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Team Dynamics


Recruitment covers the process of successfully recruiting high-performing individuals.  It includes: Identifying the core requirements, Developing a job description that aligns with the team and the culture, advertising and reviewing responses, culling, the interview process, the hiring process, and the onboarding process.

It also covers what tools and templates are needed and how to delegate part of the process but retain the decision-making for the hiring process.  The process also can be adapted and applied to contact and casual team members.

Outcome: A structured process with supporting tools and templates for highly world-class team members.  NOTE: Depending on the depth of expertise required, an expert HR specialist can be recommended.


Team structure and alignment focuses on the existing team(s), including the management team and any directors or board members. Using a profiling approach is about understanding the talents of the existing team, realigning where appropriate, and ensuring there are: Job descriptions, performance indicators, processes training plans = and reward strategies and structures to retain and grow into world-class team members.

Outcome: A realigned team and documented JDs, complete staff manual, performance and management system.


To improve company culture and employee morale we address how to develop a world-class culture where people want to work and are preferred employers when recruiting.  This includes introducing specific actions to build. And roll out a culture plan that also builds team morale.

Outcome: A structured Culture change process and plan with timelines.


This module brings into the family equation, including selecting the next generation leadership team and assignment of roles that may cause issues within the family or wider family.  It also addresses the approach if there is no obvious family member to succeed and how to identify an alternative successor.  It is also about developing the timeline for transition and the approach to take.  If the current owner is reluctant to embark on a transition plan, what steps can be taken to ease the process?

Outcome: A succession strategy with a transition timeline and plan. NOTE: Depending on the depth of expertise required, an expert family business financial advisor can be recommended.


Osprey has a unique framework for introducing changes into the business, whether that be through reorganisation, new processes, new technology, new product launches or approaches to sales, marketing and customer service. Assistance in completing a change and communications plan is provided and support to manage the change process.   There is a 20-module approach that will be reviewed and tailored to your particular needs.  Change champion roles can be identified and trained.

Outcome: A change and communication plan with roles and timeline.

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