A detailed document outlining the services I provide as an independent consultant or as an Associate to consulting firms in the region.

1. Mubeena’s Services 1
MUBEENA’S SERVICES
GUIDING PRINCIPLES
All services offered by me are in the context of The Organisation Development Model.
All service areas are based on my change methodology in relation to The Organisation
Development Cycle and Methodology. This means that no matter what service your
organisation requires, as a Consultant I would employ the same principles in
facilitating your team to obtain the best courses of action. These are the guiding
principles and assumptions I work with (‘You’ refers to the person/team/section
that is identified as the Client):
• All solutions lie within you and it is my job to bring those out in a safe way using
an effective process.
• I do not make recommendations because I believe you know your organisation
better than I do.
• My primary responsibility as a Consultant is to facilitate, not dictate.
• Work will be done with the involvement of an Internal Change Team of key
members of the organisation.
• Methodologies for each service will differ from organisation to organisation
tailored to their culture.
• All the services I offer have an objective to make an impact on the
organisation’s business results.
• The methodology with every Service Area centers on an interactive team-building
process.
• I make an assumption that says “if you have to measure change, then it has
not created a paradigm shift”.
• My goal for you is breakthrough transformation so the organisation does not
go back to what it once was.
• All my work is founded by an attitude of appreciation and a positive mindset to
achieve results.
SERVICE AREAS
Mubeena’s Services can be summarized as follows in terms of 3 major Service Areas:
I. Services in Organisation II. Services in Human Resource III. Services in Individual
Development Management Development
1. Foundations 1. Strategic HR 1. Career Purpose
©2007 www.mubeena.net

2. Mubeena’s Services 2
2. Job Structure
2. Change Management 3. Performance 2. Personal Leadership
3. Culture 4. Training 3. Personal Responsibility
4. Top Management 5. Compensation / Benefits 4. Job Accountability
6. Staffing
7. Wellness
SERVICES IN ORGANISATION DEVELOPMENT
Services in Organisation Development focus on the 4 Levers of Change: An
organisation’s Foundations, its approach to managing Change, its Culture, and
the behavior of its Top Leadership Team. They are based on my definition of
Organisation Development (refer to Mubeena’s Organisation Development Philosophy).
Key objectives related to the 4
Levers are:
FOUNDATIONS: Developing an
existential philosophy, vision,
and direction that will shape
your organisation’s future.
CHANGE MANAGEMENT: Planning
for change whether immediate
or gradual and overcoming
systemic resistance to it.
CULTURE: Assessing core
values, norms, and attitudes to
create an environment that
fosters creative independence
for all.
TOP MANAGEMENT: Aligning the
top team to a common vision, set of goals, and decision-making process.
A clear process is jointly created with you culminating in strategic deliverables that
include organisation-wide Change Plans.
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3. Mubeena’s Services 3
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FOUNDATIONS
o Philosophy and Ethics: Together we will come up with a solid philosophy that the
organisation’s top team would refer to when the big strategic decisions have
to be made. Here we answer questions related to why the organisation exists,
what it stands for, and what its social responsibility is.
o Vision and Aspiration: I facilitate to bring about a clear picture of what the
organisation’s vision and aspiration for the future is. This is a vital exercise
that creates a smooth pathway for the organisation to ensure business
success now and in long-term scenarios.
o Mission and Direction: An assessment of the organisation’s current Strategic Plan
is carried out and results are compared to its futuristic vision. This would
determine whether the organisation is in the right direction and on track with
its vision, and a Strategic Change Plan would be created.
o Strategic Intent and Goals: We will together create a Strategic Plan based on a
statement called the Strategic Intent that defines how the organisation intends
to achieve its current mission. Broad and specific organisation-wide goals will
be identified to support the Strategic Intent.
CULTURE
o Core Values: A facilitative process is used to uncover deep beliefs about work
ethic, team unity, and individual freedom. We examine socio-cultural values
related to interactions between individuals and teams and determine how this
affects business relationships with external parties.
o Environment: We look at the work environment and whether it is conducive to
what the organisation needs to achieve. Questions about whether the cultural
environment allows for individual creativity, freedom to express ideas, and the
ability to initiate change will be examined leading to a Change Plan.
o Norms and Attitudes: Through a unique process, I would help the client realize the
conscious and subconscious norms and attitudes entrenched in the
organisation. With a Behavioral Reinforcement Plan, current norms and
attitudes can become highly positive to bring about renewed spirit.
o Politics: By way of observation and confidential group processes, negative
politics and power play in the organisation will be assessed. The goal here is to
create openness, transparency, and trust within all systems and people with a
process that aims to break barriers, eliminate fears, and reduce blame.
