our process
All of our work happens in the context of a genuine partnership with the client and a well defined process.
Assessment
We begin by listening to the client to gain a solid understanding of their specific needs. Typically, we then construct a proposal that delineates the objectives, methodology, processes, logistics and investment for the consulting engagement. In moving forward we then utilize a combination of interviews, focus groups and online assessments to gain a comprehensive perspective of key issues and themes that need to be addressed. We can either custom design tools and processes or use a broad array of normative assessment tools in the following areas.
- Signature Strengths
- Leadership Competencies and Style
- 360 degree assessments
- Emotional Intelligence
- Cognitive Abilities
- Leadership Style (individual and team)
- Employee Engagement and Retention
- Team Dynamics
Because we have no vested interest in promoting any proprietary assessment instruments we have tremendous flexibility in crafting an assessment process that is accurate, efficient and cost effective for our clients.
“Lynchpin" Feedback and Discussion
We believe that the best use of any data is to provide a springboard for a highly engaged discussion. This should be an active, open-minded inquiry and dialogue that is approached in a positive, non-judgmental fashion. People and organizations are complex, so we avoid forcing descriptions that are overly categorical or prescriptive. Instead we strive to pinpoint definitive strengths and talents and explore how these can be optimized, while also addressing associated soft spots. We look for lynchpin themes that describe the pivotal elements that impact numerous behaviors. One example of a lynchpin theme is mindset. If an individual has a core identity of “hands-on contributor”, she may have trouble seeing herself as a “leader”. If she can shift this perspective, this single insight can enable many new leadership behaviors. This focused approach is far more helpful than simply reviewing a long list of separate “issues” that need to be remedied. We help the client to clearly identify what is most important for them to understand and options that can be pursued to optimize performance. This phase is finalized by establishing a documented game plan describing what needs to be done in response to the feedback.
Follow-up
Based on the objectives and desired outcomes of the engagement, we actively partner with the client in executing follow-up actions that are targeted during the lynchpin feedback and discussion. Such follow-up activities may include planning facilitation, organizational restructuring, change management, executive coaching, team development, creation of succession plans, and developmental programs to create a strong effective culture that retains talent.