Inner Circle – Build high performance workplaces
An exclusive program for visionary leaders & high potential workplaces who are committed to building high performance workplaces & high impact teams
Our philosophy is simple – the first time we share a brew, we are strangers. The second time, you are an honored guest. The third time is when you become family, and for family, we are prepared to go to world’s end to contribute to their success.
Being part of Inner Circle, member firms get full access to our game-changing tools, insights, The Brew network of like-minded experts driven to build high performance workplaces. That’s not all folks, members get an extended high calibre team, deep partnering & committed to member’s success.
We build High Performance Workplaces; See The Brew Recipe for building one
High Performance organization adhere to ethic that manifests along two critical dimensions: ambition and execution. This performance ethic is grounded in a widely shared set of work ethics to move the needle across defined goal to execution. Organizations improving on these, continually, qualify for Great Places to Work / Great Workplaces.
We deliver outcomes, not just insights.
Being completely data driven, scientific, & objective, gives us the conviction, capability of results & impact – an absolute pre-requisite to build high performance workplaces.
Hi-Performance is journey across multiple levels – each with its unique challenge
Simply put, what got you here, won’t get you there, that’s the core philosophy of Good to Great organizations. Organizational behavior & strategy must change to get to next level. Most organizations either don’t get this, or realize it only when it’s too late. Only a few understand, what is required of them at each level.
Inner Circle’s raised entry bar defacto breaks through the noise, placing you in league of your own
The selection process in building Inner Circle is highly methodical. To be eligible, organizations should score high on:
a) Solving real world problem; b) Over last 2 years, Revenue per Employee & Net Revenue per Employee, should be above 70th percentile of industry OR Revenue Growth & C-SAT, should be above 85th percentile of industry; c) Desire to re-distribute value create with employees (not limiting to specific titles of employees); d) A definite value ethos that Management & Employees deeply believe in, guiding all the actions OR high inclination towards building self managed teams and/or improved D & I
Impossible is just a big word thrown around by small men who find it easier to live in the world they’ve been given than to explore the power they have to change it. Impossible is not a fact — it’s an opinion. Impossible is not a declaration — it’s a dare. Impossible is potential. Impossible is temporary. Impossible is nothing.
Muhammad Ali
