Business Strategy, Growth & Human Capital
Consulting that changes the number,
not just the deck.
We diagnose before we prescribe, we measure before and after, and our clients state their own results in writing. Twenty years of consulting practice, Registered Management Consultant certification, applying frameworks informed by evidence validated in the field.
6 to 12
Recruitment team doubled, with a new retainer revenue line
100%
Employee retention over twelve months at a Singapore manufacturer
65 → 110%
Sales target performance at an instrumentation company
Every figure quoted from a signed client letter, not from our own estimate.
The iGROW framework
ConPACT
Five capabilities. Most firms sell one of them. The reason our diagnostics find causes rather than symptoms is that we can follow a problem across all five.
Consulting
Aligning business goals with human capital. Business strategy, people development, performance management, business scorecard.
Profiling
Optimising potential. Personality and strengths profiling, so people are deployed to what they are actually good at.
Assessments
Understanding aptitude. Abilities testing, leadership audit, culture audit, and a measurement matrix tailored to you.
Coaching
Achieving mastery. Executive, group, emotional intelligence, work-life and health coaching.
Training
Developing competencies. Emotionally intelligent leadership, change management, productivity and performance.
Why change fails
The five critical factors
Business results are not one thing going right. They are five things holding at once. Click any factor to remove it and see what happens.
All five holding. This is what delivers results.
What it means
Without it
How an engagement runs
Diagnose, co-create, implement, measure
Most consulting outcomes are claims. Ours are comparisons, because we take a baseline before anything changes.
Diagnose
Baseline measurement first: engagement, culture audit, behavioural and motivational profiling. The number that comes out of this is what every later result is measured against.
Co-create
Interventions designed with your leadership, not delivered from a template. Your people have to own the plan or it will not outlive us.
Implement
Policy and systems before training. Coaching managers inside a broken process only teaches them to administer it more smoothly.
Measure
Post-project assessment against the original baseline, with progress tracking that continues after we leave.
Before any of that: the engagement process
Discovery call, to test match and fit on outcomes, competencies and chemistry. Then a strategy session going deeper into desired results, current reality and known roadblocks. Then stakeholder alignment, plan of action, implementation. Scoping costs nothing.
Frameworks we build on
Built in the field, not borrowed
The Flourishing Employee Framework
Five factors for business success, connected to thirteen drivers of employee engagement, connected to employee outcomes, connected to business outcomes. It exists to answer the question every finance director asks: show me how this reaches the P&L. Five of the drivers are leadership behaviours. Eight are dimensions of individual wellbeing, from physical and emotional through to occupational and financial.
Antifragile Business in a VUCA world
A maturity ladder across eight business areas: supply chain, sales, marketing, finance, technical support, knowledge management, skill sets and management. Fragile systems break under shock. Robust systems hold. Antifragile systems improve because of it. Most strategy work aims at robust. The interesting question is which of your eight areas could be better after a disruption than before it.
70-20-10 learning architecture
Seventy per cent of capability is built on the job, twenty through working with others, ten in formal training. Most learning budgets are spent almost entirely on the ten. We design for all three, which is why our L&D work produces onboarding systems and knowledge infrastructure rather than a course catalogue.
1+1 Stretch Goals
Each participant commits to two goals achievable in three months: one professional, beyond their current job scope, and one personal, which can be anything. The personal one is not a courtesy. Development that touches only the job produces compliance; development that touches the person produces momentum.
Start here
Indicators of thriving organisations
Our preliminary organisational assessment, built on Enterprise Singapore's Business Excellence Framework and global benchmarks. Thirty-five indicators across four domains, scored none, not effective, needs improvement, or effective.
Leadership
Senior leadership and organisational culture. Clear mission, vision and values. Leaders who are role models and groom successors. A culture where people are empowered to innovate and take responsible risks.
Strategy
Strategy development and strategy implementation, measured separately. Most organisations that score well on the first score badly on the second, and that gap is the whole problem.
People
Human resource planning, learning and development, engagement and wellbeing, performance and recognition. A clear employee value proposition. Current career progression pathways.
Performance indicators
Customer, financial, people and operational. Whether you can actually see what is happening, or are running on impression.
Results we have achieved
Impact stories from our clients
Nine engagements, told through what the client said happened. Every figure below is quoted from a signed client letter, not from our own estimate.
TEAM GREW FROM 6 TO 12
Success Resource Centre
Building a sales force, and a recurring revenue line, at a recruitment firm.
SALES TARGET 65% TO 110%
Ansac Technology
Heads of department given a management practice, not just a bigger target.
100% RETENTION, $20,000 SAVED
Durablinds Trading
Fixing the pay and overtime system before coaching the managers who administer it.
30+ SOPS, ONE SOURCE OF TRUTH
Eligo
Replacing ad-hoc shadowing with a structured system and an AI knowledge layer.
ACTIVELY DISENGAGED 7% TO 0%
Success Human Resource Centre
Measured before and after, either side of a hiring freeze that hit morale.
83.3% SATISFIED VS 75% INDUSTRY
ILA Group
A seven-year-old contractor measured its people for the first time, before expanding.
95.8% VALUE TRUST AT WORK
Prime Structures Engineering
People systems for managers promoted out of technical roles.
ZERO TURNOVER IN 12 MONTHS
EN2 Biz
A firm that had never run a survey since 2008 finished the year hiring.
PERFORMANCE SYSTEM REBUILT
Meeting Matters International
Competencies identified first, so the appraisal measured what the business needed.
Beyond Singapore
We have taken businesses into Thailand ourselves
Most consultants advising on overseas expansion have read about it. We have incorporated in Bangkok, held the licences, hired the staff and negotiated leases in Thai. Three times, in three sectors, with our own capital.
Build
A licensed hotel business in Bangkok, from incorporation through hotel licence, VAT, banking, staffing and five tenancies.
stayatbedever.com →Partner
A cross-border technology joint venture, with a written partner selection process and exit terms agreed up front.
tabinc.co →Establish
A wellness company in a third sector, incorporated with a head office and a registered branch.
Read the full story →By the way
Government support, if you qualify
We are a consultancy first. But most of the work on this page was part-funded, because Singapore supports exactly this kind of capability building. If you are eligible, the support is real and we will tell you which scheme fits.
EDG
Enterprise Development Grant. Business strategy, human capital, learning and development, performance management. Most of our case studies ran under this.
WDG (JR+)
SkillsFuture Workforce Development Grant, Job Redesign+. iGROW is an SMF-appointed consultant under this programme.
MRA
Market Readiness Assistance, for taking a business overseas. Partner identification, market set-up and market promotion.
Other schemes may apply depending on your situation, including the Mentorship Support Grant from the Skills and Workforce Development Agency, PSG, and sector-specific programmes. Support levels, eligibility and scope are assessed and determined by the awarding agency, not by us. Tell us what you are trying to do and we will tell you honestly whether a grant applies and whether it is worth the paperwork.
Start with a diagnostic
Scoping costs nothing. We will tell you what we think is actually wrong, and whether we are the right people to fix it.
Client results quoted on this page are taken from signed client letters and describe those organisations' own reported outcomes.
