Each of our client organizations has a unique set of challenges causing them to seek our Organizational Psychology Consulting services. Our processes however allow us to properly uncover the underlying contributing challenges. We are then able to create sensible solutions to minimize disruption while gaining support from the organization’s stakeholders. Our consultants and organization leaders are aligned. Together, they join with organization members to gain the needed perspectives of those potentially affected.
Our winning Organizational Psychology Consulting process forms the basis of our Organizational Development (OD), Leadership Coaching, Group /Team development and Facilitation services.
By beginning with an organizational assessment, we are able to gain an understanding of not only the “presenting problem” but also other organizational and cultural nuances that might have contributed (or could potentially) to the need for intervention. It is important that we meet with stakeholders at all levels: key leaders, employees, customers, vendors and any other appropriate stakeholders in order to understand the challenges impact from a 360 degree perspective. We gain critically nuanced information from a variety of perspectives. When all stakeholders participate in the discovery process, they tend to engage in a more supportive manner. We are able to go forward with an early sense of alignment with the organizational stakeholders.
FINDINGS & RECOMMENDATIONS
Our ongoing reports are invitations for organizational leaders to examine and guide the extent to which they wish to continue transforming. Our reports serve as baseline levels of information upon which our clients hone their interests, add specific expertise, industry and organizational knowledge. This combined approach allows us to proceed confidently as we transform the implementation and operational plans. Our combined focus includes :
- Clarification of outcomes
- Project team members roles and responsibilities
- Milestones, deliverables and timeline
- Continuous improvement and sustainable efforts for organizational health
We find that implementation is best when the client experiences “No Surprises.” Rather, we see the implementation as a partnership process where we stay in close alignment with the stakeholder team throughout the project. We find that if we ever need to change direction, typically, it has minimal impact and is met with full client support. Our implementation strategy governs our approach in other areas including ideation sessions, group facilitation meetings, conflict resolution and curriculum design for developmental projects.
The following describes our methods in each of our major practice areas:
- Building clarity of strategic direction
- Identifying core strategies and implementation plans
- Designing and implementing new/enhanced organizational design
- Encouraging alignment of process, communication, and ownership across functional areas
- Commitment to build upon the changes that will make improvements
- Understanding and being accountable for team goals
- Building committed to team responsibilities, goals and outcomes
- Building trust and committing to open communications
- Building agreements by establishing team synergy, encouraging creativity, and committing to agreed changes as they occur
LEADER COACH Skill Development
- Gaining an understanding of developmental interests as they relate to leadership, organizational and professional development.
- Administering appropriate assessment and feedback processes
- Co-creating with the coached leader Individual Development Plans (IDP)
- Assessing progress against milestones and area requiring additional support
It is our intention to have our leaders and projects self-sustain at the closing of the intervention. We believe however, that business conditions might shift at such a rapid rate, that our support might be desirable. We offer several ways in which we might provide ongoing client support post-intervention. We will never leave a support void with our clients. We stay in touch and do so always with the thought in mind that we are building towards self-sufficiency. We are not consultants seeking co-habitation with our clients. We know when to get off stage!