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

Organizational Development

Data Indicating the Alignment of Organizational Goals

D.I.A.L.O.G. is a web-based survey evaluation instrument that measures the perceptions of the people within an organization against the seven categories that represent the Baldrige Award Criteria for Performance Excellence. The survey can be administered selectively or across the entire organization to determine if people understand the strategy, are committed to the overall goals of the organization and whether they are creatively involved in meeting customer needs. The reported data also provides a valuable tool for identifying specific areas that may need to be addressed and areas of strength which can be capitalized on.

The seven major categories of Assessment are:

Leadership
Strategic Planning
Customer Focus
Information and Analysis
Human Resources Development and Management
Process Management
Business Results

Our clients receive a detailed analysis of the data, which provides objective insight into their organization, plus identification of possible disconnects across the business. Using this information, you are able to determine actions and priorities to address obstacles within your organization that are impacting your performance. D.I.A.L.O.G. can also provide key information to be used as an effective benchmarking tool to measure results and continuous improvement.

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