Consulting Projects
Our Integrated Consulting Approach
Change. A simple word with just one syllable and a straight-forward meaning: “ to make into a different form.” But, in organizations, that simple word represents a complex series of events that, if not managed properly, can spin a company into chaos. It is an undeniable fact that change drives business.
Companies have been expanding, down sizing, reengineering, and going global. Whatever the cause, the reality is that all companies have been, and will continue to be, touched by change. Some of this change will be evolutionary. Some will be revolutionary. Regardless of how change comes about, the way it is led and managed determines the level of success companies will enjoy as the 21th century unfolds.
Our mission at the General Systems Consulting Group and The LEAD Institute is to assist our clients in leading and managing change, helping them to make their organizations more productive and better places in which to work.
Over the past thirty years we’ve provided consulting and change management services to such companies as Raytheon, TRW, Ford, Siemens, ABB, Autoliv, AT&T, US Steel, Glaxo Wellcome, Motorola, BWX & McDermott, Lucent, USCI-Bard and Eaton-Cutler Hammer, to name just a few. Because of the depth and breath of our consulting experiences, we’ve developed and integrated, client centered approach to change management. The four corner stones of the services we provide lay within the areas of Leadership Development, Team Development, Strategic Organizational Development and Training & Education. Because ours is an integrated, holistic approach, it allows us to design change processes that fit our client’s needs and deliver real value to them.
| Leadership Development |
Success of a person in a management role requires competencies related to both managing systems and leading people. An effective manager has to be good at focusing on task, setting goals and providing structure. In addition, total effectiveness requires the capacity to inspire, motivate and bring out the real potential of others. The goal of our Leadership Development processes is to help people in management roles become good transactional managers and even better transformational leaders. Both sets of competencies are needed for success. Managers who get involved in our Leadership Development process work with us to improve their effectiveness in the following ways:
| • Personalized Coaching |
• 360° Survey Feedback |
| • Leadership Role Analysis |
• Effective Use of Power |
| • Personal Style Assessments |
• Personal Skills Development |
We also offer an intense, comprehensive training and development experience for high potential managers through our LEAD Institute. This week long workshop is offered as an open enrollment program six times a year and as a customized in-house developmental process.
Our clients have also benefited from our New Leader Transition process, which helps new managers make an effective and speedy transition to becoming the work group’s new leader. This service area also helps team members get out of their unproductive “wait and see” mode of sizing up the new manager and get on with working constructively with their new boss. For best results, this intervention usually takes place after the new manager has been in the job role for a month or two. |
| Team Development |
The goal in Team Development is to help people in leadership teams, work groups or project teams transform themselves into productive, high performance teams that make good decisions and implement them well. Team Development strengthens the team’s collective sense of purpose in the pursuit of common goals, while enhancing the personal contributions and individuality of each member in the team. Team Development is a planned change process helping a team to examine the contribution it makes to the organization, assess its strengths and weaknesses and to confront the structural/relationship issues blocking its own effectiveness. In the course of a team building process the team may deal with such issues as:
| • Leadership & Shared Leadership |
• Creative Capacity |
| • Team Purpose |
• Achievement Emphasis |
| • Member Role Clarity |
• Inter-group Relations |
| • Member Commitment |
• Member Conflict |
| • Team Role Clarity |
• Decision Making Practices |
When appropriate, Team Development includes training in such areas as team dynamics, communication skills, conflict management, and decision making in small groups, among other topics. |
| Strategic Organizational Development |
The goal of this in-depth and longer term development process is to improve the performance of a work unit or business unit by helping it become more responsive/adaptive to internal and external pressures. Consultation in this area focuses on helping leadership teams and employees create fundamental change in how the business unit works. Included in this are processes for visioning, preferred futuring, affirming core values and core purpose, examining the work unit’s current reality of threats and opportunities and surveying and assessing the work unit’s current culture. Action plans for change may include developing a new strategic direction, revamping systems and structure to support the strategy, aligning goals, objectives and measures and transforming the business unit’s culture.
Leadership teams involved in Strategic Organizational Development examine the possibility of creating possible change in the following areas:
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Goals & Measures |
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Rewards & Recognition |
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Communications |
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Facilities & Work Environment |
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Information Systems |
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Ceremonies & Events |
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Training & Competency Development |
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Organizational Structure |
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Rules, Policies & Protocols |
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Staffing & Selection |
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Operational Processes |
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Our Strategic Organizational Development process is also used for helping organizations embarking on major Programmatic Change. It helps our clients better lead and manage the implementation of new technology, enterprise software solutions, lean/six sigma, team based management, and other such initiatives.
In addition to being an effective process for ensuring successful mergers, restructuring efforts and multi-organization business teams, our approach to Strategic Organizational Development has proven to be highly effective for New Venture Development. It helps entrepreneurial start-ups become a business and be managed like a business. |
For a more comprehensive list of companies we have worked with please view our client companies.
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Strategic Organizational Development
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