Organizational Development

Organizational Development Overview

D.I.A.L.O.G. Assessment

An objective organizational web based assessment tool used to evaluate an organization's performance against the benchmark standards based on the Baldridge Award Criteria for Performance Excellence.

Leadership development is a process designed to develop the knowledge and confidence required in the essential qualities of personal and organizational leadership. Setting goals and developing a goal driven attitude makes this an exceptional process to achieve personal and professional effectiveness.

Management

The Management Development Process is focused on helping managers develop the skills and knowledge from a strategic perspective in managing through people to accomplish organizational goals and objectives. This process is geared to new and mid-level managers.

Supervision

Supervisory development is a process that results in personal and professional growth by providing the tools needed to manage and motivate workers. This process is effective for new and existing supervisors, and group leaders.

Customer Loyalty

Customer Loyalty is a process that will help you define the difference between customer service and customer loyalty as a competitive strategy for your business - improving performance bottom line results through ?Customer Retention.

As you review our development process descriptions, keep in mind that all can be customized to your organization's unique needs and goals. We can combine elements of one or more processes to meet a unique need or to compliment programs that you may have in place. Additional components can also be integrated such as:

Executive Leadership
Managing Change
Creating and Communicating Your Vision
Creating and Achieving Balance
Collaboration and Teamwork
Developing Peak Performers
Our goal is to provide development experiences - that produce Measurable Results!

Global Organization Consulting

As the Executive V.P. of Human Resources located in Paris, I had the functional leadership challenge of evolving an existing HR organization into an international team capable of meeting the professional challenges of a changing French global manufacturing business.

Based on the initial geographical challenges we faced, I engaged Norm Gauthier to provide organizational consulting support in the U.S. I knew he was someone I could work with and trust, especially in working remotely with me from Europe. His experience, allowed him to quickly assess what we had, the major challenges we faced, and helped identify step by step what needed to be done. He also helped define the needs in terms of skills and competencies required in building an effective international HR presence.

He used his business consulting experience and knowledge of HR practice to carefully focus on individual and collective development 'gaps' creating conditions that allowed team members to take risks, experience new roles and ...in the end take on more of a leadership position. During this change management process, he took on individual and team coaching assignments in support of several organizational initiatives. He also developed several international train-the-trainer development modules, linking each to the staged development and roll-out of critical management tools.

Results of the work… we now have a worldwide HR organization that uses the same processes and tools despite their location in the world, which is rare for a Global company. Our HR members are recognized by Business Unit management as professionals they involve early in the change process to provide advice and counsel. And, with the focus on developing leadership and accountability at the operational HR management level, the team now exercises a different level of problem solving and collaboration that requires less leadership time and involvement in decision making.

An outstanding work quality that is very effective…Norman respects the fine line between the 'decision maker' and the team - thus creating a challenging environment for the boss and a safe environment for the team to take on initiatives and risk - learning conditions that we needed.

J. Dekker,
Executive V.P., Human Resources Sperian Protection