as Influential and
Essential to Development
Life, Career and Leadership Coaching for Professionals
Patricia has knowledge of psychodynamic psychology and
occupational challenges for individuals within business. She has trained alongside ICF guidelines for Life Coaching, and uses coaching practices within leadership and individual development programmes.
Patricia has experience with assisting individuals with acquired brain damage. She has also coached many individuals within management dealing with work and life challenges; as well as supporting
organisations and employees with mental health consulting and wellbeing. She uses several exercises to uncover challenges, support emotional challenges, and uses deep dive practices to explore values and purpose to support individuals in better decision making.
Patricia is trained in Saville Suite of Occupational Psychometrics (Wave Professional Styles - Ability and Interest) and is able to administer these for interested organisations. She partners with individuals who can deliver EQi, and MBTI.
Patricia has also used several psychological testing procedures during her research including Ravens Colour Progressive Matrices (for
children), WIATT-II test for Academic Achievement (for children), Working Memory Automated Assessment (WMAA).
Coaching can be carried out over 6-12 sessions, or offered as part of workshops and other development programmes. All coaching is designed to align with the goals and desired outcomes of individuals and organisations.
Coaching for Professionals
When there is complex and wide-reaching change within an organisation, it’s essential that it is managed and implemented properly to achieve the best results.
By engaging in change management, no matter what your business is going
through (i.e. mergers, transitions, organisation-wide projects), we can help support
Additional Tools and Services
Project Planning and Integration Tools
Using the Organizational Development Framework and Planning Checklist, it’s possible to work with businesses and leadership teams to gain a strategic understanding of the project or organisation to be put in place, and what factors are likely to constrain or improve behaviour. This is ideal for use with new
projects or if businesses are going through internal change and want better integration.
An organisation or project can then be planned and implemented according to the likely needs of the workforce including systems, tools, processes, partnering agreements, contracts, structure, goals, values, performance measures, and scaling (mobilisation and demobilisation). This process can be done through consultation days, a planning team, or in association with strategic leadership.
Team Building
Team building activities are essential for ensuring cohesion in any project, business or team. The activities offered are tailored to and dependent on the symptoms you are experiencing within your business and teams. Activities could take the form of tailored workshops with expert facilitators, using multiple
interactive methods.
Team building can be focused on developing better ways of working,
communication development between team members, understanding what skills development is needed across staff, developing skills on how to share emotion at work, and gaining clarity in purpose and values.
Change Management
Product Purpose &
Application
What makes them unique:
● Takes into account industry challenges unique to the sectors
● Understands national and cultural expectations and ways of working across various groups
● Adopts societal and technological methods of working and balancing expectations
● Tailored to challenges and industry-specific issues
● Focuses on leadership and management-driven
solutions
● Provides agile and transparent results for leadership to analyse and for practitioners to develop into solutions
All our products and services are ideal for:
• Directors, business leaders, HR managers or those involved with organisational
development who are looking to improve their business, and make real changes at
appropriate levels of the organisation.
• Large-scale, international organisations that have diverse multicultural workforces,
particularly where product delivery and health and safety are crucial (such as construction, oil & gas, or chemical).
• Organisations going through a merger process or preparing for an acquisition, to help identify concerns and ensure a cohesive workplace culture.
• Businesses or individuals scaling up and looking for extra insight into what’s going on within their organisation be that leadership or management or systems and tool related strategy and solutions, and how they can overcome issues to have better sustainable performance and productivity.
• Business psychology or organisational development practitioners looking for an additional asset to add to their toolkit, or for new ways of overcoming business challenges
Common Challenges
When considering using a product or service to improve businesses and ways of working, it always comes down to one question: what impact will I see?
Some common issues that business face and require intervention from organisational development practitioners include:
• Safety concerns. Retaining a good safety record is absolutely
essential. You need to know that your staff can keep themselves and their colleagues safe at work.
• Cost overrun and project overspend. Maintaining timeliness and cost is a large amount of work and needs careful consideration.
Understanding and enhancing structural and behavioural aspects in order to reduce spend and time is important.
• Complacency. A lack of engagement throughout the organisation is evident at some stage of business. Complacency can result in
reduced productivity and increased absenteeism.
• Poor communications. Communications may be hampered for several reasons. Understanding how to create networks and build communications is important for employees and leaders in
connecting and achieving results.
• High staff turnover. If turnover is unexpected, there are things that can be done to stabilise the organisation.
Common Challenges
• Diffused management buy-in and support. Your c-suite team might be amazing at what they do, however they may not have the right buy-in, understanding, or time to develop processes, identify
challenges and manage the changing needs of the workforce and organisation. Several solutions can support and sustain their
efforts toward organisational goal development initiatives essential to increasing their effectiveness.
• Unclear strategy toward human resource processes and systems.
Selecting and consolidating HR processes and tools are essential to scale your organisation, or to keep up with technological
advancement and change.
• Insufficient training and implementation of process. Training content, frequency, and trainers need to capture the workforces’
imagination and intellect in the most suitable way for the audience to build organisational capability.
• Organisational ‘culture’ concerns. There may be concerns over the
‘culture’ of the organisation. A look at what aspects of the
organisation build community and how this can be fostered can improve culture significantly.
