Organizational Development
Structural Alignment
Successful leaders place a priority on aligning roles, operations, and organizational and capital structures in a manner that best supports strategic and ownership objectives.
Are your roles as owners and those of your key leaders clear to everyone in the organization?
Does your organizational structure support your strategic objectives?
Are the right policies and procedures in place to guide the daily decisions of your associates?
Does your capital structure support your overall organizational strategy or the pending exit of an owner?
We work with you to address these and many other structural alignment-related issues to ensure that your organization’s day-to-day operations are highly effective and efficient, and that such valuable resources as peoples’ time and energy are not wasted in the operations process.
Behavioral Alignment and Conflict Management
Companies with satisfied and engaged associates are highly effective in aligning the actions and behaviors of associates with the mission, core values and strategy of the organization. This is what “walking the talk” is all about! And by the way, there is a strong correlation between associate engagement and customer satisfaction.
Do the behaviors of every employee, including the owners, routinely reflect an understanding and commitment to your company’s mission statement and core values?
Do your employees know what the company’s strategic objectives are?
Do the various departments within your organization resolve conflict in healthy ways?
Do department leaders demonstrate effective teamwork?
Do your various departments work well together to meet the needs and expectations of your clients?
We work with you to address these and many other behavioral alignment–related issues in positive ways to ensure that actions and behaviors line up with mission, core values and strategy. And, we facilitate the discovery of the causes of organizational conflict and dysfunctional team dynamics, and coach teams to use tools that constructively address the underlying issues and build strong teams. The Myers-Briggs Personality Type Indicator is one well-known tool that we use to help facilitate this process. When teams have the tools to address the root causes of problems, they are much more likely to be highly functioning and productive.
Change Management
Sometimes a change in strategy or direction is so significant that an organization must implement a comprehensive change management program in order to effectively align behaviors and organizational systems and structure with the new strategy.
We help you to effectively manage the impact of change by minimizing or avoiding the collateral damage that can occur during the transition period.
An effective change management effort should focus sufficient energy not just on implementing the actual changes, but also on helping your associates deal with the transition. We work with your leadership team to craft a comprehensive plan for introducing and implementing change, and often participate in associate meetings and workshops to help explain why change is occurring and how the team can best move forward.
Making sure that your organization is continually aligned and has healthy ways of dealing with conflict and significant change will result in contagious motivation and satisfaction throughout your organization. It will also have a positive effect on your clients.
Integrated Leadership Disciplines™ Model
As a leadership consulting company our mission is to help leaders and their organizations thrive.