Success of a person in a management role requires competencies related to both managing systems and leading people. An effective manager has to be good at focusing on task, setting goals and providing structure. In addition, total effectiveness requires the capacity to inspire, motivate and bring out the real potential of others. The goal of our Leadership Development processes is to help people in management roles become good transactional managers and even better transformational leaders. Both sets of competencies are needed for success. Managers who get involved in our Leadership Development process work with us to improve their effectiveness in the following ways:

We also offer an intense, comprehensive training and development experience for high potential managers through our LEAD Institute. This week long workshop is offered as an open enrollment program six times a year and as a customized in-house developmental process.

Our clients have also benefited from our New Leader Transition process, which helps new managers make an effective and speedy transition to becoming the work group’s new leader. This service area also helps team members get out of their unproductive “wait and see” mode of sizing up the new manager and get on with working constructively with their new boss. For best results, this intervention usually takes place after the new manager has been in the job role for a month or two.

The goal in Team Development is to help people in leadership teams, work groups or project teams transform themselves into productive, high performance teams that make good decisions and implement them well. Team Development strengthens the team’s collective sense of purpose in the pursuit of common goals, while enhancing the personal contributions and individuality of each member in the team. Team Development is a planned change process helping a team to examine the contribution it makes to the organization, assess its strengths and weaknesses and to confront the structural/relationship issues blocking its own effectiveness. In the course of a team building process the team may deal with such issues as:

When appropriate, Team Development includes training in such areas as team dynamics, communication skills, conflict management, and decision making in small groups, among other topics.

The goal of this in-depth and longer term development process is to improve the performance of a work unit or business unit by helping it become more responsive/adaptive to internal and external pressures. Consultation in this area focuses on helping leadership teams and employees create fundamental change in how the business unit works. Included in this are processes for visioning, preferred futuring, affirming core values and core purpose, examining the work unit’s current reality of threats and opportunities and surveying and assessing the work unit’s current culture. Action plans for change may include developing a new strategic direction, revamping systems and structure to support the strategy, aligning goals, objectives and measures and transforming the business unit’s culture.

Leadership teams involved in Strategic Organizational Development examine the possibility of creating possible change in the following areas:

Our Strategic Organizational Development process is also used for helping organizations embarking on major Programmatic Change. It helps our clients better lead and manage the implementation of new technology, enterprise software solutions, lean/six sigma, team based management, and other such initiatives.

In addition to being an effective process for ensuring successful mergers, restructuring efforts and multi-organization business teams, our approach to Strategic Organizational Development has proven to be highly effective for New Venture Development. It helps entrepreneurial start-ups become a business and be managed like a business.

Because of our extensive consulting experiences in all types of companies, we’ve created many leadership and human resources development training workshops. These workshops are offered to our clients as either stand-alone programs or integrated into our client’s Leadership, Team or Strategic Organizational Development efforts. Our workshop are highly interactive processes that stimulate learning, create insight and personal development. The training and education programs we offer directly, or through our consulting associates, are as follows:

Our developmental programs have also been included in many prestigious corporate and university based Executive Education Programs. Among these are The University of Michigan’s Executive Programs, PennState’s Corporate Education, Champs Chalmers University - Sweden, Eastern Michigan’s Total Quality Institute, AlliedSignal’s, Raytheon’s and Glaxo Wellcome’s Lean Sigma Leadership Education. The Institute for Management Studies, Lucent’s Manufacturing Leadership Program and Motorola’s University and Global Organizational Leadership Development, to name just a few. We’ve conducted sessions in the United States, Canada, Mexico, North America, most all of the countries in Europe, Hong Kong, Singapore, Australia and India.Please call if you’d like more information or would like to talk with us about how we may be of assistance. We’ve been providing leadership, team and organizational development consultation to organizations in a great variety of industries since 1971. We are known for our innovative solutions for helping organizations become more productive and better places in which to work. And, we are proud of our personalized, professional service approach to ensure client satisfaction.