Strategic Management Consulting

Our Strategic Consulting Modules

Top Foresight consulting services are based on its years of experience and research on strategic performance. Through its unique breakthrough framework, Top Foresight guarantees a radical transformation towards increased profitability and growth. For a fullscale performance campaign, Top Foresight is also backed by its technology solutions and training services, which form the Integrated Performance Services.

Review Organization Strategic Direction

Organization Strategic Direction is for organizations who wish to review their current business environment and strategies in meeting its mission. Understanding the changing market conditions; redefining the business the organization is in; knowing where to tap new businesses are important steps that each organization needs to undertake.

This 3 day review exercise is to help the organization understand its business better, build the strategic internal capabilities, develop critical strategies, acquire the “right” customers and identify new business possibilities to grow its business. This will enable the organization to move forward with the knowledge that it is building the business in the right direction and achieving its mission.

Course Objectives

Review current strategic elements of the organization and analyze current strengths, weaknesses and capabilities of the organization. Carry out customer analysis and regrouping customer based on organization strategic requirement.

Identify the value expectation of each group of customer and learn what is needed to growth the specific group of customer. Carry out environmental scan, analyze current and future market conditions. Review and identify current internal processes that can support each group of customer and organization strategic requirements. Identify current strengths and weaknesses that relate to customer and strategic requirements and, strategize the business processes to growth the “right” customer.

Develop The Corporate Balanced Scorecard

The balanced scorecard has become the most widely used performance management system in organizations. However, there are many challenges to be encountered in developing appropriate, meaningful and reliable performance outputs for the balanced scorecard system. It is then important that the initial development of the corporate balanced scorecard outputs must be done accurately in relation to the corporate strategy.

This course is designed as an output-based workshop; specifically to help organization produced quality corporate balanced scorecard’s outputs in line with the corporate strategy.

Workshop Contents

  1. Introduction of The Balanced Scorecard methodology
  2. Analysis of the organization strategic information
  3. Identify key ingredients for each perspective
  4. Develop strategic themes, measuring instruments, measures, target unit types and initiatives
  5. Build a Corporate Balanced Scorecard and a Strategy Map

BSC Cascading Exercise

Implementing of the BSC presents a great risk. Despite its widespread recognition across so many companies, few scorecard initiatives have been implemented in a sustainable way.

Research has reported that 70% of Balanced Scorecard (BSC) implementations fail to deliver the strategic objectives set.

Even though the BSC is a well-known and widely used concept, many organizations struggle to implement the BSC successfully and too often end up with a diluted version that fails to deliver the full benefits of this powerful management tool.

So often the Management understands the concept but seeking answers to this Big Question:

“How can I make it work effectively in practice?”

Many people already know ‘why’. Now they want to know ‘how’.

BSC Cascading Exercise

There are many reasons contributing to the failure in the implementing of the BSC as a performance management tool. One of the main reasons for the failure in deriving the value of the BSC tool is the failure to Cascade and Align the strategic goals down to the operation levels.

The successful implementation of the BSC at the unit level requires the understanding that the Scorecard is primarily a communications tool that focuses on the organization’s strategic plan to ensure its long-term success. For the scorecard to achieve its maximum benefit at the unit level, it needs to effectively link the corporate strategic plan and Scorecard, and the unit strategic objectives and business targets to the daily work of the unit’s employees.

This 3-Day “BSC Cascading and Alignment Workshop” will provide a step-by-step process with which to implement the BSC and overcome the cause of failure owing to cascading and alignment causes.

Customer Detail Analysis

Today’s organization must ensure that providing quality customer service is everyone’s responsibility. The problem is that not many people in an organization are aware of it especially the non-sales and non-marketing related functions. Many are not aware that they actually play a critical role in improving customer service and customer’s growth. Therefore, the organization got to make known to everyone that every aspect of the organization has an impact on the eventual services delivered to the customers.

Organizations must create a platform where the organizations are able to identify the right internal processes that are customer driven processes. In the current dynamic market situation, organization can no longer focus on trying to do everything right as organization cannot afford the time nor the resources to do that. Organization needs to strike to do only the critical “right” things that have tremendous impact on growing the customer. Getting it right the first time especially on what it takes to delight the customer can make a world of different.

