People & organization
BGMC helps you shape your organization’s structure, leadership, culture, and ways of working so that your people can deliver your strategy—consistently. We blend organization design, behavioral change, QHSE and ISO discipline, and modern people analytics to create workplaces where performance and well-being reinforce each other.
A snapshot of the milestones and achievements that drive our success
8+
Years of Experience
50+
Experts
100+
Successful Campaigns
20+
Industry Awards
500%
ROI for our clients
Why organization & people matter more than ever
Growth is harder, competition is global, and disruption is constant. Strategy alone is not enough:
Structures get complicated as you enter new markets and lines of business.
Decision-making slows down, and accountability becomes blurry.
Talent is scarce, burnout is real, and culture can quietly drift away from your values.
Digital and AI initiatives run in parallel, but operating model and people capabilities lag behind.
The result? Good strategies that never fully land.
BGMC’s People, Organization & Change practice focuses on how your organization really works—who decides what, how teams collaborate, what your leaders role-model, and how people feel about coming to work. We help you build an organization that is faster, simpler, safer, and more inspiring.
The BGMC People, Organization & Change Approach
We look at your organization as an integrated system: structure, processes, leadership, culture, capabilities, and technology.
1. Discover how work really gets done
Map key decision flows and accountability (not just org charts).
Diagnose pain points in structure, culture, and leadership behaviors.
Use quantitative data (surveys, KPIs, people analytics) plus qualitative insight (interviews, focus groups).
2. Design the organization for your strategy
Clarify roles, spans & layers, and reporting lines.
Define decision rights, meeting cadences, and management routines.
Align performance management, incentives, and recognition with the outcomes you care about.
We combine decades of Professional Services expertise with modern tools, data-driven insights, and innovative methodologies to deliver measurable results.
Is this only for large enterprises?
No. We work with both large enterprises and fast-growing mid-size organizations where structure, leadership, and culture are critical to scaling.
How long does an organization & change engagement take?
Targeted interventions (e.g., top team effectiveness, decision redesign) can run for 8–12 weeks. Broader org redesign or change programs typically run for 6–18 months, depending on scope and regions.
Can you work with our HR team and existing consultants?
Yes. We often partner closely with HR and internal OD teams, and we can collaborate with other advisors or system integrators to keep everything aligned.
Do you provide leadership and change training as part of the work?
Yes. We integrate workshops, coaching, and formal training into our engagements, often using BGMC’s existing catalog of leadership, Lean Six Sigma, QHSE/HSE, and project management programs.
How do you measure impact on “soft” areas like culture?
We combine leading and lagging indicators: engagement and culture surveys, behavioral observations, and hard metrics such as retention, safety incidents, quality, productivity, and time-to-decision.
How does AI show up in this work?
We use AI and analytics where it makes sense—e.g., to analyze survey data, workforce patterns, skill gaps, or decision bottlenecks—and help you design roles and structures that are ready for an AI-enabled future.
The BGMC People, Organization & Change Approach
1. Leadership & Top Team Effectiveness
Help your leadership team operate as a truly aligned, high-impact unit.
Top team diagnostics: direction, cohesion, decision-making, and role clarity.
Leadership offsites and ongoing coaching aligned to your strategy and culture goals.
Practical tools for running better meetings, making decisions faster, and cascading clarity.
Typical outcomes
Stronger alignment on priorities and trade-offs.
Faster, more confident decision-making.
A visible, unified leadership role-model for the rest of the organization.
2. Organization Design & Operating Model
Design the structure and ways of working that make your strategy real.
Operating model choices: centralization vs. decentralization, global vs. regional vs. local.
Spans & layers simplification and role redesign.
Decision and governance frameworks that cut through ambiguity.
Typical outcomes
Simpler, more transparent structures.
Clear ownership of end-to-end value streams.
Reduced duplication and organizational “noise.”
3. Culture, Behavior & Ways of Working
Turn culture from a poster on the wall into behavior at scale.
