Stop and learn how one of the most hierarchical organizations in history became agile.
Agile Sprint Video #1: Introduction
This is the first of a series of videos on how an organization can achieve an agile cultural change.
Agile Sprint Video #2: Creating a Sustainable Competitive Advantage
All of the disruption from technology and generational change will impact all organizations. Opportunity exists to achieve competitive advantages through agility. Stop and learn why.
Technology in Industry Technology Report – Download here
This is a comprehensive analysis of the state of industry 4.0 in Southeast Michigan through the view of the 4th Industrial Revolution and the talent needed to be successful. The report also includes use cases from major employers in the region. CFP colleagues David Pistrui, Ph.D. and Darrell Kleinke were central researchers on the report.
Publication: 2019 Technology in Industry Report by Automation Alley
Do you know about the 4th Industrial Revolution?
Do you understand how it will impact businesses and our daily lives?
How about the challenges of developing, recruiting and retaining the best possible people to leverage the new technologies?
All these questions and more are address in this report. CFP colleagues, David Pistrui, Ph.D. Chief Researcher and Academic Liaison and Darrell Kleinke, Ph.D. Associate Researcher are key drivers of the information and insights in Automation Alley’s report. Stop, download and read the report.
We are thought leaders in Industry 4.0, organizational agility and developing talent to meet the challenges of the future.
Click Here to Continue to download.
Publication: Industry 4.0: A Roadmap For Michigan’s Global Leadership
What are the best strategies for Michigan to leverage its unique capabilities to capitalize on the dramatic disruption related to the technological change of the 4th Industrial Revolution? CFP colleagues, David Pistrui, Ph.D. and Darrell Kleinke, Ph.D., collaborated with Automation Alley, The Michigan Economic Development Corporation and the World Economic Forum to take a deep dive into the opportunities for Michigan. Continue reading
Blog: What happens if your organization DOES NOT become more agile?
November 1, 2018
To answer the question, let’s first discuss what it means for an organization to be agile. An agile organization proactively seek opportunities to identify and apply new ideas that improve organizational effectiveness. It also has a cultural mindset that values and encourages learning, collaboration and shared ownership of the vision, mission, and purpose of the organization. Continue reading
Blog: SEARS- The Agile Organization From Another Era Files Bankruptcy
October 15, 2018
Last night Sears filed for Chapter XI bankruptcy. Started in 1886 by Richard Sears as R.W. Sears Watch Company, it transformed retailing. Sears developed an innovative distribution delivery system and mail order catalog that offered virtually any product, to anyone, anywhere in the United States. They accomplished this feat by leveraging the US Postal Service’s Rural Free Delivery program that connected the most remote parts of the US. Sears recognized the opportunity to re-imagine retailing as a national versus a local business. In many ways, they started out like the Amazon of its day and then followed with retail stores across the country to become the Walmart as well. Continue reading
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NC Hub Certified * Minority-Owned Small Business – North Carolina-based; Operates Worldwide
611430 Professional and Management Development Training
541611 Administrative Management and General Management Consulting Services
541612 Human Resources Consulting Services
Cape Fear Partners, LLC (CFP) is aNorth Carolina based advisory and research firm with a “people centric” approach to supporting Fortune 500 companies, governments, closely-held enterprises, and educational institutions. We are a leading authority in developing strategies to address the disruption related to Industry 4.0. We provide services in three areas:
Talent Evaluation and Development
Organizations need an agile workforce. We provide clients with comprehensive advice in the recruitment, onboarding, development and retention of talent across the spectrum of jobs. We use EEOC compliant data-driven suite of assessments that are best-in-class to uncover individual and team behavioral styles, motivations and soft skills that translate into superior performance.
Innovation and Growth Operational Models
The disruption of technology, talent and competition is requiring organization to envision new opportunities and be highly responsive to remain competitive. Current business models are insufficiently responsive and resilient. We support our clients through the application of dynamic thinking and structured innovation processes that go from people to new processes and product development to include all of the critical cultural elements of the organization.
Research & Analytics
We leverage our evaluative tools and in-depth work in the area of human talent development to enhanced analytical techniques such as multivariate equation modeling to uncover relational, causal and predictive performance that can further enhance opportunities for success.
Darsweil L. Rogers Partner, executive, coach and Certified Behavioral Analyst with 30+ years working with organizations across the US supporting organizational change, executive and mid-management development, strategic and dynamic thinking processes. 20+ years with JP Morgan Chase & Co, as corporate lender, insurance executive and strategist.
David Pistrui, Ph.D., Partner, executive, entrepreneur and educator having served as an advisor to the states of North Carolina and Illinois, Austrian Federal Economic Chamber, Bahrain Institute of Banking and finance and Fortune 500 companies such as Tenneco and Ford. Holds Ph.D.’s in Applied Economics and Sociology.
Capabilities Statement Cape Fear Partners
Publication: Leadership 100 Project Report Study
In 2016 and 2017 we completed an analysis of the behaviors, motivations and skillset of the leaders in Fayetteville and Cumberland County North Carolina. The process began with inviting a nominated group of community leaders to take the TTI TriMetrix® DNA suite of assessments. The assessment looks at behavioral style, driving forces (motivations) and skillset. These leaders came from business, education, non-profits, a government. One-hundred and sixteen (116) participants completed the assessment. We looked at the leaders against the national average, men versus women and African Americans versus White leaders. The findings are insightful and provide basis for moving the community forward on a positive path.