How we create impact
Introducing The NOVO HR Signature Method™. This is a systemic, human-centred approach to improving organisational performance by addressing root causes, not surface symptoms.
It recognises that organisations are living systems — where strategy, leadership, culture, and people systems must work together, not in silos.
Rather than jumping to solutions, NOVO HR guides leaders through four disciplined stages that bring clarity, alignment, and sustainable change.
Why This Method Matters
Most transformations fail not because of intent — but because:
- Problems are misdiagnosed
- Leaders are misaligned
- Structures lag strategy
- Change is launched but not embedded
The NOVO HR Signature Method™ ensures:
- Clarity before commitment
- Alignment before execution
- Design before deployment
- Embedding before exit
Four Disciplined Stages
1. DIAGNOSE — See the system clearly
1. DIAGNOSE — See the system clearly
1. DIAGNOSE — See the system clearly
We begin by developing a shared, evidence-based understanding of how the organisation is really functioning.
We examine:
- Strategic alignment
- Leadership dynamics and decision quality
- Culture, trust, and engagement
- Capability and people systems
Outcome:
Leaders gain clarity on root causes — not just symptoms.
2. ALIGN — Create shared direction
1. DIAGNOSE — See the system clearly
1. DIAGNOSE — See the system clearly
We align boards, CEOs, and leadership teams around:
- What matters most now
- What trade-offs must be made
- What success looks like
Outcome:
A common narrative, clear priorities, and reduced leadership friction.
3. REDESIGN — Fit the system to the strategy
3. REDESIGN — Fit the system to the strategy
3. REDESIGN — Fit the system to the strategy
We redesign organisational elements to support execution:
- Operating models and structures
- Roles, decision rights, and governance
- Leadership expectations and people systems
Outcome:
Clear accountability, faster decisions, stronger ownership.
4. EMBED — Make change stick
3. REDESIGN — Fit the system to the strategy
3. REDESIGN — Fit the system to the strategy
We focus on sustaining change through:
- Leadership behaviour and role modelling
- Capability building and coaching
- Reinforcement, feedback, and measurement
Outcome:
Change becomes the new normal — not a temporary initiative.
How the Method Is Used Across NOVO HR Services
Service Area and How the Signature Method Applies
Strategic Advisory
Diagnose misalignment → Align leadership → Redesign operating model
Organisational Diagnostic
Deep Diagnose → Inform Align decisions
Leadership & Succession
Diagnose leadership risks → Redesign pipelines → Embed capability
Change & Transformation
Align leaders → Redesign systems → Embed adoption
Coaching & Advisory
Embed new thinking, judgement, and behaviours
DIAGNOSTIC CHECKLIST
The NOVO HR Organisational Alignment Check
Answer honestly. If several are unclear, it’s time to Diagnose.
Strategy & Direction
☐ Strategy is clearly understood at leadership level
☐ Strategic priorities are not constantly shifting
Leadership & Decision-Making
☐ Leadership roles and decision rights are clear
☐ Leadership team trusts each other enough to challenge constructively
Structure & Systems
☐ Structure supports strategy (not legacy)
☐ Governance enables speed, not bureaucracy
Culture & Capability
☐ Culture supports desired performance
☐ Critical capabilities exist for the future, not just today
Change & Sustainability
☐ Past changes have stuck
☐ Leaders consistently role-model desired behaviours