Organizational Development Services
Faced By Organizations
- High turnover
with associated high indoctrination and initial training costs.
roles causing conflicts and confusion.
Training program needed.
or non-existent supervisory training program.
has not "taken" for some people.
- Some of
your managers, including some of your most senior ones, still
try to "manage" people instead of trying to "lead" people.
- Early ID
and development program needed.
- You need
a better way to identify and develop potential supervisors, managers
and top leaders.
- People three
or four levels below you need a better idea of where you are trying
to go, how you are trying to get there, and what "there" looks
- Too many
low value tasks.
- You need
to significantly reduce or eliminate low value tasks.
- The problem(s)
you see are different from the problems you believe others might
Some of Our OD Services Include:
We help you and your people find out where you are, what you are
doing, and what you want to be doing differently. It may include
both an initial Organizational Assessment as well as some Individual
Assessments. These assessments can be very sophisticated or quite
simple, depending upon the organization and our initial discussion.
- Some assessments
will include 360 Degree feedback. The
only way we can learn how well we are meeting the needs of those
with whom we work is to set up a system that will ensure good,
accurate and timely feedback. The feedback alone causes changes
and the prioritized identification of training needs allows for
a laser-like focus on the most significant problem areas. While
we have been trained and are experienced in many, the 360 Degree feedback
program we use most is 20/20 Insight.
direction -- Help you collaboratively and collectively ensure
you are going in the right direction and establish ways to know
you are staying on the right road.
Planning/Goal Setting-- Help you to plan effective as an organization, with
significant and meaningful input from all, and with specific targets
of who will do what…and by when…and how success will be measured…identified
Coaching -- even pro-bowl quarterbacks need a coach.
Leader Assimilation --be productive, and let your team be
productive, from the start, not six months to a year later.
Feedback Concept, readiness, structure, developing effective
questions, developing effective structure for dealing with feedback,
one-on-one feedback, facilitated group feedback (peer to peer
or feedback from subordinates), requirements for a developmental
plan, using role models in-house, development of a complete needs
analysis with roll-up data, etc. Click
for more details.
new team start-ups.
- Role clarification.
- Early Identification
of High Performers and High Potentials.
of Effective Performance Standards.
- Cross Functional
Team Development -- Help you to reduce cross-functional disputes
by building (temporary) cross-functional teams that can come into
being to resolve issues and accomplish projects.
Management Initiation, Training and Coaching -- Help you establish
programs and processes to help you effectively manage performance
and coach for success.
Program -- help you establish a way to ensure those who need your
services are getting what they need, when and how they need it.
This includes your subordinates!
- Role Clarification
-- help you reduce or eliminate overlapping roles and responsibilities
and increase understanding of what others do and need from you.
Consistency -- Help you develop compensation programs that rewards
behaviors you are trying to elicit. (including teamwork!)
Services -- Provide outside, neutral mediation services to help
resolve inter and intra organizational and interpersonal disputes.
- Bench Strength
Analysis --Help you ensure you have the right people, including
maximizing your diverse backgrounds, trained and in place to move
- Skill Training
-- Help your staff develop better critical decision-making, problem
solving, and human interaction skills.
identification and development programs designed to meet your
individual organizational needs and your bench strength requirements.
executive and management retreats helping you make sure your top
leaders have an opportunity to re-focus, grow and bond.
interdisciplinary team initiation and development. We can help
with the identification of potential team members, the directions
which need to go to the groups, the rules, roles, responsibilities
and authority which the groups will have. We can then facilitate
the initial meetings and also assist when the groups reach the
effective and eliminating or modifying ineffective work flow and
bottlenecks. Through focus groups, interviews, and observations,
can help organizations track down and target bottlenecks for elimination.
Can also help organizations develop effective strategies and techniques
to overcome the bottlenecks and ineffective work-flows discovered.
and eliminating unnecessary work. The plate is full, then we add
more work. Something drops off. Is it the lowest priority item?
Not usually. We help organizations identify unnecessary and low
priority work for elimination.
Resolution. We help people and organizations build bridges. Using
a wide variety of techniques, including those from psychology,
business and mediation, we facilitate positive change.Executive
Coaching with your senior level (usually top three or four levels)
executives and managers. Normally, they are far more receptive
to an impartial, experienced outside coach than they could ever
be, even with an equally qualified internal resource. Sometimes,
it is the top level that needs to change in order for the organization
to be more successful. An outside resource is almost always superior
in that situation.
Why consider us or any outside professional OD firm?
approach, with oversight from a senior consultant who has done all
of this many times.
for your senior staff from a staff who has the education, experience
and skill to be effective in that role.
that is based upon pragmatism, sound leadership and management principles,
and sound psychological principles which maximize long-term effectiveness,
not just a short-term gain.
and willingness to work directly with you to help you maximize your
success. We would like to partner with you for the long term, rather
than be a "flavor of the day" and then gone tomorrow.
of a team of OD professionals developed from working with a wide
range of organizations.
Is Training Needed?
We believe Basic
Business Training is needed up front. Other training should wait
on needs analysis.
There are some
core competencies that all organizations need. These include supervisor
training, customer service training, sales training, training for
your support staff and team development training...especially for
intact teams, Additionally, training and exposure to at least one
of the behavioral styles theories and applications pay huge dividends.
Outside of of
these basic business training programs, we recommend you look first
at assessments before trying to train your way out of a problem
that may well require a systemic organizational change to make a
we can help you identify what success in the various areas looks
like, and examine alternative ways to deal with the (a) problem(s);
then, you can decide if training is appropriate. If training is
needed, it (like any other alternative) needs to be focused on solving
a specific problem and evaluated and modified as necessary.
Training Seminars and Workshops
us for more information by calling us at (866) 230-3131 or by filling
out the form below. We will get back to you as quickly as possible.