Frequently Asked Questions
Cultural assessment
Clarifying the strategy, designing the organizational structure to support it, and building processes that support both are key to a healthy organization. And then repeating this as you continue to grow.
The organization needs to constantly evolve as the business and people evolve with it.
The Deep Dive Cultural Assessment, combined with interviews with key leaders and employees, customers, and partners, is part of a 360-degree organizational assessment at key growth points in your organization's lifecycle. It includes recommendations on structure, roles, people, processes, practices, and technology for today, the next six months, and the year ahead.
Skills/Values Alignment
You're clear about your values, but you're not able to articulate them. Or you have your values, but now you need to figure out what it looks like when employees live those values.
I can help you through this facilitated process to define and identify contextual skills and behaviors.
This crucial exercise of identifying skills and behaviors will be the foundation for developing all other people processes in your organization.
Leadership and management development
You've identified the skills and behaviors you want for your organization. You may have even identified the skills you want your people, managers, and leaders to consistently exemplify.
But now what? I'll help you design, develop, and facilitate a learning experience that will get your managers and leaders on the same page.
A personalized learning program that will make leaders and managers aware of the expected skills and then how to develop those skills in each other.
The learning experience may include classroom experience, but also ongoing coaching, individual mentoring, and facilitated peer groups to ensure learning is reinforced and sustained over the long term.
People, processes and practices
Every organization wants to have a good culture. A good culture isn't good just because it has a set of interesting values. Even a solid set of behaviors and skills isn't enough to say you have a good culture. Good cultures have good systems.
Good systems align, connect, and integrate these behaviors and skills with people, governance, processes, and practices. Clarifying core people processes—such as hiring, onboarding, performance management, feedback, and promotions—and clarifying governance to empower employees in decision-making will set the organization, leaders, and all employees up for success.
This doesn't just mean incorporating new technologies. While that's a good start, they still need to be tied to some kind of strategy and programmed with inputs that will give you the kind of results you want.
