Improving Outcomes for Organizations and Their Stakeholders
The whole is greater than the sum of its parts.
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Sometimes it takes someone from outside to facilitate organizational movement,
particularly in terms of the development and evolution of relationship patterns among stakeholders. This can occur in a variety of ways including: |
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Training
Performance Outcome Measurement
Capacity Building
Succession Management
Leadership Development
Wellness & Making Positive Lifestyle Choices
Understanding Generational Differences
Enhancing Communication Skills
Board Development and Governance
Disaster/Business Continuity Planning
Excellence in Customer Service
Make Your Contacts Count: Creating, Cultivating, and Capitalizing
on Networking Relationships and Opportunities
Organizational Development is a dynamic values-based approach to systems change in organizations and communities. The process seeks to build the capacity that will achieve and sustain a new desired state benefitting the organization or community and the world around them.
Facilitated systems change may begin with:
Needs Assessments Focus Groups
Strategic Planning Retreats
Coalition/Collaboration Building Team Buillding
Process Development and Improvement
Personal and Executive Coaching
Who can benefit from having a coach? Individuals who want to grow or improve their life or career skills, solve specific non-clinical problems, achieve a very specific set of goals and realize their full potential. Most coaching candidates are highly motivated to work toward change; they just may need assistance with setting a course of action. Coaching is NOT therapy.
Individual coaching serves to align individual performance with team and organizational objectives by:
Maximizing and leveraging strengths
Enhancing communication among managers, direct reports, & teams
Helping individuals take ownership for their behaviors and actions
Encouraging individuals to stretch beyond their assumed constraints
Coaching can be used as a long term process or a short-term intervention.
Many approaches to change are problem-focused in that we attempt to move forward by exploring the problem. We try to understand what the problem
is, what has caused it, and what we need to do to get rid of it. This works well
in many situations, particularly those involving machines and other man-made articles. For example, we may notice that our car seems rather sluggish which prompts us to inspect the wheels. We discover that one of the tires is flat and
so we replace it. Problem solved! But when we try to make change in our own lives, diagnosing the problem often gives us little indication of the solution or
direction to follow. Fortunately there is another way. We can focus on solutions
instead.
The solution-focused approach involves:
Finding out what works and doing more of it.
Stopping doing what doesn’t work and doing something else.
It doesn’t mean that we refuse to acknowledge or discuss the problem; but it does mean that we use any problem discussion to discover what you want to do, to learn about your commitment and passion, and to unearth evidence of skills and resources you are already using.
Performance Outcome Measurement
Capacity Building
Succession Management
Leadership Development
Wellness & Making Positive Lifestyle Choices
Understanding Generational Differences
Enhancing Communication Skills
Board Development and Governance
Disaster/Business Continuity Planning
Excellence in Customer Service
Make Your Contacts Count: Creating, Cultivating, and Capitalizing
on Networking Relationships and Opportunities
Organizational Development is a dynamic values-based approach to systems change in organizations and communities. The process seeks to build the capacity that will achieve and sustain a new desired state benefitting the organization or community and the world around them.
Facilitated systems change may begin with:
Needs Assessments Focus Groups
Strategic Planning Retreats
Coalition/Collaboration Building Team Buillding
Process Development and Improvement
Personal and Executive Coaching
Who can benefit from having a coach? Individuals who want to grow or improve their life or career skills, solve specific non-clinical problems, achieve a very specific set of goals and realize their full potential. Most coaching candidates are highly motivated to work toward change; they just may need assistance with setting a course of action. Coaching is NOT therapy.
Individual coaching serves to align individual performance with team and organizational objectives by:
Maximizing and leveraging strengths
Enhancing communication among managers, direct reports, & teams
Helping individuals take ownership for their behaviors and actions
Encouraging individuals to stretch beyond their assumed constraints
Coaching can be used as a long term process or a short-term intervention.
Many approaches to change are problem-focused in that we attempt to move forward by exploring the problem. We try to understand what the problem
is, what has caused it, and what we need to do to get rid of it. This works well
in many situations, particularly those involving machines and other man-made articles. For example, we may notice that our car seems rather sluggish which prompts us to inspect the wheels. We discover that one of the tires is flat and
so we replace it. Problem solved! But when we try to make change in our own lives, diagnosing the problem often gives us little indication of the solution or
direction to follow. Fortunately there is another way. We can focus on solutions
instead.
The solution-focused approach involves:
Finding out what works and doing more of it.
Stopping doing what doesn’t work and doing something else.
It doesn’t mean that we refuse to acknowledge or discuss the problem; but it does mean that we use any problem discussion to discover what you want to do, to learn about your commitment and passion, and to unearth evidence of skills and resources you are already using.