SERVICES

Executive Team Alignment: At the Heart of Exceptional Business Results   TOP

When we speak of alignment, we are not referring to a type of agreement, “buy-in” or willingness to “go along with” but rather, a commitment to work in new ways. To achieve authentic alignment, most executive teams need to fundamentally change how they interact and behave. Alignment is an ongoing process, not a one time event. Leaders must quickly face critical challenges, rapidly make tough decisions and sustain ownership of the decisions made. The overall intention of our Executive Alignment process is to develop an executive team characterized by their ability to move together and quickly produce results.

Our Executive Alignment approach includes:

  • Coaching your executives to maximize their leadership effectiveness

  • Clarifying your organization’s mission, values and vision

  • Aligning your executive team goals and strategies to achieve strategic initiatives

  • Enhancing communication and creating stronger partnerships among members of your executive team

  • Developing your executive team’s ability to leading change and transition throughout the organization

Organizational Change Management:  The Key to Successful Implementation   TOP
 
It has been estimated that 50 to 90 percent of all major business changes are partial or complete failures. Experience shows that a lack of managing the “human side” of business change is the major reason for failure. Executives, managers and employees alike invariably name “people” reasons as the cause of their failure, saying that expectations and resistance were not managed, communication was poor, executives were not aligned and employees did not understand the change. Conversely, in the case of successful change programs, reports indicate that the human side of the change was managed more systematically. Successful management of the human dimension, therefore, contributes directly to business benefits.

Our Organizational Change Management program is designed to support business change programs by:

  • Assisting the leadership team to develop and maintain alignment and commitment sufficient to sustain an organizational transition

  • Identifying the key issues and concerns that employees and other key stakeholder groups are facing due to the change

  • Developing a comprehensive Organizational Transition Plan to address the needs of key stakeholders and assisting with the implementation of that plan

  • Mobilizing employees and other key stakeholders to embrace the business change and commit to the transitions they are being asked to make

  • Designing measurement processes to monitor the effectiveness of organizational initiatives in achieving identified transition goals

  • Coaching leaders and managers to effectively work through challenging situations that arise as a result of the change

High Performance Team Development:  Achieving the Impossible   TOP

Our work with high performance teams produces results beyond business as usual. Our clients generate breakthroughs. Teams focus on projects that have finite time-frames and crucial implications for the business – the projects everyone says can’t be done in the time allotted and for the money budgeted. Through intensive inquiry and coaching, team members generate a commitment to the unpredictable and deliver the unprecedented. Moreover, enthusiasm, energy and inspiration replace stress, “burnout” and a sense of being pressured by management. Team members rediscover their innate drive to be the best at what they do.

Our objective is to provide a decisive edge, an advantage for a team to accomplish the unexpected. Too often people settle for what appears to be achievable. More often than not, high performance teams can achieve the impossible. Our High Performance Team program facilitates and accelerates the effective implementation of client initiatives. Our work with your team is anchored in the concrete, on-line business objectives that are important to your organization – initiatives that address your current priorities.

Our approach includes:

  • Evaluating your current situation

  • Identifying specific breakthrough results that you are committed to producing

  • Designing or re-designing initiatives to produce those results

  • Developing and sustaining a set of fundamental capabilities in the team:

    • Aligned commitment

    • Coaching and straight talk

    • Breakthrough thinking

    • Risk-taking and innovation

    • Problem-resolution

  • Reviewing progress and making course corrections based on specific milestones and metrics

Leadership and Management Development:  Committing to Leadership Excellence   TOP
The development of leaders and managers is a commitment and one that can have big payoffs for your organization. However, we have found that organizations that rely only on one-time training events often do not create the needed development that leaders/managers require. Our approach is more than a one time training class; it is a developmental process that includes identification of leadership success criteria, assessment and diagnosis of strengths and areas for development, feedback and development planning and ongoing coaching.

Our approach to Leadership and Management Development includes:

  • Identifying the leadership criteria for success (knowledge, executive attributes and skills)

  • Helping individual leaders and managers assess and diagnose areas of strength, as well as areas for growth and development

  • Providing feedback on the assessment and creating a development plan

  • Providing one-on-one coaching sessions to help leaders and managers reach development goals, take on greater responsibility and work through challenging situations facing them as leaders

Individual Coaching:  Achieving a New Level of Effectiveness   TOP

We offer one-on-one coaching to professionals and leaders to help them achieve a new level of performance and effectiveness. A sampling of possible coaching issues includes:

  • Leading with vision, values, purpose

  • Leading a high performance team

  • Building powerful relationships

  • Leading others through change

  • Effectively resolving workplace conflicts

  • Learning how to influence and motivate others

  • Improving communication skills

  • Achieving life/work balance

The coaching process can include an assessment tool to help the individual gain clarity about his/her strengths and areas for improvement. One of our coaches will then work with the individual to create a written coaching plan which outlines the desired outcomes. In each coaching conversation, the coach will draw from real situations and interactions at work and discuss ways to become more effective. The coach will also provide written information and suggested reading to support the coaching work. At the end of each coaching session, the individual will be asked to commit to actions to be taken in between sessions.

We usually recommend a coaching relationship of at least 90 days and suggest two 1.5 hour coaching sessions per month.


Copyright ©2004 Roz Turner & Associates