Nanjad Advisory Services Inc.

BACKGROUND

Introduce your business and what you do there.

I’m an assistant professor of innovation and entrepreneurship at a university. I’m also the associate director of our institutes and a director of one of the institute’s strategic initiatives.

OPPORTUNITY / CHALLENGE

What challenges were you trying to address with Nanjad Advisory Services Inc.?

We have a program called Growth Catalyst that’s aimed at helping leaders of small and midsize companies create strategic growth plans. We needed learning content developers with expertise in business growth to help us with the program. 

SOLUTION

What was the scope of their involvement?

They produce content and help us facilitate the program. They supported multiple modules for our 6-month program. They’re helping us design the program to encourage collaboration and conversation among program participants. 

What is the team composition?

I worked with Len (Principal).

How did you come to work with Nanjad Advisory Services Inc.?

We released an open RFP for learning content developers. I’ve known Nanjad Advisory Services for a while, and I’ve worked with Len before. Many companies expressed interest in the partnership, but we felt Nanjad Advisory Services was the best fit. 

What is the status of this engagement?

We started working together on this project in November 2020, and the work is ongoing. 

RESULTS & FEEDBACK

What evidence can you share that demonstrates the impact of the engagement?

The program is currently ongoing, and the first class of companies will graduate at the end of March. So far, it’s clear that Nanjad Advisory Services’ work influences how our participants think and strategize. I can see it from the presentations the participants have done as part of the program. 

How did Nanjad Advisory Services Inc. perform from a project management standpoint?

We typically communicate with them via email and phone. They’re outcome-oriented, and the project was managed professionally. They’re happy to take advice and feedback and incorporate it into their work. 

What did you find most impressive about them? 

They’re skilled at understanding the participant’s companies and what they’re trying to achieve, and then add value. 

Are there any areas they could improve?

From my perspective, I don’t think there’s anything they could improve. 

Do you have any advice for potential customers?

Be really clear about what outcomes you want to achieve. 

BACKGROUND

Introduce your business and what you do there.

We’re an electric utility company, and I’m VP of field services. 

OPPORTUNITY / CHALLENGE

What challenge were you trying to address with Nanjad Advisory Services Inc.?

We were looking for change management initiatives and organizational design for two companies coming together.

SOLUTION

What was the scope of their involvement?

We needed to resolve some role clarity for different departments because we had some employees who were unclear on their exact role at the company as well as the roles of their peers. Their team helped us work through the process of identifying role clarity and accountability between positions. Then, they helped us with a way to go about announcing those updates to employees as part of a formal, measured change management process. The goal was for employees to understand their roles for better business results and overall engagement.

Along with that initiative, they helped us combine two of our internal companies, which would bring together hundreds of employees into a new team. We needed to integrate but maintain day-to-day operations, making sure employees knew how they could contribute to success as well as how we should structure our overall organizational design. They walked us through a process that allowed us to apply our company values to design criteria and communicate that effectively to our employees. We needed to get the large team on board, seek their consultation, and allow for their feedback to facilitate a smooth integration.  

What is the team composition?

We worked with one team member.

How did you come to work with Nanjad Advisory Services Inc.?

We went into the market, asking key companies in the area about teams that could help us. After interviewing a number of firms, we selected their team.

How much have you invested with them?

We’ve spent between $80,000–$100,000 CAD (approximately $62,500–$78,200 USD).

What is the status of this engagement?

We’ve been working with them since March 2020.

RESULTS & FEEDBACK

What evidence can you share that demonstrates the impact of the engagement?

They helped us with employee engagement, which was critical given our large time size. It was hugely important we got the change right for running our business and generating revenue as well, but employee engagement was the most impactful. 

How did Nanjad Advisory Services Inc. perform from a project management standpoint?

They have excellent skills and are professional, clear communicators. They were thoughtful in processing information through Microsoft Teams, email, presentations, and a few in-person meetings.  

What did you find most impressive about them?

They used their broad experience to speak with authority, providing us with direction for the project. They were very professional and hard-working. We had some tough deadlines, but they were absolutely willing to take on the work. 

Are there any areas they could improve?

Nothing comes to mind. We both had to adapt to the pandemic together.

Do you have any advice for potential customers?

Be clear on the project’s requirements and your company’s problem. The more you can dial in there, the better the engagement will be overall.

BACKGROUND

Introduce your business and what you do there.

I lead our company’s human capital consulting group in western Canada, specifically focused on workforce transformation. 

OPPORTUNITY / CHALLENGE

What challenge were you trying to address with Nanjad Advisory Services Inc.?

