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We provide a range of development services which we broadly frame as oriented toward the individual, the team, and the organization. We recognize, however, that many of these services operate at many levels within the organization. For instance, while we position change management within the Team segment, we understand that in some cases an entire organization might seek assistance with change management. At the individual level, we feature leadership development and coaching. That is, we concentrate on those Competencies* related to superior performance in leadership. Although the work here focuses on the individual, our experience suggests that the organization realizes the greatest gain when a group of individuals undertakes this learning as a group. Not only does this offer a richer learning environment but those involved have the chance to develop a much more robust and resilient interpersonal relationship. Our flagship offering consists of an intensive, highly interactive experience which we call the Discovering Leadership. This offering (typically one four-hour session per week over the course of twelve weeks) has as its goal the development of a cadre of leaders distributed throughout the organization irrespective of functional or hierarchic boundaries. We believe that effective organizations need leaders distributed throughout the organization, in the spirit of Kouzes and Posner's contention that 'Leadership is Everybody's Business.' At the team level, we feature change management and transition management. We include in this segment issues such as identifying and addressing resistance to change. In addition, we offer workshops on the most effective communications tools we have encountered in our search for effective tools. That set of tools comes from the work of Sherrod and Phyllis Miller at Interpersonal Communications. It consists of this trio: Information Wheel, Speaking Styles, and Listening Cycle. At the organizational level, our services focus in two primary areas. The first of these is strategy development, and depends on our experience with Scenario Planning and Systems Thinking. The second is the broad arena of Workforce Management, including Recruiting/Selection, Individual Development Planning, Performance Appraisal, Retention, and Succession Planning. In this area, we make extensive use of our certification to use the comprehensive suite of tools from Lominger Ltd., Inc. * * * *When we speak of competencies, we use the definition offered by Lucia and Lepsinger:
In addition, we depend on the catalog of competencies defined by Lominger, Ltd., Inc.
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