Examples of Erik Vermeulen’s Consulting Work

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Being a Behavioural Economics Strategist allows me to help my clients to gain a better understanding of the business of working with people in the modern, experiential economy. Over the last 15 years we’ve obviously concluded many, many projects, so I’m just sharing a couple here. Feel free to contact me if you’d like more information about these projects.

Example:

Working with one of South Africa’s top 5 Medical Aid administrators, we helped them create a behavioural culture in order to underpin their rebranding project. We engaged all of the their employees successfully and then showed them how they could use Behavioural Economics principles to improve their Rewards and Recognition systems, including an online “gamification” platform. This has helped in continuous employee engagement and also creating more meaningful rewards.

Example:

We’ve worked with one of the most profitable airlines in Africa to develop a purpose driven Behavioural Culture and then completed the roll-out with engagement sessions to over 2500 employees.

 

Example:

We’re currently consulting on culture and behaviour to one of Africa’s top hotels. Having started with their Management Team, we’re delivering culture and behaviour programmes to all levels of staff in order to engender an even better “service culture”.

Example:

One of Africa’s biggest mobile communications companies partnered with us to develop their new corporate culture, communicate their new Company Values and Goals, and motivate their employees to deliver better customer service. We presented 187 employee engagement workshops in 8 weeks, attracting more than 84% of employees to attend and ultimately produce improved profit and revenue in the following financial year.

Example:

While consulting to the below-mentioned Project Management company, we were asked to run a series of alignment workshops on one of the biggest construction sites in the world (in 2010) to facilitate an aligned approach between the client, PM supplier and all contractors.

Example:

As management consultants to the South African division of an international Project Management company we have coached them through restructuring their MANCO and we are now working closely with them to develop and roll-out a culture based on both internally- and externally focused values.

Example:

We worked with the sales team of a niche-market magazine to increase their sales effectiveness and inter-personal skills with both their internal and their external clients.  This resulted in two record issues being published immediately after our intervention.  It also improved the working relationship between sales personnel and between the team and other divisions within the business.  They contract us monthly for “Lunch & Learn” follow-up sessions to further enhance their skills.

Example:

We consulted with the sales team of a global electronics company. They found they were challenged to sell 60 000 “old” model mobile phones before they could launch their new model. We helped them identify ways in which to move the old stock. They sold all the units inside of 3 weeks in a saturated market as a result of our facilitated intervention.

Example:

From 2002 – 2010 we consulted to a major international insurance company in developing their product teams, call centre and customer support teams to understand how they can function optimally through a better understanding of themselves, their team culture, and their customers (external “team members”).

 Example:

We have acted as executive coach to the management team in a new stationery franchise retail operation.  Our involvement included coaching and mentoring of management and staff at different stores, developing a corporate culture, on-going soft-skills training for retail staff, entrenching effective Inter-personal skills with all managers, and helping the family business make the transition to franchise management.

Example:

We recently worked with a major pharmaceutical group to provide a solution for managers to help them cope with the stressful nature of their industry.  We developed stress management systems and showed them how to harness the power of their minds to manage their responses to stress, and to look for new opportunities.

Example:

We worked with a listed company in the construction sector to develop people management skills among their site foremen.  This intervention further detailed the development of a team integration (team building) component to enhance the on-site effectiveness of work teams and to make the foremen more aware of the value and bottom-line results of effective team work on-site.

Example:

We were contracted to a national Top 10 sports team from 2003-2008 where we worked, as Mind Coach, on their team development and on-going performance coaching to enhance their results on the field.  Their performance has improved from a played ratio of 14 – 5 in 2003, to a current 75% wins achieved over 3 years.

Example:

We work annually on the Support Services conference of an international pharmaceutical group to not only provide the staff with innovative team development interventions, but also a high degree of corporate recreation.  The recreation element serves to address performance strategies for the following year as we facilitate these in a structured and meaningful way in order to create lasting mental anchors.

Example:

We served a three-year contract with a major player in the telecommunications industry to improve staff morale, team effectiveness, inter-personal skills and stress management skills at regional office level.  In an industry demanding a 99% “on air” standard, our involvement helped identify personnel issues and served as valuable attitude adjuster in getting the company’s culture to move away from a “government mentality” towards the performance attitude of a commercial operation.

Example:

Consulted on the implantation and “chunking” of the transformation programme for a South African mining operation.  The challenge we met on this project was making the learning material and transformation process more accessible to employees on all levels of management and literacy.  Our track record in experiential education served as an asset to embed the transformation values in the behaviour and attitude of employees at all levels.