Our services are focused upon linking the business plan with the right talent resources to achieve the desired goals.
As the leader of your organization, there are times when you must lead and there are times when you must manage. The power is in knowing the difference.
Predicting where the business is in its evolutionary cycle and championing the effort to reinvent at the appropriate time are critical. Simultaneous with leading the new effort, leaders must also manage the existing cycle or s-curve…constantly realigning and adjusting the current system and resources to ensure that the behaviors and tasks solicit the desired return.
Being a leader may not always be easy. Leadership Dynamics stands ready to help you and your team.
Our consulting services include:
Whether you are launching a new business or reinventing an existing one, we work with you and your team to create a shared vision that is translated into an implementable business plan. As part of the process, we work with your leaders to gain ownership and to cascade and align the plan throughout the organization.
Team Planning & Alignment
Whether an operational team or a project team, we work with you and your team to align the team vision with the larger organization and to develop a team plan. By building a shared vision and goal, performance and results are accelerated and aligned.
New Leader/Manager/Supervisor Assimilation
When a new leader or a new team is assembled, the dynamics can be confusing and can cause delays in productivity. By conducting a team assimilation, a new member or members can quickly learn and incorporate; thus, minimizing the form, storm and norm phases of team formation.
Every organization is perfectly aligned to get the results it gets. If it wants different results, it needs to re-align. One of the key “mis-alignments” can be reward and recognition systems. We work with you to identify, assess, and readjust those systems in order to achieve the right results.
Nothing can be more disruptive to an organization than losing a key person. We work with you to identify and assess what are the key positions, what is needed to fill that position, what candidates are ready now, in 12 months, 24 months, 36 months to fill the position, and what is needed to prepare them.
Whereas succession planning looks at the job and who can fill it, career development looks at the person and identifies the various paths and positions that person should consider. It also assesses what skills and experiences should be developed and possible timing. Since lack of career planning and opportunity is one of the main reason employees leave companies, it is critical to address it formally within your organization.
Markets change, customer requirements change, technologies change, etc. – so must processes. Using proven methods, we work with your operational teams to develop the most logical and productive ways to redesign your process to achieve the greatest productivity.
We offer executive coaching to clients with the intent to support and help them become better coaches to their people. Our coaching methods assure your leaders have the right skills and data to drive business goals. It is a customized and holistic development process that provides behavioral insights intended to improve an executive’s performance and business results, becoming a more effective leader.
We offer performance coaching to project, operational, and sales teams with the intent to support and help them drive results. Our coaching methods assure your managers and supervisors have the right skills and data to drive day-to-day performance. It is a customized and holistic development process that provides behavioral insights intended to improve a team’s performance. For sales improvement, see also Workshops and Human Capital Analytics.
Conflict can be both positive and negative. When it turns negative, it can have serious business consequences. Using our analytics and situational assessments, we identify root causes and work with individuals to resolve the issues.