• Stakeholder tension and conflict. It is vital to understand and work towards improved ways of working between stakeholders, partners, and customers.
• Frustration over keeping up with demands. In some cases the start of organisations, or a change in staffing, can mean there is not enough time to become familiar with the role, demands, challenges, and begin to implement structure sustainably.
Measuring ROI &
Achieving Results
Our products and services are designed to develop solutions towards common challenges. When issues are addressed, results are reflected in:
• Improved staff engagement with their role. Conflict and uncertainty can surface when people are unsure of their role, decision making, and accountability. With increased knowledge of what the role entails and expectations around it, there can be better staff retention, higher productivity levels, and better engagement with procedures and challenges.
• Reduced risk. Where high-quality health and safety procedures are in place, staff are likely to find it easier to follow and incorporate safety as a personal value.
• Timely and effective projects. Individuals who can meet the demands of the role are important to have. Sophisticated ways of working, team development and upskilling initiatives will ensure that projects are much more likely to be completed on time and be more effective during the change process.
Measuring ROI &
Achieving Results
• Better management capability. We improve the capability of change management, process improvement, team building and role clarity to support managers and leaders to understand how to meet the
demands of their team while building the organisation.
• Improved communications and feedback. Establishing networks, community, and improved communications between employees can mean increased trust, support, and accountability.
• Engaged frontline leaders. Supporting frontline leaders to deal with change, and become agile and forward-thinking. It means the
leadership team can rest assured that employees are well supported, and leaders have improved feedback for strategic direction.
• Development of leadership capability and organisational ‘culture’.
Understanding how, when, and where to foster leadership and
management development and organisational culture is likely to show in reduced silo working, and increased engagement and motivation.
Allowing the organisation to develop ownership, and be accountable for sustainable development, is a must for organisations that are developing or restructuring.
C-Suite & Leaders Online Community
Resources available include:
● Fortnightly Q&A calls
● Guest speakers
● Organisational health diagnostics tools
● Employee surveys
● Human Resource and Health &
Safety regulations for businesses
● Change management processes
● HR best practice
● LEAN workshop materials
● National cultural diagnostics and best practice
● Leadership and management development tools
● Competency best practice
● Learning & development best practice
● Project planning for people
● Ergonomics information
● Organisational culture surveys
● Organisational culture and value creation processes
For Business Owners, C-Suite members &
Leaders.
The Community aims to allow leaders consistent monitoring, resources, and best practice to develop their organisational capability to ensure better sustained performance.
The C-Suite Community meets online fortnightly with leaders to troubleshoot and share best practice. These community calls allow leaders to discuss behaviours and challenges within their business, and provides practical answers for diagnosing and changing behavior.
The group is led by Patricia Inez Meiring. She shares her experience and knowledge of small and large-scale business practices that provide an organisation with capability to monitor their health and performance. This means as
organisations develop there is an understanding of how to grow a high-level structure, clarity for leaders, and detailed, employee-led initiatives.
Employees become more engaged and
understand how their contribution supports the organisation.
Guest speakers within the Organisational Development & Change Management field are invited to share their experience within
organisations.
Invest in your C-Suite team and you will see the
About Patricia Inez Meiring
Patricia has completed several years of study in general psychology, occupational and organisational psychology, and law. The Framework and Checklist have been developed as part of a Doctorate in
Organisational Psychology and Risk with Middlesex University in the UK. The research has been developed with practitioners on several large multinational organisations and major projects across Africa, the Middle East, UK and the USA.
Patricia has experience in coaching and several therapeutic modalities which give her a holistic understanding of individual needs. She has experience in several organisational fields (health & safety, six sigma, learning & development, organisational development, and human resources) that give her robust knowledge of what an organisation needs and how to understand and implement changes at individual and business levels.
Her aim is to strategize and implement sophisticated, flexible solutions that allow project managers and business owners to meet demands, and discussions to allow buy-in and motivation from all levels of the organisation.
Patricia provides guidance to business owners, project managers and transition owners about strategic organisational and human resource processes, change management, how to scale your business, create or tailor process, how to operationalise the values, mission, and vision, and implement training, leadership and management development,
organisational development solutions, and community development to embed culture, health and performance in organisations.
Her skills include: organisational psychology, organisational change management, organisational design, organisational development, executive coaching and development, lean six sigma, human resource expertise, organisational assessment, action research, learning and development, talent management, team development, team-building, group intervention, workshops and training solutions.
The systems and tools Patricia uses include organisational development assessment and diagnostics frameworks, organisational cultural surveys, statistical analysis, psychometrics, 360 feedback tools, and a suite of human resource tools (i.e. success factors, human resource information solutions).
Contact Information
Partner Practitioners
As part of her ongoing work and collaboration, Patricia works with a number of other practitioners in the field of organisational psychology, leadership and
coaching, business strategic development, human resources and more, to ensure delivery of the best tailored solutions for clients.
Further information and contact details Email patriciainezmeiring@gmail.com Mobile +44 (0) 796 432 8214
Website https://www.patriciainezmeiring.com/
Linkedin https://www.linkedin.com/in/patriciainezmeiring/
Instagram https://www.instagram.com/padinez/
Facebook https://www.facebook.com/patriciainezm/
