Solutions:

Change Management Strategy – Applying best practices and real world lessons learned, we design solutions that meet you where you are.  Based on the complexity of the change and how it fits in with other transitions within the company, we will design the right plan to:

• Manage the actual implementation of the change
• Gain support and minimize resistance from others in the organization
• Develop the knowledge, skills and abilities needed to make the change
• Assess organizational readiness before and after the change is made

Transformation of Talent and Organizations – Focused on organizations in transition, we apply best practices and real world lessons to develop effective and integrated development plans for:

• Department transformation – Develop plans to support the changes to technology, service delivery and culture necessary to support the elevation of leadership and services.
• Organizational structure changes – Develop plans to get work done in the right way and deliver the knowledge and abilities necessary to support the new structure.
• Performance management – Create the goals, feedback mechanisms and cultures necessary to meet and exceed organizational objectives.

Facilitation and Training – By lasering in on root issues, we design and deliver efficient and effective training that is memorable and integrated into the organization’s larger development plan.  
Services include:

• Course/Meeting Facilitation – For those times when you have designed the content or agenda but prefer to have an external professional deliver the material or navigate the discussions.
• Solution Design – These solutions are designed with the end in mind.  They are time efficient, based on real world issues for your organization and focused on maximizing the impact to those who participate. 

Communication – Applying an in-depth understanding of your organization along with communication best practices, we help you develop the communication tools necessary to support your initiatives.  
Services include:

• Communication strategies – Develop the larger integrated strategy considering the stakeholders, culture and complexity of the initiative.
• Communication plans – Map out the specifics regarding how, when, where and what messages need to be delivered to the organization. 
• Key messages – Matching the language, formality and approach of the company, we develop messaging content that creates clarity, manages expectations and connects with recipients.  

Representative Engagements:

Having created solutions for clients in industries such as financial services, professional services, energy services, home improvement retail, county government and non-profit, we are skilled at getting to the root issues while clarifying the broader business context affecting the issues.  The following are examples of business challenges solved and the kinds of work involved in the engagement:

Change Management:  Departmental Reorganization – 
Shifting from 5 regions to 3 regions while elevating level of talent

• Design future state organization
• Assess current talent and ability to deliver future state
• Develop and conduct stakeholder interviews to assess organizational support for future state
• Analyze trends and themes from data
• Develop plan to manage the implementation and acceptance of the change
• Develop communications plan to ensure awareness, readiness and ability to adopt the change
• Craft key messages tailored for each audience

Change Management:  Department Transformation – 
Shifting from decentralized service delivery model to hybrid model

• Design future state organization
• Identify/procure technology solutions for HR services
• Identify/procure outsourcing and shared services solutions
• Design roles, responsibilities, task assignments
• Design changes to business processes and workflows
• Complete business requirements for new technologies
• Develop change plan and communication plan to implement changes to technology and service delivery
• Incorporate plan to prepare culture for transition to employee and manager self-service
• Craft key messages tailored for each audience

Facilitation:  Culture Change – 
Shifting from promotion-centered talent development to engagement-centered development

• Develop and conduct focus groups across organization to assess value of current development programs
• Work with executive team to assess cultural readiness for change
• Conduct analysis and develop alternatives

Talent Transformation:  Training and Facilitation
Elevating Capability of HR Function

• Identify or develop course content relative to current level of strategic skill
• Conduct analysis of business issues and HR issues in current state
• Conduct gap analysis for future state
• Develop materials and case studies to address specific gaps or concerns
• Facilitate training sessions

Talent Transformation:  Calibrating Resources
Implementing competencies for developing and placing talent

• Develop process for assessing talent
• Craft standards for comparison (competencies, experiences, capabilities, etc.)
• Create the change and communication plan to support the new methodology and resulting placements
• Develop implementation plan
• Create risk mitigation protocols
• Implement plan
• Evaluate and adjust