Our goal is to develop better people for organizations and better organizations for people.
As facilitators, we help guide your team through critical meetings or junctures.
Clients regularly call on us to facilitate:
- Board and Executive Retreats
- Strategic Planning Sessions
- Change Management Planning
- Expansion or Succession Planning
We've been in this business a long time. Where other facilitators may aim to be neutral, we take a slightly different tack.
We use a consultative approach to facilitation and we aim to give you the full benefit of our experience. That means we:
- bring our knowledge and observations to the table - we have them, you might as well use them
- have a toolkit full of tested models and frameworks to help people think in new ways
- don't let people get bogged down with process.
Our goal isn't simply to get you through a meeting. Our goal is to get you results.
We'll ensure you get consensus on an action plan. And at that point we often transition to a consultation role to help you implement your action plan.
As consultants, we help you find solutions that your people can put into action.
Because we often work as facilitators and consultants with our clients, we are able to structure our engagement to efficiently:
- define problems
- engage your team in problem solving
- identify solutions
- leverage internal strengths
- apply our knowledge, experience, and observations to guide you through a change process
Clients say that our approach to both facilitation and consultation adds value, helps move their teams to action and resolution faster, and provides more sustainable results than working with consultants who stick to more traditional assessing and reporting.
We are hands on. One client called us, "academics with dirt under their fingernails." The moniker stuck because it's fair.
We study the landscape. We know what holds people and companies back. And we are serious about digging in, rooting out the unique issues clients face, and working along side them as trusted advisors through the change process.
We might work with clients for six months or six years. It doesn’t take long to see changes, but clients often ask us to stay for years because the results they get are consistently strong.
As coaches, we focus on holding people accountable and getting them the resources they need to move forward.
Companies engage us to work with individuals and teams. Common reasons we are asked to coach people include:
- someone at the executive level needs a confidential, trusted advisor to bounce decisions off
- a team is missing deadlines and targets, and people need to get on the same page and agree on strategies to work together
- someone in a leadership position is at a crisis point and either needs to make changes or move on.
No two people receive the same coaching because no two people need the same coaching, but we always set a framework for coaching that looks something like:
- clarify goals and articulate what success would look like
- assess current performance and identify issues or problem areas that need to be addressed
- draft a road map that gets people from where they are to where they need to be
- support action steps with accredited assessments, relevant literature, skills development if necessary, problem solving models, and biweekly meetings.
We work systematically to achieve 30, 60 and 90-day goals. Change doesn't happen over night and strategic change doesn't happen without targets. Commonly companies make a 1-year coaching investment in promising employees.
Informing the work we do in organizations is the research and teaching we do with leading universities and professional accreditation programs:
- Canadian Medical Association Physician Manager Institute
- Certified Management Accountant Program
- Fielding Graduate University (Santa Barbara), MA Program in Organization and Leadership Development
- University of Alberta, Certificate in Local Government
- University of Alberta, Department of Extension
- University of Alberta, Executive Education
- University of Alberta, Faculty of Business MBA Programs
- University of Alberta, Government of Alberta Management Development Program
- University of Calgary, Faculty of Extension
When necessary, we administer recognized assessments to clarify clients' assets and issues.
1California Personality Inventory: Built on 50-plus years of exceptional history, validity, and reliability, both the CPI 260® and CPI™ 434 assessments provide valuable insights that support leadership development, performance improvement, and recruitment and retention initiatives.
2Myers-Brigss Type Indicator (MBTI): The Myers-Briggs® (MBTI®) assessment has helped millions of people around the world better understand themselves and how they interact with others. It also helps organizations of all sizes assess and address strategies for everything from team-building to career development.
3Fundamental Interpersonal Relations Orientation (FIRO B): Built on the 50-year history and reliability, the FIRO®assessments help people understand their behavior—and that of others—in interpersonal situations and can be used in a variety of settings and in combination with other assessments.
4Emotional Quotient Inventory (EQ-i®) 2.0 TM and EQ-360TM measure people's key social and emotional strengths. They identify employee strengths that can be leveraged to the benefit of the organization, as well as impediments to high performance that can be addressed.
5Thomas-Kilmann Conflict Mode Inventory: The Thomas-Kilmann Conflict Mode Instrument (TKI) is the leading assessment for understanding how different conflict-handling styles affect interpersonal and group dynamics.
We also customize 360 degree assessments and organizational assessments based on our own Building Organizations That Work model.
Based on your organization's needs, we use the tool or tools that will give us the most useful data, and we provide you with solid reports that you can use for strategic planning, hiring, retention planning and change management.