©2007 www.mubeena.net

4. Mubeena’s Services 4
CHANGE MANAGEMENT
o Planned Change: I would help the organisation develop a process for effective
planning, coordinating, and implementing change that is intended and planned,
e.g. new technology. This strategy can then be applied to major impending
changes without external assistance thereafter.
o Radical Change: Change that is radical in nature, sudden, unexpected, and
confronts the organisation with key questions that need to be answered quickly
can be facilitated. A good example of this kind of change is a merger or
acquisition which requires new communication flow and goals.
o Resistance and Readiness: Resistance to change is a major roadblock to
organisational success, and this service aims to overcome resistance from all
sections of the organisation. The process here is to bring the organisation and
the individual to common ground and move from resistance to readiness.
o Market-Induced Change: Similar to radical internal change, except that this is
propelled from external market factors. Sudden political, economic, and social
change might bring about new business rules that now need to be understood
internally. Global expansion and new markets are also managed.
TOP MANAGEMENT
o Leadership Behaviour: A top team-building initiative that looks into current
leadership behaviour and how it impacts the organisation’s success internally
and externally. A new introspective awareness is brought about with the aim to
increase delegation to lower levels and reduce micromanagement.
o Team Alignment: I work with the top management team for the purpose to unite
each member to the organisation’s philosophy, vision, mission, and goals. The
idea is not really for each member to have the same view, but for the team to
understand each others’ perspectives and embrace the best one.
o Decision-Making: Top leaders of the organisation are facilitated to develop a clear
decision-making protocol that would involve looking at the organisation’s
philosophy and value-system. This ensures that decisions are taken for the
best interest of the organisation instead of individualistic impulses.
SERVICES IN HUMAN RESOURCE MANAGEMENT
Services in Human Resource Management are divided into seven (7) HR
Systems and their sub-systems. These form the internal people-based systems that
reflect the 4 Levers of Organisation Development (Refer to Mubeena’s Organisation
Development Philosophy).
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5. Mubeena’s Services 5
Key objectives for each HR System are:
STRATEGIC HR: Building a Strategic
Human Resource Plan to align HR
Systems with the organisation’s
business strategies.
JOB STRUCTURE: Organizing
relevant job positions into a
structure that will leverage the
impact of all work units.
PERFORMANCE: Managing the
performance of employees using a
fair and just procedure leading to
professional development.
TRAINING: Meeting knowledge,
skill, and ability development
needs with job-related training by
in-house subject matter experts.
COMPENSATION/BENEFITS:
Distinguishing the organisation
from the competition with a career
growth compensation strategy.
STAFFING: Ensuring that people with the right talent are always available for key
job positions with succession and retention.
WELLNESS: Maintaining the well-being of all employees of the organisation to
ensure that their needs in the work environment are met.
___________________________________________________________
STRATEGIC HR
o HR Management Strategy: I will help facilitate your organisation’s Human Resource
Management team to develop a strategy that includes goals for all HR Systems
and alignment processes of the systems with Organisation Development
objectives in the context of the larger corporate system.
o Department Goals: Together we work with each department or business unit of the
organisation to create a purpose, mission, strategy, and goals in order to meet
the larger organisational business goals. Each department or business unit will
be assessed in terms of each HR Systems’ strategies.
©2007 www.mubeena.net

6. Mubeena’s Services 6
o Business Processes: An assessment of the organisation’s internal business
processes with the involvement of a change team, including communication
and workflow audits, is offered here to bring in increased efficiency,
transparency, and speed into the work environment.
o Policies and Procedures: A joint review of the organisation’s current Human
Resources policies and procedures would be facilitated and recommendations
for changes will be in the form of confidential employee feedback about how
policies affect their job performance and well-being.
JOB STRUCTURE
o Organisation Structure: The current layout, hierarchy, and structure of the
organisation will be examined with you in order to determine whether this is the
best way for the business to flourish in terms of external sustainability,
competitiveness, and internal efficiency.
o Job Analyses: A Job Analysis is a process of collecting relevant job-related
information for the purpose of identifying key performance factors, employee
competencies needed for the job, and predictors of who would be successful
on the job. Every HR System is based on Job Analyses in some form.
o Job Design: This subsystem looks at how jobs are designed, what kind of variety
it brings for the employee and how it enables learning and growth. Job Design
also looks at the ergonomic work settings required and how this can be
improved to keep the employee motivated and engaged.
o Job Descriptions: Documenting the job specifications, job responsibilities, key
result areas, and reporting structure of a job position constitutes its Job
Description. You will receive a customizable format for recording job
descriptions which can be used for employee orientation and documenting
changes.
PERFORMANCE
o Performance Measurement: Using the Job Analysis as the foundation we would come
up with how key performance factors can be measured, assessed, and
evaluated against a set of performance criteria for each job position. This is the
first milestone for creating a Performance Management System.
o Performance Appraisal: A performance appraisal process will be designed by
facilitating key supervisory personnel to accurately assess the performance of
individual employees against key performance factors. The process would
include reviews with the intention of employee development.
