As part of our range of Performance Improvement Centre (PIC) solutions, we offer tailored skills assessments suitable for organizations of all sizes and across various industries.

A leading client in the energy sector, with a workforce of over 3,000 employees spread across multiple states in Nigeria, engaged our firm to conduct a comprehensive skills assessment. This engagement followed a significant industry shake-up that introduced new stakeholders into the business and brought a shift in strategic direction.

With the emergence of a new management team, there was a critical need to gain a clear understanding of the skill sets within the existing workforce. Beyond technical competencies, the assessment also aimed to uncover prevailing employee mindsets—an essential step in preparing for the culture transformation required to align with the organization’s renewed vision.

Our intervention provided the leadership with actionable insights into talent capabilities and cultural readiness, forming a strong foundation for strategic alignment, workforce planning, and long-term organizational transformation.

We began with an in-depth review of the client’s operating environment, business goals, and people-related practices. Our multi-method assessment approach combines quantitative and qualitative tools to ensure objectivity and minimize bias. Our subject matter experts played a critical role in evaluating both technical and soft skill areas, ensuring contextual relevance and depth throughout the process

Our final report provided the client with clear, actionable insights, including:

• Identification of high performers, individuals with developmental gaps, and those misaligned with the organization’s direction.
• Recommendations on training and development priorities.
• Evaluation of succession readiness across key roles.
• Strategic input on improvements to existing people management practices.

This enabled the client to take informed decisions around talent retention, leadership development, organizational performance enhancement, and culture transformation.

Our Culture Transformation services form a core part of our Performance Improvement Centre (PIC) solutions. These interventions are long-term, strategic investments that require the full and unwavering commitment of an organization’s leadership to drive sustainable change.

A client in the Private Equity sector engaged us to address growing concerns around organizational culture. As with many businesses, shifting market dynamics and internal pressures had begun to erode foundational values and operating principles. The leadership recognized that culture plays a direct and critical role in shaping performance behavior, and that without intentional transformation, performance and trust would continue to decline.

Our preliminary assessment revealed a range of challenges:

• Breach of trust in leadership.
• Poor communication across levels.
• Inconsistent and ineffective performance management practices.
• Perceived inequity in staff treatment.
• General employee disengagement and low morale.

These issues underscored the urgent need for a structured, insight-led culture transformation process.

Our approach to culture transformation is methodical and deeply contextualized to the client’s internal realities. For this engagement, we adopted a multi-layered diagnostic and design strategy, which included:

• One-on-one engagements with over 100 employees to gather honest insights.
• Identification and development of internal culture champions to lead grassroots change.
• Comprehensive review and redesign of key HR documents to support culture alignment.
• Design of a tailored Culture Playbook for both leadership and staff.
• Root cause analysis to surface underlying behavioral drivers.
• Mapping intrinsic motivators to unlock discretionary effort and ownership for change.

We also implemented a phased communication and engagement strategy, designed to build momentum and reinforce desired behaviors.

The intervention laid a strong foundation for long-term cultural transformation. Key outcomes included:

• Increased awareness and urgency around culture and performance links.
• Coaching and leadership development programs to model new behaviors.
• Targeted communication and recognition strategies to reinforce progress.
• Renewed trust, stronger team cohesion, and early wins that were publicly celebrated.
• A collaborative engagement with the People Management team to offer rewards (and repercussions) for behaviours that supported the culture (or otherwise).

The project created a clear path forward for sustained cultural evolution, with leadership and staff aligned on the need for deliberate, long-term commitment.

Our Business School – one of our 3 integrated service lines – offers a wide range of developmental programs, including leadership development programs, meta skill development programs, Human Resource & Organizational Development (OD) coaching, Tailored Leadership Coaching Programs, multi-year Talent Pool Management, Learning Academy design and deployment for clients.

Leadership development continues to be one of the most critical challenges organizations face today. Many professionals are promoted into managerial and leadership roles without the benefit of structured preparation or the competencies required to lead effectively.

In response to this growing need, we designed our Bespoke and Open Leadership Programs under The Business School (TBS), anchored in real-market assessments and emerging leadership trends.

Our client—one of the foremost regional reinsurance institutions dedicated to the African continent, open to select markets in Asia, Brazil, and the Middle East, and with presence in about 62 countries has worked with us over the years to develop hundreds of people in their leadership teams and leadership pipeline.

We have engaged over 100 of our clients’ staff who are in leadership positions or in the leadership pipeline in a customized learning journey that combines key elements of our leadership development methodology:

• Interactive live sessions focused on relevant leadership models and business challenges.
• One-on-one mentoring with experienced executives to deepen personal and professional insights.
• Context-based case analysis to bridge theory with practical decision-making.
• Peer learning environments that fostered reflection, feedback, and crossfunctional perspectives.

Even within our open programs, we prioritize contextual relevance. We intentionally keep class sizes small to enable personalized assessments, ensuring that each leader’s unique environment and growth path is fully considered. This individualized approach remains one of our strongest differentiators.

Our intervention resulted in tangible growth across multiple leadership dimensions. Key outcomes included:

• Enhanced self-awareness and clarity of leadership style among participants.
• Improved confidence in strategic thinking, decision-making, and people leadership.
• Strengthened peer networks across regional offices.
• Early signs of behavior shifts within teams as leaders applied their learning.
• Strong feedback on the program’s relevance, depth, and practical impact.

The success of this program has informed future leadership pipeline strategies for the client and deepened their investment in continuous leadership development.

Some of our most impactful engagements are the engagements that are integrated across all three of our service lines, and our partnership with a leading financial institution in Cameroon is a strong example of this integrated approach. Over the past several years, we have supported this client in designing organizational development (OD) structures, conducting comprehensive skills assessments, overseeing the deployment of these structures, and implementing structured talent development programs.

Our client, a top-tier financial institution with an extensive branch network across all 10 regions of Cameroon, has built a long-standing strategic partnership with us. This collaboration has been focused on aligning their organizational systems, capabilities, and people with their growth agenda and long-term vision.

Over the course of our engagement, we have delivered a range of strategic and operational initiatives across multiple phases. Key interventions from the Performance Improvement centre (PIC) include:

• Conducting a skills audit of over 200 employees to assess capability levels and inform workforce planning.
• Redesigning the career management structure, ensuring transparency and progression clarity.
• Developing a custom competency framework aligned with the organization’s strategic goals.
• Conducting job profiling for over 77 roles across the business.
• Facilitated a corporate strategy review with the leadership team, resulting in the realignment of annual KPIs to sharpen strategic focus and enable effective, measurable performance tracking for the upcoming financial year.

In parallel, we have supported the capacity-building agenda of the organization by facilitating learning programs for over 300 staff through The Business School (TBS). These programs were informed by needs assessments and designed to build skills across leadership levels and functional areas. Key offerings included:

• Human Resource Master Class.
• Effective Customer Experience.
• Essential Leadership Skills for Managers.
• Business Managers’ Master Class.
• Emerging Leaders’ Master Class.
• Line Managers’ Master Class
• Strategic Leaders’ Master Class.

This client remains one of our most valued and collaborative partners, enabling us to not only design but also track and support the execution of key structures and systems. Their commitment to continuous improvement and leadership development has created fertile ground for real impact.

Our shared goal remains clear: to institutionalize performance-driven systems underpinned by transparency, meritocracy, and sound corporate governance. This case exemplifies the long-term value of deep, strategic consulting partnerships in building resilient, future-ready organizations across Africa.