How We Work

Collaborating with Clients for Optimal Results

To assure the development and implementation of evidence-based design and outcome-focused solutions for our clients, we use a common sense, systematic six step process.

Step I: Objective Setting

What are your expectations for performance accomplishments after the our work is completed?

Every intervention we design is based on specific objectives that are clearly stated and are quantified in terms of trackable outcomes.  Outcomes may be linked with…

  • Mission statement
  • Organizational/personal values
  • Business objectives
  • Long and short range goals that may be quantified in terms of:
    • Increased profits
    • Reduced operating costs
    • Increased sales/revenue
    • Lower turnover/absenteeism
    • Improved performance
    • Increased productivity
    • Improved quality
    • Well-maintained client base
    • Improved customer relations, as measured in customer satisfaction survey
    • Improved employee morale, as measured in climate study
    • Increased teamwork
    • Commitment to a common goal

Step II: Operational Needs Analysis

What is currently inhibiting you from achieving the desired results?

Once we have established what you want to accomplish, it is critical to evaluate where your organization, the individual or team is currently positioned against these goals.  This requires an understanding of your organization, how you do business and an identification of any barriers to attaining the stated objectives.  With this, we can create baseline information from which to measure the effects of coaching, training and/or interventions.  Methods we may use to gather information include:

  • 360 Assessments
  • Internal client surveys/profiles
  • Individual interviews
  • Work process observation
  • External customer surveys/profiles
  • Skills assessments
  • Task analysis
  • Functional competencies analysis
  • Systems Audit
  • Organizational climate analysis
  • Job descriptions
  • Past and current training programs
  • Annual reports
  • Company communication
  • Organization charts

Step III: Design & Development

How and with what methods will we meet the current/future need?

As mutually agreed upon programs/interventions are developed, they must demonstrate how they will meet the needs or solve the problems of the client/organization.  The option being developed will be closely linked to the original needs surveys for meaningful comparison.  There will also be a direct link between options, the intended impact on stated objectives and any force field impact that may occur as a result of the initial intervention.   Some ways to depict the impact are:

  • Stated objectives for each program, process or intervention
  • Pilot programs
  • Management briefings on course overview
  • Overview or testing of specific aspects of skill building and development
  • Assessment technology applied to business case and/or core competencies
  • Process or impact flowcharting

Step IV: Benefit Analysis

All  benefits should be linked directly to the mutually established performance objectives.  In turn, all performance objectives should have a reasonable link to the bottom line business objectives of an organization.

The value of the project implementation will be clearly established in advance of delivery.  Linkages between interventions, course content, objectives and business case will be documented.

Often, additional less tangible benefits may be identified, such as:

  • Improved morale
  • Reduction of the rumor mill
  • Reduced stress and tension
  • Increased job satisfaction
  • Increased good will

Step V: Implementation Plan

We work collaboratively with our clients to ensure the highest quality throughout the process of the design, development, delivery, and maintenance of all projects.

A project plan is developed to provide all details of Who, What, When, How and Where.  This plan is recommended whether we implement the intervention ourselves or coach your staff in the application of the plan for consistency and success.

Details will include but not be limited to:

  • Project manager’s  contact information
  • Project dates and times
  • Locations
  • Coach/Consultant/Trainer/Subject matter experts/Curriculum developer
  • All training/intervention materials
  • Responsibilities, Deliverables and Time Lines
  • Learning Objectives and Course Outline (if training is recommended)
  • Content

Step VI: Return on Investment

The number one asset to any organization is its well trained and continually improving people.

Money invested in process or systems support, training and maintaining performance and quality work life for these people is an investment in profit improvement.  People do business with people—not products, services, procedures, meetings, strategies, methods or techniques.  After our intervention project we can provide you with the process to build and maintain a return on investment analysis that depicts the financial impact of interventions on the bottom line.

Project fees may include many variables, such as:

  • Professional fees for coaches, consultants and/or trainers
  • Consulting or strategic planning services and reporting
  • Continuing project management or coaching support
  • Additional support materials before, during and after training/intervention
  • Program, systems or process design and development
  • Customization of existing materials (if requested)
  • Assessments and analysis
  • Developing internal communication plan and materials to support the project effort

Once we have mutually agreed upon the project variables, we quote a project cost that can be analyzed in various ways to provide return on investment according to your company’s preference.

Organizations rise or fall on the quality of their assets.

People are the #1 ASSET