©2007 www.mubeena.net

7. Mubeena’s Services 7
o Competency Modeling: With an internal team, I would facilitate the creation of a
customized competency model for the organisation to form a competency-
based performance management system. Mapping key competencies can be
done across the organisation, department, sections, and individuals.
o Skill Development: I offer a service where we create continuous skill and talent
development processes linked to the organisation’s Training system. This
includes identifying key knowledge, skills, and abilities that need to be
developed by individual employees to sustain and improve job performance.
TRAINING
o Training Needs Analyses: Supported by the Skill Development subsystem, a specific
process is carried out to identify the training needs of individual employees
who need additional tools to sustain their high performance on the job. This
forms the basis for developing the organisation’s training programs.
o Training Program Design: Internal training programs can be designed according to
the organisation’s training needs which include content, delivery methodology,
learning theories, and transfer of training concepts. Programs will focus on
interactivity, participation, and experiential learning.
o Coaching/Mentoring: One-on-one mentoring and team/group coaching programs
can be designed at the organisation for the purpose of individualized attention
and developing specialized skills and knowledge that are company-specific to
its culture, products, and services.
o Training Evaluation: No training program is complete without an evaluation of how
successful it has been in improving job performance. A Training Evaluation
procedure would be created that would assess how effective training has been
and would propel any new changes to be made to programs.
COMPENSATION AND BENEFITS
o Fixed/Variable Pay: As part of developing a unique compensation and rewards
system, we would examine the organisation’s current pay strategy to
determine whether it meets market trends, supports employee retention, and
whether performance behaviours get positively reinforced.
o Reward Schemes: A Reward Scheme program for distinguished employees who
consistently exceed performance expectations, with the goal of retaining the
best talent in the organisation would be designed using the facilitative process.
Rewards will be unique, innovative, and motivating.
o Pay Grades: Assessment of the current pay grade structure of the organisation,
including its ranges and broad bands, to determine whether it is best fit for
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8. Mubeena’s Services 8
both the organisation and the employee. I would help the management
examine whether growth from one grade to another is efficient and rewarding.
o Perks/Benefits: Besides monetary compensation, the Perquisites and Benefits
system would be reviewed and altered to enable cost-effectiveness and
employee motivation goals. New and innovative benefits can be created,
designed, and appropriated that are unique to your organisation’s culture.
STAFFING
o Succession Planning: I would help the HR team develop a Succession Plan for the
organisation to ensure that talent is recognized and prepared to take over key
job positions as they become available when senior employees get ready for
retirement or if unforeseen circumstances come along.
o Recruitment and Selection: Based on the Job Analyses of positions, I design a
recruitment and selection process that involves narrowing down on the right
candidates through validated selection tools and methodologies created
specifically for the organisation.
o Retention Strategy: As part of maintaining a positive company culture we would
devise an employee retention strategy that would be linked to the
organisation’s internal culture and value-system by designing organisation-
wide traditions and large-scale events that enhance spirit and bonding.
o Talent Management: My role for this service would be facilitating your people to
recognize talent, i.e. genius, special skill, or unique abilities and put it wherever
it is needed in the organisation even if this means shifting away from prevalent
job duties, utilizing collective talent organisation-wide.
WELLNESS
o Motivation: I would help your HR team design and implement an employee
motivation strategy based on a model of employee behavior and organisational
culture. We would find out what motivates employees in context and what they
seek to avoid so that we can reinforce those motivators.
o Career Satisfaction: This entails uncovering employee satisfaction levels regarding
their job, work environment, career growth opportunities, and the managerial
style of superiors using a confidential feedback process to collect data that
would be the basis of a system-wide Change Plan.
o Stress Management: We would surface the sources of stress for employees in the
organisation and focus on reducing stressors that negatively impact job
performance. A stress management program would include Employee
Assistance Programs and strategies to combat personal and workload stress.
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9. Mubeena’s Services 9
o Work Flexibility: I would help introduce and integrate policies related to work-life
balance, flextime, and options for working remotely offsite in order to
accommodate the needs of talented professionals who might be restricted by
personal circumstances while still ensuring consistent job results.
SERVICES IN INDIVIDUAL DEVELOPMENT
This service area focuses on the leadership mindset and behavior of the
individual employee vis-a-vis four (4) individuality-based Elements. These services
will be executed in conjunction with the directives of the organisation’s
management, i.e. the individual
employee will not be seen as
the sole Client.
Key objectives for the Elements
are:
CAREER PURPOSE: Aligning the
individual employee’s career
and life goals to the
organisation’s vision and
mission.
PERSONAL LEADERSHIP:
Developing decision-making
and strategic planning skills for
individual sustainability.
PERSONAL RESPONSIBILITY:
Developing the attitude,
commitment, spirit, and
affirmation for individual job
ownership.
