“It doesn’t have to be so complicated…”

GOVERNANCE STYLE

Forbes Growth works with you across your organisation to calibrate the right mix of governance styles in order to achieve the results you require from your:

• Executive team
• Key teams
• Individuals

CLARITY

• People understand how their division, function, department and team fit together with others to fulfil the strategy.
• Leaders understand their role and the contribution they make in helping to fulfil the strategy.
• People are listened to, in order to secure their commitment.
• You and your executive team collectively ensure the lines of authority and accountability are clear and understood.
• You communicate and create clarity across the broader organisation, as well as within your executive team.

EXCELLENCE

• High standards of performance are established, communicated and rewarded.
• Goals and objectives are discussed with leaders when setting them.
• The purpose and rationale for any goals that are decided without their input are understood.
• Progress is regularly reviewed, with feedback and executive coaching support provided.
• Sub-standard performance is dealt with at the highest levels. You don’t ignore it or hope it will go away.

ENGAGEMENT

• A clear purpose and direction is developed with the help of all involved.
• Collaboration is promoted among your leaders by holding them collectively responsible for some common goals.
• Opportunities are provided for people, especially those remotely located, to get to know each other so that they can develop trusting relationships.
• Collective and individual successes are celebrated.
• Your executive team are a role model in the area of collaboration.

INNOVATION

• Creativity, experimentation and innovative thinking are encouraged and rewarded
• A systematic process for reviewing new ideas is established.
• Areas of the organisation that are not open to new ideas are encouraged to be more responsive.
• Leaders are less directive and focus more on communicating the broader vision and context.
• Authority is delegated to roles at the lowest appropriate level and the limits of that authority are clearly defined.

RECOGNITION

• Leaders don’t rely on reports to give feedback, but have open and honest discussions.
• People are recognised and rewarded based solely on their performance.
• Specific, timely feedback about what they do well and what they need to improve is provided by you and your leaders.
• Creative and flexible ways for recognising and rewarding high performing leaders and those key to executing your strategy are created.
• Coaching behaviours become an everyday part of your organisation’s interactions as opposed to an awkward exchange every quarter.
• You and your executive team set the example and ensure that recognition and constructive feedback outweigh negative attention and feedback.

WEALTH

Forbes Growth works with you and your executive team to understand your needs through thorough analysis in order to provide solutions in the following key areas:

• Corporate and employee benefits
• Investment management
• Personal financial planning
• Private wealth management
• Health care solutions