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Strategic Alignment
Set the Course. We start by reviewing the organizational direction, then develop consensus among the leadership as to the organizational goals. Next we establish the universe of performance indicators and align all areas of the organization to the proper goals and indicators. Finally, we develop a performance briefing process to ensure performance efforts stay on track.
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- Strategic Alignment - Setting the Course
- Mission and Values
- Organizational Structure - Level 1 Mapping
- Organizational Accountability
- Organizational Goals
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- Strategic Universe - Performance Scorecard
- Performance Review Process
- Communications - Process & Structure
- Rewards and Recognition
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Organizational Development Prepare Your People. High performance requires consistent processes and accountable employees. In this area, we establish the framework for working together by learning the fundamentals in developing strong team building and interpersonal skills. We align the team with the newly established organizational goals and define clear roles, responsibilities and ground rules. Additionally we learn how to run effective meetings, follow up on assignments, measure performance with a scorecard and handle conflict.
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- Focus Session: What is a Team
- Team Dynamics and Development
- Roster, Roles and Responsibilities
- Expectations and Concerns
- Employee Participation and Involvement
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- Participation: Tools and Techniques
- Process Competencies and Cross-Training
- Meeting Effectiveness
- Performance Scorecard - Expectations
- How to Talk to Management
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Organizational Analysis
Look in the Mirror. With the assistance and cooperation of your entire work force, trained productivity experts conduct full assessments of your current processes. Interviews, observations and process mapping techniques are utilized to document and examine your existing methods. The present infrastructure is analyzed, gaps identified and performance improvement opportunities prioritized. Recovery alternatives are linked directly to their impact on organizational goals and dollarized ROI. A full presentation of the findings is made to your leadership staff.
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- Principles of Performance Improvement
- Customer Focus: Voice of the Customer
- Sequence of Operations
- Quality: Product vs. Service
- "I am a XXXXX"
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- Crewing for Performance
- Performance Killers
- Performance Scorecards: Actual Trends
- Priority Problem Selection
- Communications: Performance Levels
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Implementing for Results Make it Happen. Change does not occur in meetings or with memos. It requires solid implementation. For priority projects, we learn how to follow a problem solving process. We adopt a preventive problem solving approach and utilize quality tools like check sheets, fishbone diagrams, pareto charts and preventive action matrixes. Our solutions include developing alternative actions, both interim and long term. Results are quantified and gains are maintained over time. Contributions are rewarded and recognized.
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- Problem Solving Process - Overview
- Problem Solving Tools
- Problem Fixing vs. Problem Prevention
- Alternative Solutions vs. Single Source
- Project Management Skills
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- Data Collection and Analysis
- Root Cause Analysis
- Implementation Strategies
- Communications: Measured Results
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