Groundwork for Change
Why Change Real Example One Real Example Two The Outcomes My Promise What I Do The Assessment The Method Career Disaster Recovery Problem Resolution The Return on Investment The Invisible Return on Investment

Why Change?
How’s turnover in your organization?  Do you have recurring challenges that keep cycling back to you?  Are you baffled by employees’ behavior? Do you wish your company had a stronger feel to it? Or, your people had a development plan that maps to your goals and vision? Do you know what leadership quality you’d like to improve in yourself and your team to be more effective? Would you like your teams to run more efficiently with less stress and less conflict?

Real Example One:
A 14 member specialty team had a history of infighting and disillusioning results with prior  team building efforts.  After workting together for six months they:

• created a Code of Behavior and signed it
• identified problem areas and developed solutions
• let go of past transgressions
• moved to a self-managing model and
• bonded with each other personally and professionally in a way that created camaraderie and increased commitment and accountability.
  
  
  

Real Example Two:
HR reported a manager in a career tailspin. It involved Union and legal action and the potential consequences were litigious and dire for the whole organization. Immediately after work began the manager developed a communications strategy, a values-based foundation and a vision for success.  One-by-one, the manager approached and resolved misunderstandings, re-established boundaries and recovered trust and leadership.

The Outcomes:
In the countless discussions between workers, their work groups and administrators, people have made it clear they want smoother relationships but don’t know where to begin.  Administration, managers and employees all want the work to be rewarding but have different interpretations of what is going on and who is responsible for what. There's a lot of earnest effort and there is a degree of ducking and evading as well. The truth is everyone owns a piece of this pie. Instead of playing the blame game, let’s start making progress towards viable solutions.

My Promise:
The last thing the decision-maker wants is to suffer a misguided development attempt. It’s embarrassing and it’s a waste of energy. We'll meet to clarify goals and then, from an objective perspective, I'll gather information from those involved to obtain their perspective on what's happening. That way everything you know can be compared to everything that's happening and you can make the right choices to get the right issues and concerns addressed.

What I Do:
I create an environment of safety to facilitate conversations where people freely identify the gap between how “it” is and how they would prefer “it” to be. Then we make a list of what needs to change, the barriers to the change, the measurements to determine whether the change was successful and the ways the team will be able to acknowledge and, yes, celebrate the end of the transition.

I approach my work as a coach and still teach tools so participants literally learn how to operate independent of a consultant or coach. They talk respectfully and elicit a respectful response in return. By role modeling and through exercises what they learn applies to every conversation they have.

The Assessment:
Through executive and leadership coaching, team facilitation and the use of DISC Insights™ and TriMetrix™ behavior, leadership and style assessment tools, long-term change can be implemented in the team structure. We will create an ethic of inclusion, team member development and personal accountability.

The Method:
Organizational development consulting can be especially effective when combined with individual and/or team coaching. By focusing on the people, culture, processes and structure of the whole organization and then coaching the leader and the team, people permanently implement their commitment to change, learn to effectively communicate and raise the quality of their participation.

As your organization development plan begins to work, you and your team will develop stronger organizational leadership and communication skills. By laying a healthy groundwork for change, employees begin to align themselves with your organization's vision and purpose, and acceptance of change occurs. People affected by the change engage in the process without trepidation and everyone moves forward.

Career Disaster Recovery:
Extremely sensitive work. You’ve recruited, selected, trained and it’s not a fit. Or, the problem is more complex than your HR office has the time to manage. Or, it is in the best interest of everyone that an unpopular supervisor or manager gain support and succeed or leave. I have developed a specialty in this area.

Problem Resolution:
What do you want when you’re in a conflict? Safe Harbor. What do you need?  Results – fast. Conflict is the catalyst for change. It is uncomfortable to most people so it is avoided. Adroit facilitation creates a safe environment that attends to the needs of those involved, ensures respectful communication and boundary management.  I will work with you and your group to face conflict, and develop comfort and skill. 

Facilitation services are client-centered and are customized for you.

The Return on Investment:
Just think if your employee’s hourly rate is $75 per hour (at straight time and fully loaded with benefits and costs) and he/she stopped complaining, worked more whole-heartedly, quit gossiping, increased connection to co-workers, and worked more effectively, he/she could potentially net a time savings of 30+ minutes per day or approximately 3 hours per week.  Let’s look at the return on investment for just one employee:

3 hours @ $75 = $225 per week x 48 weeks = $10,800 a year