Define the “critical few” behaviors needed for your strategy.
Culture diagnostics, focus groups, and listening sessions.
Practical interventions: leadership routines, recognition systems, peer feedback, and team habits.
Typical outcomes
More accountability and collaboration.
Higher engagement and lower friction between teams.
A culture that supports performance, safety, and ethics.
4. Talent, Capability & Workforce of the Future
Build the workforce you’ll need three to five years from now.
Talent strategy, critical role mapping, and succession planning.
Learning journeys for managers, specialists, and frontline teams (including BGMC’s accredited programs in Lean Six Sigma, QHSE, HSE, project management, and leadership).
Reskilling and upskilling programs for digital and AI-enabled roles.
Typical outcomes
Clear view of which roles, skills, and people drive your future value.
Higher internal mobility and reduced dependency on external hiring for every need.
A more confident, capable workforce ready for transformation.
5. Decision Effectiveness & Management Systems
Make better decisions, faster—and make them stick.
Diagnose your decision architecture (what gets escalated, where decisions stall).
Clarify who decides, who is consulted, and who must be informed.
Design management routines (reviews, huddles, dashboards) to support timely decisions.
Typical outcomes
Shorter cycle times for key decisions.
Less rework and fewer “shadow” decision forums.
Higher trust and empowerment down the line.
6. Diversity, Inclusion & Employee Experience
Create workplaces where diverse people can do their best work.
Diagnostics of inclusion, belonging, and psychological safety.
Inclusive leadership training and allyship programs.
Practical redesign of policies, processes, and rituals to reduce bias and increase fairness.
Typical outcomes
Stronger sense of belonging and fairness.
Better collaboration across functions, geographies, and backgrounds.
Tangible impact on innovation and retention.
AI is changing how work is done and how organizations are designed. BGMC helps you use it thoughtfully:
Identify roles where AI can augment rather than simply replace work.
Use people analytics to spot engagement risks, skill gaps, and leadership patterns.
Support workforce planning and org design decisions with data, not just intuition.
This links directly to BGMC’s AI-Enabled Digital Transformation practice so your org design, people strategy, and technology roadmap stay aligned.
1. Regional Healthcare Group – Leadership & Culture Reset
Challenge: Rapid growth created silos, variable patient experience, and leadership friction.
What we did: Ran a leadership effectiveness journey for the top team, redefined decision rights, and introduced new cross-functional governance for key patient pathways.
Outcome: Clearer priorities, stronger collaboration between clinical and admin teams, and visible improvement in staff engagement.
2. GCC Logistics Company – Operating Model & Talent Strategy
Challenge: Expansion into new countries led to overlapping roles, unclear accountability, and high turnover in middle management.
What we did: Redesigned the operating model by region and business line, clarified roles and spans, and built a structured leadership development pipeline for supervisors.
Outcome: Faster decision-making, smoother cross-border operations, and more internal promotions into critical roles.
We work with organizations where people and structure are central to success:
Industries: Manufacturing, logistics, healthcare, education, energy, construction, services, and public sector.
Stakeholders: CEOs, CHROs, COOs, Heads of Transformation, HR & OD leaders, HSE/QHSE leaders.
Regions: GCC (Qatar, KSA, UAE), Pakistan and South Asia, UK and Europe, selected engagements in North America and Australia.
Why BGMC for Organization & Change
End-to-end capability – From strategy and org design to training, coaching, and certification, we support the entire change journey.
Deep QHSE and Lean heritage – Safety, quality, and process excellence are built into our org designs, not added as an afterthought.
Pragmatic, mid-market friendly – We understand budget and capacity constraints and design solutions your teams can actually run.
Integrated with digital & AI – Our org and people work is coordinated with your ERP, AI, and digital roadmaps, not in a separate HR silo.
Capability-building mindset – Our aim is to leave behind stronger leaders, teams, and internal change agents—not dependency on us.