Consulting

Organizational and Team Development Consulting

According to Merriam Webster’s Collegiate Dictionary, to organize means to form into a coherent unity or functioning whole; to set up an administrative structure; and to arrange by systematic planning and united effort. By definition, therefore, an organization is designed to achieve what individuals working alone cannot.

There are four stages to development that most teams typically encounter. This four-part model is essential to enabling a team to achieve high performance as it moves through its development process:

  • Identity: What do we stand for and what are we trying to accomplish? Issues such as Mission, Vision, Values, and Culture are defined in this stage.
  • Strategic Focus: What are the major categories of performance the organization must regularly engage in to fulfill its Mission and Vision? Defining the Critical Areas of Performance is central to this.
  • Relationships: How do people in the organization perform and interact with leadership, with each other, and with those outside the organization?
  • Reinvention and Renewal: How do the organization and its members continually learn, grow, and adapt?

This can be delivered as a training session for leaders and managers or through guided facilitation with an intact team or work group so that the team can address these issues.

Strategic Planning and Implementation Consulting

Strategic Planning answers the question: On what will we focus our attention and mobilize resources to achieve our Mission and Vision this year? We look at five areas of attention through our planning process:

  • Assessment: What are our current internal Strengths and Weaknesses, and the external Opportunities and Threats that impact the organization?
  • Goal-setting: What will be our key goals and strategic initiatives for the year?
  • Trade-off Articulation: What will we consciously not do this year, and not spend time and resources on?
  • Implementation: What are the specific plans and resources needed to achieve the outcomes we want?
  • Evaluation: How will we measure our success?

This can be delivered as a training session for leaders and managers or through guided facilitation with an intact team or work group so that the team can address these issues.

Change Management Consulting

Change is the overriding dynamic in all businesses today. Whether large or small, service, health care, retail, or manufacturing, every business, and in fact, every department within the business, is in what Daryl Connor called a “whitewater” existence, constantly and continually initiating changes within the organization or business unit to respond to changes coming at them in the larger business environment. Whether in response to competition, technology, or blending of corporate cultures through merger, companies are restructuring their habitual ways of doing business. Clearly, continued organizational success hinges on the effective initiation of and management of change.

Traditionally, strategic planning provided leaders with knowledge of their organization’s current situation and the vision of its desired future. However, rarely is the impact change has from a people perspective factored in. There hasn’t been time to, since there’s another change coming down the ‘pike. From the executive’s or manager’s perspective, the planned change makes sense, in fact, it’s essential, so people should just get on with it and do it! How can anyone be against what is clearly in the best interest of all?

Ah, there’s the rub. People. Don’t they get the fact that competition’s heating up? Can’t they see how this software will make things better? Isn’t it obvious that you have to realign your operations? What are they complaining about? Why can’t they just “get on with it?” Some will say, “If they don’t like it, they can leave.” True enough. And some will. The problem, of course, is that the ones who leave often are those most employable, with the most transferable skills-in short, the top performers. There’s a huge cost associated with recruiting, hiring, and training their replacements, not to mention the lost knowledge and experience they take with them that can be very difficult, if not impossible to replace when those top performers leave.

Change Management consulting provides a systematic way to help executives and managers-those people initiating change in their organizations or who are responsible for implementing change in their work group-understand change and support their employees through change. Leaders will develop a mindset for change and will understand

  • how the pace of change is accelerating and how this specifically impacts their organization or work group
  • why change is so difficult for people
  • a three-part model that explains why people have such different reactions to the same change
  • a six-stage framework to deal with the predictable resistance to change
  • how to develop resiliency and other self-management strategies for change
  • other planning strategies for both the task- and people-management issues that are part of change
This can be delivered as a training session for leaders and managers or through guided facilitation with an intact team or work group so that the team can address these issues.

Organizational Leadership Development Consulting

There is going to be a leadership drain throughout our nation over the next decade. From public institutions such as government and education to the non-profit world to private industry, estimates range from 25% to 75% of managers and executives will be leaving their organization as they reach retirement age. Forward-looking organizations must have a succession and development plan in order to remain viable in the future.

Our Leadership Development consulting will help you:

  • look at your key business challenges
  • define the essential leadership performance competencies you’ll require
  • develop a process to identify individuals in your organization who demonstrate a high potential for leadership
  • link them with appropriate development opportunities to create a comprehensive framework for developing the future leaders in your organization
This can be delivered as a training session for leaders and managers or through guided facilitation with an intact team or work group so that the team can address these issues.