| Organizational (Social) Architecture |
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Vision, Mission & Values
Consult with senior leadership to create or recreate the foundation of an organization’s architecture: its future picture of success, mission and purpose, and ideology (enduring or capital “V” Values). Employee empowerment (operational flexibility) is only possible if these are widely known and inform daily decisions and behaviors.
| Roles & Responsibilities
Defining expectations and establishing evaluative standards. Identify the major requirements of a person’s position, the position of others in the organization, and interdependencies. Developing a coherent and consistent set of desired behaviors; help people see where they fit and how they contribute to realization of vision and mission and the achievement of organizational goals. Competency modeling is included here. | Culture
Redefine culture when the desired future cannot be achieved based on the values (criteria that inform selecting the goals of behavior) and norms (rules for “how we do things around here”) currently driving behavior. Culture change requires a change in the thinking that unconsciously steers all behavior. This thinking is usually deeply encoded (corporate genetics) lessons about what has worked well in the past. |
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Strategic Planning
Lead or facilitate vision-based, participatory strategic planning efforts in large group meetings to engage the collective learning and creativity of people, inspiring them to find common ground around new strategies, future directions, and joint actions.
| Organizational Diagnosis
Gather data and conduct analysis/synthesis to identify organizational issues, problems, and challenges. Work with clients to create and implement strategic solutions. |
Offsite Meetings & Retreats
Design and facilitate small (5 people) and large group (150) meetings to create strategies and action plans for specific goals and projects.
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Leadership Development
Design develop, and implement core curricula and learning modules for every level of the organization. Use a work-based approach that is highly interactive and experiential. | Coaching
Coach people in support of achieving some strategic result(s) by enabling change in: communications, relationships, collaboration/creating knowledge-for-action with others, and both giving and getting feedback (including 360 feedback). | Teambuilding
Helping people learn about and put in place what is needed to create cohesion around a strong sense of shared purpose.Learning while doing real work. Help people get something done while simultaneously developing their skills and abilities to do similar things in the future. |
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