Consulting and Development Services
Maintain momentum with measurable results.

Organizational Goals Session

Organizational clarity is one of the critical factors that contributes to the development of high performance levels in the workplace. In an intensive three day retreat, we work with you and your executive group in a creative environment to achieve clarity and mutual understanding, addressing and resolving, perhaps long dormant issues which inhibit top performance.

During this process, top level decision-makers structure a statement of your organization’s mission, clarify responsibilities, and functions of the executive and mid-management levels, and crystallize organizational goals in eight Key Result Areas.

Results of this effort include: specific, written goals and plans to guide the performance and decisions of your people; an accurate and up-to-date organization structure based on the goals established at the session; improved quality of communication; total emotional commitment from the executive group; and the foundation for improved human performance throughout the organization.

 

Organizational Development

During times of change, you may need someone from outside of your organization to provide support, guidance and encouragement. Our purpose is to help facilitate the achievement of organizational goals and to enhance the effectiveness and professionalism of your organization through your people. As you and your people work and interact on a daily basis, there is little time to step back and view what is going on. Yet, in many situations, this stepping back process is exactly what is needed to provide an objective, solution-oriented viewpoint.

After identifying your specific needs, we act as catalysts to begin the process of improving human performance. This consulting role is highly interactive and is designed to involve all levels of management and the workforce. We help you move forward by providing an unbiased perspective, proven organization development practices and knowledge and a wealth of experience.

Organizational Climate & Management Effectiveness Assessment

In organization’s “culture” or “climate” sets the tone for productivity and performance. It becomes a framework in which employees evaluate and set informal performance standards. It is a powerful factor in determining the types of individuals who will be attracted to and be successful within your organization.

We collect data to help you measure seven dimensions of organizational climate, sixteen management skills, eighteen conditions of organizational effectiveness, and three types of functional/dysfunctional management styles. The results, presented in graphic, numeric and narrative form, provide you with the information necessary to make decisions, prioritize needs and determine strategies for the greatest return on your investment in your human resources. You also receive feedback on restructuring, succession and communication needs.

Find out how closely your views match those of your people. Discover discrepancies that may be hindering the performance of your organization. Crystallize and reinforce the common areas in need of attention. Highlight the areas of positive agreement and similarity. Are you and the people in your organization going in the same direction?

Strategic and Organizational Development Planning

Once the organization’s leaders have mastered the setting and achieving of annual Corporate Goals, they are ready to look further out on the horizon and plan for 3-5 years out. These goals include more strategic thinking about what they want to achieve and how to get there in our changing environment. We include a companion component of Organization Development to ensure that the people side of the business is tended to as equally as the numbers. A proper long term plan should be balanced to be effective and profitable.

 


Professional Development

Effective Personal Leadership

A process of application focused leadership development, crafted for people with organizational effectiveness responsibilities. Effective Personal Leadership is implemented over a 4 month period, with program based, 2 hour conference sessions held twice a month. Between these sessions, participants are listening to program concepts on CDs, working on their short-term goals, building a Personal Plan of Action and applying proven principles of goal achievement in their real world lives, both personal and organizational. Participants determine the results that they want in concert with their leader/manager; then manage those results through the creation and tracking of measurable criteria.

Effective Management Development

Effective Management Development (EMD) is designed to get measurable improvement in performance. It is implemented with a 3 hour kickoff session plus 6, two hour conference workshops held twice a month.Between these workshop sessions, participants are listening to EMD program materials on CDs, working on their short term goals, buildng Personal and Organizational Plans of Action, and applying proven principles of goal achievement and management to their jobs. Participants meet with their leaders monthly to review actual results based on agreed to measurable criteria.

Outcomes include, a minimum ROI; Time Management Plan; Delegation and Motivation Plans for direct reports; department or division goal systems; enhanced communication; and much more.

Effective Sales Leadership

This is as true today as it was 50 years ago, perhaps more so. Effective Sales Leadership focuses on development of the salesperson’s self-image, self-confidence, habits and attitudes. These attributes form the foundation on which consistent sales production is built. Solid sales skills, such as prospecting, questioning, using pre-approach techniques and more, are addressed as well.

Participants are encouraged to bring actual situations into the working sessions for feedback and suggestions. Role playing, personal and organizational goal setting and time management techniques round out this comprehensive process, leading to measurable improvement in performance.

Nothing happens until someone sells something!

Effective Supervisory Management

Making the move from “SuperWorker” to Supervisor sounds good; increased prestige, probably a pay raise and being part of the organization’s management team are powerful motivators. There are, however, several factors that may present challenges.

The Supervisor is now managing the people that were peers – a very different relationship. Another factor is the high probability that the new Supervisor has had little or no supervisory or management training or education. It entails much more than just “giving orders” to people who were your “buddies” just yesterday.

Effective Supervisory Management addresses these and the myriad other issues that a front line Supervisor faces, new or experienced. Taking risks, making decisions, planning, managing time are but a few of the topics covered in this multi-session, conference based process.

Nancy Lewine 2011