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Human Resources & Inclusive Community

Division and Department Resources

People Development

Consulting Services

We are proud to announce the following consulting services through our People Development team.

professional development consulting 

We provide high-touch consulting, offer a needs assessment and work with you to design and deliver a custom program. 

One-on-One Coaching

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.

Executive Coaching

Executive coaching is a professional relationship between a trained coach and a client (in a leadership position) with the goal to enhance the client's leadership or management performance and development. Through a process of inquiry, dialogue, and other tools, the coach serves as a thought partner to help the client examine and develop his or her decision-making, management abilities, experiment with new ways of thinking and being, and commit to action steps that help achieve the client's goals.

So, who could benefit from coaching? Just about everyone in a leadership position that wants to improve or needs to improve and is willing to take the necessary steps to get there.

FACILITATED CONVERSATIONS

Facilitated Conversations: A facilitated conversation is a voluntary process to help individuals address, problem-solve, and resolve issues that prevent them from working effectively together. 

Learn more

What is a Facilitated Conversation? A Facilitated Conversation is a structured conversation between two or more parties involved in a conflict, disagreement, misunderstanding, or who are having difficulty communicating and talking through issues together.

Through Facilitated Conversation, participants can:

  • Share their thoughts, feelings, and experiences with one another in a private and safe space
  • Work toward mutual understanding of each other's opinions and beliefs
  • Identify areas of common ground and make decisions about how differences of opinion could be managed
  • Explore the possibility of reaching mutually agreeable solutions. While agreements can occur, they are not central to the Facilitated Conversation process.

Who's involved?

  • Participants – the parties who have voluntarily agreed to participate in this process.
  • Facilitators – Ken Pinnock from People Development or your HR Partner can facilitate.

How does it work?

In a typical Facilitated Conversation:

  • When all participants have agreed to participate in Facilitated Conversation, we will contact each participant to set up a one-on-one coaching session, first and foremost. This coaching session will be used to 1) better understand the issue(s), 2) explain the Facilitated Conversation process, and 3) to provide some coaching on preparation for the Facilitated Conversation.
  • When all participants have had a coaching session, we will arrange for a suitable day, time, and location where the Facilitated Conversation can take place.
  • The Facilitated Conversation itself begins with a brief review of participant expectations. The facilitator will also assist participants in establishing ground rules.
  • Each participant will share their concern(s) with each other and, with the help of the facilitator, participate in a dialogue to obtain a greater understanding and potential resolution.
  • Should more than one session be necessary, the facilitator can help schedule future meetings.
  • If participants choose to create an Agreement, the facilitator can assist with drafting.

What are the benefits of using Facilitated Conversation to resolve workplace communication issues?

  • Participants in Facilitated Conversation engage in an open‐ended exploration of the issues at hand ("How can we best achieve the outcomes we both say we're looking for?"), rather than remaining stuck in adversarial positions ("It's your fault that our program is failing!").
  • Facilitators will act to ensure that all parties will have the opportunity to share their thoughts, feelings, and experiences about the concerns as well as what could be done to make things better.

What a Facilitated Conversation is NOT used for:

  • To resolve a performance management dispute between a manager and an employee.
  • To show fault in the other participant.
  • To be disrespectful or to disparage the other party.

Please know that a facilitated conversation is merely the first step towards resolution. Because this is often the first time that two parties are attempting to talk through issues, it's not unusual for one or both individuals to feel uncomfortable with the initial experience. This is why we often recommend both a second facilitated conversation and one-on-one coaching throughout the process.

Contact Ken Pinnock at x7511, ken.pinnock@du.edu.

Team Building

Team Building is a highly customized and recommended process for teams and workgroups. 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.

MANAGER 360-ASSESSMENT

The Manager 360-Assessment is a powerful tool with an important purpose – to harness the power of multi-faceted perspectives to identify strengths and weaknesses and develop performance.

Managers have a unique and often limited perspective when it comes to their employees. The Manager 360-Assessment 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.

For managers, the Manager 360-Assessment is more of a process than simply an instrument to complete. It requires one-on-one coaching throughout the process... from the moment a commitment is made to do a 360 to complete the action plan after the feedback loop is completed.

Click here to download our Manager-360 workbook, which spells out the complete process. More information is available on our Self-Discovery Tools & Resources tab/

DU Contact: Ken Pinnock, People Development, ken.pinnock@du.edu, 303-871-7511

Cost/Material Fees: FREE

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) need 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 is an engaged, committed and productive workforce that yields measurable outcomes and impacts.