Systematically Building Leadership Capability

We seek to build executive and managerial leadership capability during every client interaction. PeopleFit’s training courses, designed for efficient and engaging knowledge and skill transfer, represent the heart of this core value.

Systematically Building An Accountability and Engagement Culture

Our courses are designed to provide executives and managers with the requisite, stage-step building blocks needed to design and implement an integrated, total-systems approach to organization design, talent management, and managerial leadership, which becomes the catalyst for an accountability and engagement culture.

Requisite Organization Model

Our work-levels, science-based approach provides your managers and staff with a consistent, meaningful language to discuss all aspects of talent assessment, organization design, and managerial leadership.

A common requisite frame of reference dramatically improves the effectiveness and efficiency of all forms of communication and allows for rapid dysfunction diagnosis, problem solving, and process design.

Introductory Requisite Organization Training

For those interested in learning more about the model, our training course, Managerial Diagnostics, provides a sound introduction to the key concepts in the model and provides participants with an opportunity to directly apply the theory to everyday organizational issues.

Training Course Details

To learn more about individual courses, click on the individual Training Course links to the right.

Customized Training Design

We offer custom training development services designed around your organization’s talent assessment, organization design, or managerial leadership needs.

Call us to discuss your training needs today.

Contact PeopleFit Today

CONTACT US TODAY for a complimentary 30 minute discovery session to see how we can help.

What People are Saying

PeopleFit introduced us to the concepts of Requisite Organization and helped us apply them to our chaotic situation. I’ve seen the difference they make. We are working normal hours now, and my emails are down from several hundred to 75 per day. My department is no longer a roadblock. We are resolving 90% of customer complaints within our 30 day goal and we are delivering customer surveys in a matter of weeks when it used to take months. The quality of my hiring decisions is better. I’ve hired four people in the last year and they have all been stellar performers, and people are staying longer than two weeks! These concepts inform all my processes now. When I make changes, when I create new roles, when I hire, these concepts are always on my mind.
Marcy Matlosz, Global Director of Quality and Regulatory Affairs, Mallinckrodt Baker, Inc.