Scenarios
Some typical consulting scenarios to better understand our services:
Scenario 1: Conflict among key personnel within a department or team is affecting productivity and morale.
Likely Data Collection Methods:
Interview with appropriate team members
Administer Self-awareness assessments
Possible Findings:
Misunderstanding around roles and responsibilities
Communication styles conflict
Opposing goals or inappropriate competition
Interventions:
Group-based facilitation around effective communication
Team building program
Facilitated meetings to clarify goals and roles
Planning meetings on how to move forward effectively
Possible Outcomes:
Buy in to new processes and communications guidelines
Agreement on problem solving methods for future disagreements
A stronger more productive team/department
Reassignment of certain personnel
Scenario 2: Key management position will be open in 6 to 12 months. No clear replacement has been identified in the ranks—but a few employees are in positions that might put them in the running.
Likely Data Collection Methods:
Interviews with existing executive as well as superiors and direct reports to understand full scope of position.
Analyze existing job description of position
Develop Competency Map identifying essential skills/traits required for position.
Administer and analyze assessment for likely candidates
Action Plan:
Identify top internal candidates for position
Identify top external candidates for position
Craft Customized Professional Development Plan for each top candidate (for instance: further education, executive coaching, leadership challenge)
Possible Outcomes:
Top candidate emerges
Outside search is recommended/instituted/continued
Scenario 3: High Turnover. A department is experiencing high turnover costing the company too much money in lost productivity and morale.
Data Collection:
Determine what level of turnover is appropriate for specific business parameters (e.g. sector, economy of location)
Determine what competencies are critical for department
Interview appropriate personnel and direct line management
Possible Findings:
Wrong type of people being hired
On-boarding is insufficient.
Existing systems and procedures make success unachievable.
Management style is counter-productive.
Interventions:
Institute new recruitment/hiring practices
Institute new on-boarding programs—orientation, training.
Work with management to improve effective behaviors.
Outcome:
Lower Turnover, improved morale, and increased productivity
Scenario 4: Company is growing through mergers and acquisitions resulting in culture clashes, high stress and mixed messages resulting in poor productivity.
Data Collection:
Interviews with selected personnel at all levels of organization.
Administer cultural assessment tools
Determine if competencies have now changed in new "company"
Interventions:
Work with leadership to design strategy to bring opposing cultures into alignment.
Define new standards
Identify the right people for the new culture and new competencies (if needed)
Realign staff to support strategic goals and objectives
Team Building programs
Outcomes:
Smoother transition and quicker integration of diverse culture
Retention of best employees from both organizations