Organizational Development/Effectiveness and Change Initiatives

  • Change initiatives
  • Performance Consulting - diagnosis, design, implementation, evaluation
  • Process redesign/restructure
  • Aligning HR processes to organizational goals, competencies and systems
  • Developing improvement initiatives around:
    • Performance/Motivation/Reinforcers
    • Structure/Direction
    • Training/Communication
    • Environment/Resources/Processes
Whether it's working through a planning process with a senior management group, looking at human resources processes with the HR staff or director, implementing organization-wide change initiatives as a result of a merger or acquisition, redesigning a process after automation, helping managers understand their role in improving performance of employees, or looking at performance improvement gaps/issues or assisting individuals in goal attainment, we provide the expertise and consulting resources to assist in these change and improvement initiatives. Our Clients tell us that from beginning to end of a change process, they have appreciated our commitment, expertise, outstanding customer service and ability to help them achieve their objectives.
We believe that the connection between organizational (or individual) goals/objectives and change initiatives is paramount. Without ensuring that change strategies are linked to organizational objectives, change strategies occur in a virtual vacuum and usually with limited success or results. An example is when a small group that is having difficulties working together is sent to a "training program." And that program is expected to "cure" the problems. And it may. But more likely, difficulties will continue unless a Systems (systemic) approach is used in assessing the issues and implementing solutions. In the example, management may also need to consider the motivational processes (reinforcers) that exist or may need to be modified to encourage the desired behaviors. Also, what structure or direction does this group have around desired behaviors, expectations, roles, etc.? And are there any issues with the environment, resources or perhaps decision-making processes of the group? So the answer in this case may not just be "training."
Although we certainly provide training programs if they're desired by a Client, generally the approach we take with Clients is a broader view of the inter-relationship of various dynamics within the organization. Once we understand the organization, group or individual, we consider inter-related improvement strategies to implement to achieve the best results.