Black and white portrait of a woman with curly hair, smiling, wearing a leather jacket.

Hello, My name is Ravit

I am a strategic consultant with over 25 years of experience in using data, science and design to solve tough organisational and product challenges. I design solutions with people, systems and sustainability in mind. I am highly skilled in the following: Strategy, Service Design, Process & Systems Design, Experience Design & Change Management

Consultancy

I can help your team or organisation clarify complex problems, surface constraints, and define viable strategic options so decisions for better decision making

Workshops

I design and facilitate structured group thinking to reach alignment, decisions, and clear next steps on difficult issues.

I can also design and facilitate workshops for group problem-solving and innovation

Training

I deliver training that builds practical capability in career development, management, and facilitation.

Example Use Cases

  • The brief: Improve career growth opportunities in an organisation with limited upward movement.

    True problem statement: Expand the definition of career growth to create unique engagement, retention and recruitment strategies.

    The work: Collect and analyse data on career growth. Examine views, expectations, and experiences about careers.

    Output: Career growth index, organisational structure recommendations, and profiles for career paths. Strategic recommendations for HR programs, training programs, performance management and career related internal policies..

  • The brief: Training

    True problem statement: we can’t tell where the bias is because the system is noisy.

    The work: align perspectives of what promotions are for, collaboratively design a process that creates rules that can be checked and applied equally. Co-create a new system with novel touchpoints that control for human bias and reinforce equitable rule application. Design processes that review for bias regularly.

  • The brief: Create interventions to improve quality of middle management.

    True problem statement: Middle management experience fails to support development and fosters isolation.

    The work: Define and refine the strategic role of managers with leadership. Map out current journey and design the desired journey. Build curriculum, communication plans and leadership guidelines. Organisation structure changes to support execution. Establish manager index for tracking.

  • The brief: Roll out new working practices to support collaboration and inclusion.

    True problem statement: Roll out new working practices accepting they may need to need to updated.

    The work: Analysis of players and relationships using systems mapping. Establish ‘Jobs to be done’ to address

  • The brief: Correct bias in a promotions process.

    True problem statement: we can’t tell where the bias is because the system is noisy.

    The work: align leadership perspectives of what promotions are for, collaboratively design a process that creates rules that can be checked and applied equally, co-create a new system with novel touchpoints that control for human bias and reinforce equitable rule application, and design processes that review for bias regularly.

    Output: Wireframes for HR systems, Process map for HR operations. Comms plan for change management. Training plan for Learning and Development.