JOB ACCOUNTABILITY: Achieving accountability by developing individual freedom
and job responsibility awareness.
Although in group settings, the results will impact each individual employee during
the process. One-on-one coaching services are available for key decision-
makers.
___________________________________________________________
CAREER PURPOSE
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10. Mubeena’s Services 10
o Career Choice: In confidential individual or group settings, I would facilitate a
series of coaching sessions to uncover and develop individual passion for a
chosen career at the organisation. The idea would be to align individuals’
personal life philosophy with career purpose, aspirations and fulfillment.
o Career Growth Path: We would help individuals and the organisation look at a
career progression and define growth objectives in terms of what their career
goals are and what the organisation offers them for future success.
o Career and the Self: I use a facilitation approach based on philosophical counseling
to align the individual self with a career purpose in terms of who they are as
people, their personality fit, and their personal work style. This would help
employees determine a career purpose, growth plan, and set goals.
o Work-Life Balance: We would help individual employees manage their priorities at
work by identifying what is important to them personally and professionally.
The main goal here is to facilitate a time management scheme to maintain a
work-life balance.
PERSONAL LEADERSHIP
o Impact Awareness: In a joint effort with the management, I would design an
awareness campaign for employees to know about how their job contributes
to the organisation’s success in terms of profit, efficiency, and customer
satisfaction to increase organisational commitment.
o Courage: This unique service in leadership entails first working with the top
management to define individual authority levels and then a facilitative
methodology would be designed to instill individuals with courage to take
decisions and commit to actions with confidence and positivity.
o Long-Term Planning: I help key individual employees strategically plan their job
responsibilities in order to achieve their expected results by designing
individualized action plans. The plans are implemented and followed up with
specific activities to be executed by higher management.
o Inter-Personal Relations: Employees will be coached in confidence about the quality
of their relationships with colleagues, managers, customers, and suppliers
through a specific agenda created after assessing how their relationships
affect job performance and business results.
PERSONAL RESPONSIBILITY
o Ownership: Together with the management we would create an individual culture
of ownership for responsibilities, actions, mistakes, and results. A series of
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11. Mubeena’s Services 11
workshop and coaching sessions would be designed and key measures of
what defines ownership would be assessed.
o Commitment: I design and facilitate commitment engagement sessions with
individual employees in a group setting with their higher managers.
Commitment sessions aim to help employees emotionally and intellectually
bind themselves to their job, department, and organisation.
o Learning: I would help the relevant management level create a Knowledge-
Management System based on a customized learning model. Employees
would then participate in interactive workshop sessions to increase their
learning capabilities on the job by analyzing mistakes and success stories.
o Self-Improvement: Together with individual employees we would develop self-
improvement plans based on an analysis of what their developmental needs
are. This would also include specific practices for the purpose of increasing
individual learning, commitment, and ownership at a genuine level.
JOB ACCOUNTABILITY
o Job Clarity: Together with the management we would create a program for
employees to help them obtain clarity on their job responsibilities, lines of
authority, and areas of decision-making. All areas of concern and confusion
would be dealt with and new action steps towards clarity will be initiated.
o Goal-Achievement: As higher management sets new goals for employees I would
help create goal-achievement strategies and plans so that individual
employees can achieve expected results. Plans would include the use of
specialized knowledge, abilities, and competencies of individuals.
o Resource Allocation: Individual employees would be helped to allocate and use
available resources effectively, creatively, and justly on the job to maximize
their returns. Resources may include technology, manpower, equipment and
creative ideas for utilizing them are generated.
o Delegation: In order to help individual line managers achieve key results for the
organisation I would help them identify what work can be delegated down the
line to reduce micromanagement. Delegation involves clear communication of
performance and results to lower level employees.
SELECTION OF SERVICES
©2007 www.mubeena.net

12. Mubeena’s Services 12
The following recommendations apply if your organisation needs to prioritize
on which services it requires and deciding upon the right time for them:
1. To help your organisation prioritize what it needs, I would first conduct a
diagnostic study that involves feedback from key players in the organisation
based on Mubeena’s Organisation Development (OD) Model. We can then decide what
services your organisation requires at this time.
2. It would be beneficial to combine services from a single Service Area only. For
e.g. without an organisation’s HR Strategy in place, going for any service
related to Individual Employee Development would not be successful. Each Service
Area should be functional before moving on to the next.
3. All services are recommended to be executed using group interactive
methodology where the people who will be affected by the interventions are
primarily involved. Therefore the potential client needs to make sure that
the relevant team is available and is committed to the change.
To further help you identify your needs and the right services for your
organisation, please contact me Ms. Mubeena Mohd on m@mubeena.net.
I look forward to a conversation with you about your organisation’s success
with this motto:
"Creating Positive Change in Performance through Applied Philosophy and Psychology"
©2007 www.mubeena.net