We had engaged with a client on a project related to organization transformation (org transformation), including organization design (org design) skill sets. We were fully sold out in our internal resources, so we reached out to Nanjad to see if they could help with this project. 

SOLUTION

What was the scope of their involvement?

Len (Principal) was the only resource on the project. We had five streams of work as part of the project, and Len came in to lead one of those streams specific to org design. It was an assessment for the client, making recommendations around ways of working and shifts in culture that may be necessary for them to achieve their overall strategy in the transformation. 

Len had a team under him of six people and he provided guidance to them, including thought leadership on the process. He worked with a manager, three business consultants, and two business analysts in this group he led. 

What is the team composition?

Len was the only person from Nanjad on the project. 

How did you come to work with Nanjad Advisory Services Inc.?

They’re quite well-known in the niche of the space they work in, especially org design and structure, in this case. We’ve run into them a number of times at various keynotes; we share a common interest and understanding of the market, so it made sense to partner up for this particular challenge.

How much have you invested with them?

We spent around $450,000 CAD (approximately $350,000 USD). 

What is the status of this engagement?

We worked together from November 2017–August 2018.

RESULTS & FEEDBACK

What evidence can you share that demonstrates the impact of the engagement? 

It’s hard to separate them from our own team’s piece, but the client’s outcomes achieved from this particular workstream included savings of $50 million year-over-year (YoY) in people costs and improved decision making speed. The client also saw improved engagement scores of around 20% in the areas where we made adjustments, too.

How did Nanjad Advisory Services Inc. perform from a project management standpoint?

We had weekly decision review board meetings, so there was a continuous status report component of that. We had daily standup meetings from a project management perspective, which Len would lead. They provided that infrastructure to project management tasks, making sure we were talking about the right things. They did a good job of managing both the deliverables and the people on the project. 

What did you find most impressive about them?

They took a human-centered design approach. They were really inquisitive and curious, so the client really enjoyed being a part of the process. That was a unique aspect of the project since, in other engagements, the partner tells them what to do and then walks away. 

Overall, we were able to leverage their resources and use their talent to the best ability it had. From a client perspective, we were able to make sure they were plugged in and had meaningful work, and on the project side, they made sure people weren’t burning out with the aggressive timelines. 

Are there any areas they could improve?

One of the biggest challenges of this project was the sheer size and scope of the work. Not having full control of all the teams, Nanjad struggled early on how to best add value, but Len did figure it out. Doing some really strong scoping at the beginning could have helped him understand the lay of the land and the culture of the client. 

Do you have any advice for potential customers?

If you’re looking for someone to execute on a project, like additional horsepower or staff augmentation, this would not be the right group for you. If you’re looking for thought leadership, someone to test your assumptions and bring you ideas, this is the right group. They will bring creativity and the ability to connect dots in ways that will open new opportunities. The greatest value will be in their thought leadership. 

BACKGROUND

Introduce your business and what you do there.

My organization is called Corporate cultureSHIFT and I’m the president and CEO. We provide consulting around organizational values in order to create high-performance organizations. We also do special projects for our clients. 

OPPORTUNITY / CHALLENGE

What challenge were you trying to address with Nanjad Advisory Services Inc.?

I had won an RFP for a third-party client in order to create a business and marketing plan for the social enterprise that a nonprofit organization was operating. I hired Nanjad Advisory Services as an advisor in order to help me develop and write the business plan. 

SOLUTION

What was the scope of their involvement?

The third-party client wanted to increase the profitability of their social enterprise to the point where it would fund some of the other programs within the charity. They wanted to transform it from a training program into a net revenue driver, and the team needed to develop a business plan to that end.

What is the team composition?

I only work with Len (Principal of Organization Effectiveness) and he serves as our main contact.

How did you come to work with Nanjad Advisory Services Inc.?

I had met Len through a networking opportunity. I’ve been impressed with his thinking and we subsequently met in other contexts. His intelligence, expertise, and outgoing personality continually impressed me.

I was keeping an eye out for an opportunity when we might work together, and when an opportunity presented itself, I approached him to see if he was interested. It turned out the project was right within his wheelhouse. 

How much have you invested with them?

We’ve spent $15,000 CAD (approximately $11,700 USD).

What is the status of this engagement?

Our engagement began in September 2020, and it’s ongoing.

RESULTS & FEEDBACK

What evidence can you share that demonstrates the impact of the engagement? 

We don’t have metrics at this point, but I can share that our third-party client has been very satisfied with work progress and the services they’ve provided so far. On the other hand, as a general contractor, I am really satisfied with Nanjad’s consulting because they’re able to provide me with clarity of thinking and with brainstorming opportunities. They’re able to fill gaps, and experience gaps that I don’t have. 

