Sysdoc on the Digital Marketplace
We're delighted to announce that we are on both the GCloud 10 and Management Consultancy Framework Two (Consultancy Two) frameworks to procure services for the government and public sector.
Our solutions were developed with an understanding that people are seeking ways of working in a simpler, smarter way. In an age of digital disruption, we are harnessing the power of technology to provide organisations with what they need to fully embrace the future of work.
Some of our future-focused solutions are:
- Collaboration solutions - Enabling people to work effectively, providing the right information, at the right time.
- Innovative learning - Distinctive and specialist training which is agile, engaging and immersive for today's learner.
- Capability development - Ensuring future-proofed organisations through teams which are self advancing.
- Connected Supply Chain - A seamless approach to process optimisation and an assured delivery of product to customer.
Latest blog postsSee all blog posts
Thinking transformative, and embracing digital
Our latest thought leadership ‘Thinking transformative, and embracing digital’ takes a human-centred approach to transformation. We believe in creating alignment of process, technology and people to enable a 'customer first' outcome.
Designing the future of Sysdoc
How we enabled global collaboration and team work to rebrand from the inside-out, taking a human-centred approach to branding by putting our people and our clients first through the entire process. What does ‘brand’ mean to you? For some it has become shorthand for a variety of static visual assets, like the logo, or look and feel. But to us, brand is more than what a company ‘looks like’. An organisation’s brand lives in the minds of the people who engage with it. It’s how people talk about an organisation, and how they interact with it – a good brand increases both trust and loyalty.
How to improve your organisation's culture: The impact of unconscious biases in organisational culture
Did you know you are the culture creator? It comes as no shock that many of us struggle to improve ‘Organisational Culture’ when, as an industry, we still cannot even come to an agreement on its definition. It is suggested that when viewed holistically, organisational culture: is the rolling sum of what we do (or do not do) and whether those behaviours are rewarded and reinforced (monetary, recognition, advancement) or punished contains shared understandings and stories can be reflective of attitudes in the wider local, regional or national culture in which the organisation sits can vary within the company (based on its structure) is viewed by some as static, others as dynamic and continuous (Watkins, M., 2013)