Sigmoid Curve Consulting Group is an Asia-Pacific consulting firm that excels in helping leaders and their organisations evolve, grow and transform using a variety of strategies, tools and coaching. Experts in holistic change management, we believe that your journey in life-the story of your life and organisation, can be told using the metaphor that is the sigmoid curve.
The basic premise behind the sigmoid curve is that nothing grows forever in its current structure. Structure in this instance is defined as a set of assumptions of which we base all changes on, whether in our personal lives or in an organisation. These assumptions are vital to identify and understand to make significant changes across all arenas of life and business.
This means we should try building capability in ourselves and our teams to anticipate the future and be ready to proactively lead incremental changes necessary to maintain momentum with business models. Sigmoid offer a variety of services for organisations to build capability and predict change, and to act accordingly for ensured success.
FORMER CEO OF NATIONAL AUSTRALIA BANK & BANK OF NEW ZEALAND
CEO, WELLINGTON CITY COUNCIL & FORMER CEO OF NEW PLYMOUTH DISTRICT COUNCIL
CEO, BUNNIK LLC,
FORMER PRESIDENT, KRAFT INTERNATIONAL
Charlotte Roberts, Ph.D.
CHIEF EXECUTIVE, BLUE FIRE PARTNERS
CO-AUTHOR OF BEST SELLER: THE FIFTH DISCIPLINE
Our mission at Sigmoid is simple. We want to help people achieve positive, lasting change for themselves, their teams, and their organisations. Sigmoid specialises in frameworks and tools that help executive teams lead their organisations through change with a collective sense of ownership and commitment to strong results. Over the past two decades, we have coached a number of prominent chief executives and their teams in the US, Australia, New Zealand and Singapore to achieve greater success. Below are our key areas of expertise:
The events of early 2020 forced most companies to quickly adjust to new challenges. Now, almost a year later, many are still laboring in this "new normal" environment -- increased safety precautions, scaled-down teams and empty offices. With teams scattered geographically and connection opportunities often limited to computer screens, now is a great time for leaders to check in on their workplace culture.
Culture is the optimal performance driver. It is an unsigned contract between an organization and its employees that gives individuals license to accomplish goals and get things done without the burden of worry or uncertainty about negative repercussions. And every employee in an organization has the power to amplify or detract from its culture.
Remote work has been an adjustment (to say the least) for everyone, and its effect on our professional relationships has been just as significant as the impact on daily tasks. For early-career employees, the lack of casual conversations at work poses a considerable challenge. How does one learn best practices to succeed in one’s career when you’re working alone from home? How does one build the professional relationships that are critical for survival and advancement? On the organizational side, how does the business build a culture that supports diversity and inclusion initiatives in the middle of a pandemic? Based on our recent experience leading organizations focused on online mentorship, we believe an organizational commitment to mentorship can address all of these issues.