This 2 day program can provide the organization a new dimension in analyzing the customer, developing the right customer measures and establishing the “right” internal processes the organization need to put in place to grow the business.

Course Objectives

Carry out customer analysis and regrouping customer based on organization performance requirement

Identify the value expectation of each group of customer, learn what is needed to growth the specific group of customer and develop key customer measures

Review and identify current internal processes that can support each group of customer in relation to current strengths and weaknesses

Strategize the business processes to growth the “right” customer

Establish Team Operating Principles

In all organizations, there are two fundamental factors that impact success: Vision, which is the strategic component, and values, which are the behavioral component. Your best performance is achieved with careful consideration of both factors. Strong, clearly worded values statements should be given the same status in the organization as a vision or a mission. Organization without values is an organization without a soul.

Values are the timeless principles that help to guide an organization, especially its human capital in differentiating what is right and wrong. It is not determined and governed by personal opinion. It prevents individual from using personal opinion to dictate the situation. These are the set of rules that govern what people need to follow as to achieve a certain desire state in an organization. They represent the deeply held beliefs within the organization and must be demonstrated through day-by-day behaviors of all employees. An organization’s values make an open proclamation about how it expects everyone to behave irrespective of rank and file.

By developing Team Operating Principles, where values are supported by behavior statements, organization is able to enhance clarity throughout the entire organization. It removes fear of discrimination in the organization for speaking out on matters which are value governed, creates a culture for everyone to eventually walk the talk, create the necessary environment for making better decision, encourages openness and transparency within the organization and creates positive conflicts and helps organization to drive strategic direction with more purpose and unity, an important ingredient for successful implementation of organization strategies.

Especially in this competitor environment where managing human resources is the number 1 priority, organization can ill afford not to develop Team Operating Principles.

Course Objectives

  1. Assess the current team in term of the key Characteristics Of High Performance Team
  2. Understand the importance of Team Operating Principles in developing high performance team
  3. Develop 5 Desirable Core Values that can drive Human Capital in the organization
  4. Develop Behavior Statements that can support each core value which everyone in the organization must live by it
  5. Develop Action Plan to drive the Team Operating Principles

Detail Analysis Of Organization Structure

Does your current structure make sense? Do you believe that your organization’s hierarchy and infrastructure facilitate or impede the pursuit of your strategic intent and organizational excellence? Are divisions and departments reporting to the appropriate managers? What impact does your current structure have on your ability to make quick decisions and to deliver goods and services to the marketplace faster and better than your competition? Are you experiencing any bottlenecks? If you are not sure about the answers to these questions … it is about time your organization needs to review the structure. It would be foolish to drive critical strategic initiatives through a structure that feels like an obstacles course to your employees.

This exercise concentrates on designing an organizational structure that supports and advances organization strategies. Strategic activities need to be coordinated between functional departments. Effective structures will help to eliminate, or at least reduce, myopic “Silo’ thinking.

Course Objectives

  1. Review the current organization structure in relation to the new strategic direction of the organization
  2. Analyze the current organization structure and identify issues affecting the current structure
  3. Identify strengths and weaknesses of the current structure
  4. Develop a new organization structure that will support the organization strategic direction

Organization Performance System

Top Foresight, with an experienced consulting team in the area of organization performance management can provide the necessary know-how to:

  1. Assist in the implementation and the development of Individual KPIs in relation to corporate KPIs.
  2. Develop and design a new Staff Performance Management Framework.
  3. Provide the process to help develop internal capability for the managing and tracking of the Staff Performance Management System (SPMS).
  4. For this exercise, we propose to implement Phase 5 of the Total Performance Management Solution Execution Plan


  1. Develop and customize a staff performance management system – Assessment, management and tracking of group and individual knowledge, skills and competencies
  2. Implement performance appraisal processes that give accurate feedback to people regarding their performance against agreed-upon standards
  3. Define and standardize performance parameters – Integration with individual and team performance evaluations and rewards
  4. Communicate through buy-in and familiarization program
  5. Company-wide training on the usage of the SPMS
  6. Prepare all facilitation exercise, workshop and training outputs and reports
  7. Prepare the necessary training materials for implementation