"Backed by the science of work, a village model enables safe and brave psychological spaces for exercising individuality while strengthening collective purpose"
Margaret Ochieng is an organisational psychologist specialising in inclusive people, talent, and culture solutions. Margaret’s track record on equality, inclusion, and diversity consulting, training and research spans various industries from financial services to the legal, public, SMEs and non- profit sectors. She is a visiting lecturer at Birbeck University London where she is also writting her PhD in Organisational Psychology exploring the development of anti-racism practice in UK organisations. Margaret is also a talent assessor for the civil service, a coach, speaker and panellist for corporate events.
Margaret style is popularly described as impactful, authentic and vibrant. She employs her lived experience and behavioural science expertise to inspire and challenge her clients to “cut through noise” catalysing impact and change at individual and group levels. Her village model approach and her evidence-based frameworks have been described as accessible, intellectual, practical and though-provoking in maximising intended progress while minimising bias and resistance to change. Margaret is also a certified psychometrician and a member of the British Psychological Society (BPS).
A Village Organisational Culture Model...
It takes a village to attract, retain and develop the best talent and partnerships!
Because great and inclusive organisations are great for everyone...
We enable organisations with a genuine desire and commitment for human-centric, fair, equal and inclusive workplaces to turn their commitments into an actionable and strategic reality.
We harnesses behavioral sciences theories and practice to enhance individual and corporate motivation in creating a "work village" where the quest for common good is both a duty and a privilege for all.
We co-create practical solutions with our clients leveraging our core values; humor, curiosity, efficiency, optimism and respectful inquiry.
Science: leveraging behavioral sciences to explain the "why" and "how", to enable conscious decision-making and commitment to change actions
People: putting "people" at the front, back, and center of everything we do. We tap into the "hidden voices" of your people and leverage storytelling and reflection to build the case for change.
Connectedness: meaningful inter-group relationships that are not at the expense of sub-group and individual identities can truly enhance a sense of inclusion, minimising resistance to inclusive culture change. Such connectedness is sustained by ongoing learning, curiosity, and respectful inquiry to create a fertile ground on which inclusion efforts can grow.
Data: utilising multiple sources of data to generate highly personalised, actionable insights to drive the desired goals