How did Nanjad Advisory Services Inc. perform from a project management standpoint?

We communicate through a variety of means, through emails and Zoom where we have individual and group team meetings with other consultants. There was also a time when we met with the third-party client face-to-face while strictly following social distancing guidelines. We also communicate through text messaging if there’s something urgent that needs an immediate response. 

Having one point person has allowed me a greater degree of comfort because I know that I could trust him and his expertise. In addition, Len has been able to draw on the expertise of other members within the advisory group for other specific questions or elements. 

What did you find most impressive about them?

Len’s willingness to ask probing questions has really pushed the boundaries of what’s possible within the project. If we did the project without Nanjad Advisory, we would’ve done a relatively simple and straightforward business plan. 

Instead, under his energetic and probing questioning approach, we’ve been able to offer an ambitious vision to our third-party client. I don’t think we would’ve gotten there without them facilitating us and providing the safe space into what could be possible.

Are there any areas they could improve?

I don’t have anything official that I want to ask from them. 

Do you have any advice for potential customers?

Be prepared to stretch and be challenged beyond the conventional. If you’re looking for a vendor to just give you a paint by numbers business plan, then you’re going to be frustrated because Nanjad is going to push you towards outside the box thinking. Be prepared to engage and do some intellectual work.

BACKGROUND

Introduce your business and what you do there.

My company was a boutique consulting firm specializing in the area of people-related services, such as strategy, culture, design, and structure. It also specialized in talent practices as well as change management and leadership development — everything related to the people inside of organizations. 

I was a member of the senior leadership team. I focused on new services, design, and introduction. I tended to focus a lot on experimenting with new methods and approaches to client service delivery. 

OPPORTUNITY / CHALLENGE

What challenge were you trying to address with Nanjad Advisory Services Inc.?

I had a large-scale employee experience transformation project, and I subcontracted a portion of the project to Len (Principal).

SOLUTION

What was the scope of their involvement?

Len joined our team of internal professionals to help reimagine the high-level vision of the transformation project and where we wanted to go.

He did a lot of external research around best practices and the latest trends and worked in collaboration with the internal team on constructing a story narrative around this future-state employee experience. He also did an impact analysis of what potential changes and shifts were required at the organizational level. 

When it came to the second part of the project, which was around the HR operating model, he tried to understand how certain capabilities needed to be defined for HR to support and enable the employee experience transformation project. 

He started to get involved across a variety of different workstreams, most specifically around what the future of our organization might look like. He did a lot of high-level positioning work, building out what solutions needed to be constructed to bring that vision to life. 

What is the team composition?

I only worked with Len, and I had enough internal employees to support the majority of the project. No other service providers were involved at that time. 

How did you come to work with Nanjad Advisory Services Inc.?

I've known Len for quite some time, and I chose Nanjad Advisory because they excel at unconventional thinking. They also had different ways of analyzing a problem statement and creating a vision of the future.

They leveraged the latest trends and direction, and I thought that was what my internal team was lacking at the time. They had that big visionary perspective, and it was a good complement to the tactical capabilities of my team. 

How much have you invested with them?

We invested between $150,000–$200,000. 

What is the status of this engagement?

We worked with them from September 2018–August 2019. 

RESULTS & FEEDBACK

What evidence can you share that demonstrates the impact of the engagement? 

Since this was a high-level strategy and envisioning project, there weren’t any tangible output metrics other than Nanjad Advisory met deadlines. Len realized the outcomes I was looking for. What was most telling was that 6–12 months after Len rolled off of the project, the client was still asking questions about the relationship and how they could get going. 

Not only did they produce good work, but Nanjad Advisory also built a great rapport with the client. Len even traveled with me overseas to the client in Thailand. He was able to build a solid relationship with the client, and that was the most impactful thing. 

How did Nanjad Advisory Services Inc. perform from a project management standpoint?

Communications were really great. Len was fantastic at having open, transparent conversations. If I had feedback to deliver to him, he was always willing and eagerly wanting to have those conversations. I never had any communication gap or challenge on the performance side. 

He was taking directions from me, so I was the one overseeing things and making sure that he was on track. Because I was the one managing the piece, it was a little hard to determine what was on me and what was on him.

What did you find most impressive about them?

He was a great collaborator with the rest of the team. He would roll up his sleeves, jump in, and work in partnership with the rest of the group. You wouldn't hear of any major conflict or issues. 

Are there any areas they could improve?

One thing that could’ve been done differently would be laying a little more of a path. For instance, if I was to produce something, I’d need to know how to get there with a little more insights into the steps, the activities, and the milestones. If those project management disciplines were laid out a little earlier for me, they would’ve been of greater benefit. 

