I tell it like it is. No fluff, no major theories, frameworks or assessments. I ask questions, I give you feedback. I listen to your issues. I help you see your blind spots. I clarify your values. I help you prioritize your top three objectives. My approach is a 6-month engagement that starts and ends with a 360-interview feedback process. You will become a more effective leader for your team, and a more focused person for yourself.
Organizational Design & Talent Development
Structure first, then people. This gets harder to do as your team grows--as the company grows. You want to develop your people, and you also want to make sure you have the right, experienced leaders who have “been there” balancing out your team. Agile companies are consistently looking at how to leverage their people within evolving structures. I will work with you to help you think through your organizational design and how to build your key leaders.
Just started a new job? The first 90 days (well, that first week, even) is crucial to your success. I will work with you to clarify your plan and focus. I will support you through that challenging time of just starting a job, and I will validate (or not!) that you are doing things right.
Newly promoted? I will help you identify the key things that need to change in your new role, what needs to stay the same (you got promoted so you are doing a lot right!), and setting you up for continued success.
Leaders fail most often because they did not build good relationships with their team quick enough. You need to clarify expectations, let your team know your leadership style, and how you will best work with each other. New leader integrations not only help the leader, but the team. It can accelerate the transition of this change and set a strong foundation of trust. Potential surprises and concerns will be replaced with clarity and excitement about the team direction.
Figuring out your strategy? Trying to align everyone’s goals to the team goal? Have a big project that still needs brainstorming and role clarification? I will help facilitate these types of discussions. The ones for which you, as a leader or HR member, want to be part of the conversation versus facilitate it. I will help you get clarity on what you are trying to do, starting with the design of the meeting and ending with clear, actionable next steps.
Sometimes the goals are clear, but how you’re working together is not. Or maybe how you are working together just is not working. I can customize a team development session in which each team member will better understand their role and how it fits into the greater team mission. Clarification on how to communicate, make decisions, and leverage each other more are potential topics to tackle in these sessions.
Clarifying the strategy, designing organizational structure to support the strategy, and building processes that support both is key to a healthy organization. And then repeating it as you continue to get bigger. The organization needs to consistently evolve as the business and people evolve with it. Interviews with key leadership and employees, customers and partners are part of a 360 organizational assessment at key growth points of your organizational life cycle. It includes recommendations on structure, roles, people, processes, practices, and technology for today, the next 6 months, and year.
You are somewhat clear what your values are, but you are not able to articulate them. Or, you have your values, but now you need to figure out what that looks like when employees are living those values. I can help you through this facilitated process to define and identify the contextual skills and behaviors. This crucial exercise of identifying the skills and behaviors will be the foundation for developing every other people-process for your organization.
Leadership & Management Development
You have identified the skills and behaviors you want for your organization. You may have even identified the skills you want your people, managers and leaders to exemplify on a consistent basis. But now what? I will help you design, develop and facilitate a learning experience that will get your managers and leaders on the same page. A customized learning program that will make leaders and managers aware of the skills that are expected, and then how to build those skills with each other. The learning experience may include a classroom experience, but also ongoing coaching, mentoring, and facilitated peer groups for the learning to be reinforced and to stick long-term.
People-Processes & Practices
Every organization wants to have a good culture. A good culture is not good just because it has a cool set of values. Even a solid set of behaviors and skills is not enough to say you have a good culture. Good cultures have good systems. Good systems align, connect and integrate those behaviors and skills with the people, processes and practices. Clarifying core people-processes such as hiring, onboarding, performance management, feedback, and promotions will set up the organization, leaders and all employees up for success. This does not just mean bringing in new technologies. While a good start, those still need to be tied to some kind of strategy and be programmed with inputs that will get you the kind of outputs you want.
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