We are proud to announce the following consulting services through our People Development team.
There are two types of one-on-one coaching:
Coaching Program: The coaching program is available for staff and faculty who want to improve upon their skills, awareness, and/or behavior in the workplace. This involves establishing specific performance objectives (signed off/approved by the immediate supervisor) that drives the bulk of the coaching. A typical coaching program consists of two coaching sessions per month for three months.
Just-in-Time Coaching: Just-in-Time Coaching is available to staff and faculty for the purposes of working through an issue, concern, or simply seeking guidance. This could involve one or two sessions and does not include defined objectives or supervisory approval.
We are available to help resolve workplace conflicts and disagreements. Our process is to: 1) meet individually with all parties involved; 2) provide guidance and coaching about the process; 3) bring the conflicting parties together for a facilitated discussion, and 4) work through issues and craft a plan to move forward. Our certified facilitators are Greg Giesen and Ken Pinnock.
Team Building is a highly customized and recommended process for teams and work groups. Low-Impact team building is light, fun, and helps a group get to know each other better. Medium-Impact team building focuses on group cohesion and improved communication. High-Impact team building instills a deeper level of trust, open-communication, conflict resolution, and feedback. Contact us for a consultation.
Please note that before we lock in a team building event, we prefer to do an initial team assessment in order to better customize the team building design and activities. We find that participants are more open to the concept of team building when they can meet the facilitator(s) beforehand and have the opportunity for input.
Change Management Consulting
Thinking about making a major change in your division or department? Change Management Coaching & Consulting is available to staff and faculty. Changes in processes, systems, technology and people require that roles, jobs and working relationships be structured and performed differently. To enable and sustain lasting change, both the change itself and the transition (psychological acceptance) needs to be addressed to ensure success.
WORKFORCE PLANNING CONSULTING
Workforce Planning Consulting is the process of identifying the strategy of a division/department and aligning the talent needed to meet those goals and objectives; the result being an engaged, committed and productive workforce that yields measurable outcomes and impacts.
360-reviews are a powerful tool with an important purpose – to harness the power of multi-faceted perspectives to identify strengths and weakness and develop performance.
Managers have a unique and often limited perspective when it comes to their employees. The 360°-feedback gives managers the ability to gain insight from people who work closely with them (including their manager, peers & subordinates) about their strengths and growth areas as a manager.
A 360-reivew is more of a process than simply an instrument to complete. It requires a planning session (to set it up correctly) and one-on-one coaching with the manager(s) who are being evaluated once the results are in.
DU Contact: Greg Giesen, Human Resources, firstname.lastname@example.org, 303-871-3307
Cost/Material Fees: FREE
Customized In-Service Classes
We have a series of short topics (i.e., conflict, communication, teams, leadership, change, personal growth, etc.) that we'd be more than happy to provide monthly, quarterly, or annually to your team or department as an in-service. These topics can be between an hour to two-hours. It's a great way to provide ongoing professional development and to partner with the people development team. Contact Greg Giesen at x13307 or email@example.com.
If you would like a facilitator to help facilitate a particular meeting, let us know. We have trained facilitators on staff who can help.
Struggling teams and work groups can benefit by a team/manager diagnosis. This involves brief individual interviews with the whole group (plus a few pre-selected individuals who have impact on the group or are impacted by the group) in order to adequately assess the situation, identify growth areas, and suggest recommendations to move forward.
Oftentimes struggling teams and/or work groups request a team building session as a way of helping them get unstuck. Although this can work if the struggling issues are fairly easy to correct, you need to know that it could also backfire if the struggling issues are more in-depth and laced with emotion. Not to worry, we can help you sort out the appropriate action to take.
Warning: Only conduct a team/manager diagnosis if the manager and team are willing to address all identified issues. This process will bring to light any "elephants in the room".