Do you have any advice for potential customers?

Make sure that Nanjad Advisory is clear on the desired outcome of the process. Crystallize what exactly it is that customers want and hone in on the specifications of what “good” looks like. Once Len understands what that looks like, he's effective at getting to the outcome.

BACKGROUND

Please describe your company and your position there.

Our company produces crude oil in the Canadian offshore but is not the operator that provides the day to day operating staff. Our company size is small but we pay dividends in the range of $70-150 million per year depending on the price of crude oil. I am the senior executive officer of the company.

OPPORTUNITY / CHALLENGE

For what projects/services did your company hire Nanjad Advisory Services Inc.?

We needed an organizational review to assess the current state of the company's organizational design, management accountability and capability requirements.

What were your goals for this engagement?

To assess the suitability for current and future delivery of the mandate. The study included the job size of various positions and the reporting relationships. Recommendations were to be developed on the management structure and the executive roles as well as the Board's expectations of the management team and views on the management structure. In particular, the management layer structure needed to be evaluated for possible redundancy and redesign.

SOLUTION

How did you select Nanjad Advisory Services Inc.?

Several firms active in the space were interviewed and proposals solicited.

Describe the engagement in detail.

A picture of the current organization was developed by each of the senior employees providing answers to questions about roles and responsibilities for both routine and non-routine activities, short and long term goals, major risks and challenges, success measures and indicators, external environment and stakeholders, and key initiatives. additional questions were asked on suggestions to improve the current organizational structure and the succession planning process plus open-ended suggestions on other matters that should be considered. job descriptions for senior management was provided. Senior management gave overview presentations to the consultant. The consultant met privately with selected senior managers and board members to understand their thoughts on the structure and expectations. subject matter experts outside the company but familiar with the work of the company were interviewed. the objectives were to gain a clear picture of the nature of the work, both now and in the future, the impact of the current layering and grouping of work on business results and effectiveness, the degree of clarity of accountability and decision-making authority, an opportunity's for improvement based on interviewees assessment of what is working well and what is not working well. The consultant provided a draft report to selected board members and senior management. The consultant delivered the final report to the Board of Directors at a strategic planning retreat.

What was the team composition?

The study was guided by selected board members and parent company senior management. The top two managers in the company worked with the consultant to provide additional guidance and support. there were two experienced consultants during the study and meeting with the company personnel. Relevant subject matter experts were incorporated on an as-needed basis.

RESULTS & FEEDBACK

Can you share any outcomes from the engagement that demonstrate progress or success?

The top two positions of the organization were condensed into one position which improved the guidance and the direction of the organization. Reassignments of support staff occurred between senior managers were made to increase focus and alignment. improved reporting an accountability between our company and our parent company. I believe that the board gained a better understanding of the organization and its responsibilities

How effective was the workflow between your team and theirs?

The working relationship was very good and smooth. The consultants requests were clear and no rework was required.

What did you find most impressive about this vendor?

The practical approach to understanding and identifying the issues resulting in practical and effective recommendations for change. I liked that the consultant identified the areas where management was very effectively discharging their duties. The report was well-balanced and the recommendations were generally accepted by existing management. Of course, certain recommendations are implemented over time when appropriate

Are there any areas for improvement?

The business continues to evolve and management needs to continue to adapt and continue improving the organization.

BACKGROUND

Please describe your company and your position there.

Dean of Information Communications Technologies, post-secondary organization

OPPORTUNITY / CHALLENGE

For what projects/services did your company hire Nanjad Advisory Services Inc.?

Facilitated session as a result of a misalignment between roles and responsibilities

SOLUTION

How did you select Nanjad Advisory Services Inc. and what were the deciding factors?

Referral

Describe the project in detail and walk through their service package.

A range of facilitated session focusing on defining the scope of misalignment, re-align values, work towards agreed upon terms and accountabilities

How many resources from the Nanjad Advisory Services Inc. team worked with you, and what were their positions?

2 - facilitator and co-facilitator to assist with managing technology drive collaboration tools

RESULTS & FEEDBACK

Can you share any outcomes from the engagement that demonstrate progress or success?

We were able to come to agree to terms and move forward with group norms and values.

How effective was the workflow between your team and theirs?

Set times for communication and stakeholder engagement/feedback were identified. Strategies related to group engagement were used and were effective.

What did you find most impressive or unique about this company?

The team's strength in facilitation, mediation, and candid feedback was impressive.

Are there any areas for improvement or something they could have done differently?

It was a challenging scenario due to years of historical assumptions, and the shift in our organization as a result of covid.