For 30 years, IRI Consultants has successfully combined the resources and expertise of a national firm with the carefully tailored service characteristic of smaller firms to bring customized solutions to clients experiencing organizational, communication, and labor and employee relations challenges in the workplace. We work with companies on the frontlines, promoting your strengths and improving your operations through custom services and programs designed to help you better manage workplace issues and build a stronger organization. IRI consultants bring a breadth of experience to your workplace in the areas of organization effectiveness, corporate communications and labor and employee relations, offering a unique blend of expertise in the following areas:
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Integrated, strategic communications are pivotal to any organization’s success in managing change and achieving its goals. In good times and in bad, an organization needs allies in the community, the statehouse and in its own ranks. If your organization becomes a target or subject of controversy, those allies are even more important. Our communications team is made up of former journalists, public relations executives and legislative aides who know how to gather information and craft compelling stories so that you can manage your message and rally support in times of growth, change and challenge.
Corporate Communications product sheet
A strategic communications audit is a formal assessment of an organization’s ability to communicate quickly, effectively and in ways that reach and resonate with numerous stakeholders. The audit process helps identify communications practices that work well and where the organization fails to take advantage of communications opportunities.
Communications audits are produced through interviews, employee surveys, targeted focus groups and an objective analysis of the organizational communications structure and materials as compared with best industry practices.
Audits provide a snapshot of an organization’s communications capacity and performance based on your strategy, implementation and the return on your communications investment.
Through the audit process, you will learn:
As in politics and public relations, successful community relations depend on building alliances and developing partnerships that will support your objectives and advocate on your behalf when dialogue turns into discord.
Most companies have active community relations efforts in place as a way of “giving back” to the community, but many do not take advantage of the relationships they’ve built in the community to engage key allies in the success of the organization.
We coach clients in the optimal community relations practices, including creating issue-based coalitions and opening a dialogue with opinion leaders – all key to building a foundation of support in your market and region.
A corporate campaign is a long-term, coordinated, multi-faceted initiative by a union or other antagonist to gain leverage or organize a company. The goal is to attack an organization's reputation and undermine public confidence and stakeholder relationships to the point that management yeilds to union demands or risks the company's financial well-being. Not only are corporate campaigns destructive to your business, they are demoralizing to your employees.
Common corporate campaign tactics include:
IRI’s renowned Vulnerability Assessments guide clients through the full range of potential organizational targets and likely attacks, and identify areas in which a company can deploy strategic communications to deflect or blunt an attack. Vulnerability Assessments provide a comprehensive portrait of an organization’s strengths and weaknesses from the perspective of its adversaries and are informed by an objective review of the role that local legislators, community leaders and the media may play. The assessment process helps clients identify vulnerabilities and develop the messaging that will rally employees, reassure potential critics and build support in the community.
Corporate Campaign Vulnerability Assessments product sheet
A clear and timely understanding of employee opinion is critical to an organization’s ability to improve operations, enhance customer service and identify the weak links in management and communications.
IRI Consultants has relationships with many of the nation’s most skilled trainers and facilitators to provide employee opinion polling and surveys that provide a wide depth and breadth of information. Our processes go beyond a snapshot of employee views to identify the full range of employee dissatisfiers, influencers and motivators in the workplace.
Some of the most trying communications challenges affect industries and organizations time and again. It is never easy to manage a story when critical scrutiny is directed on issues relating to governance, executive compensation, employee engagement, community relations, turnarounds and buyouts, contract negotiations, labor organizing, benefits changes and reductions in force, among other delicate issues.
Through our extensive work in organizational development and employee relations, IRI has collected numerous case studies and identified best practices to help clients manage and communicate these issues and transitions in the most effective way possible.
No effective communications strategy relies entirely on the work of the communications department. Numerous studies reveal that the most effective, credible workplace communicator is an employee’s direct supervisor.
IRI provides communications coaching and training for frontline managers and supervisors that teach simple skills and guidelines to help them be more effective in their employee interactions and communications, to inspire employees and improve morale, deliver difficult news and manage difficult personalities, and be more effective in promoting the work of their departments.
We also work closely with executives and senior leadership to prepare them for the many communications responsibilities they face, including speaker training, media training and managing communications in crisis situations.
Media and presentation skills are critical for any employee that represents your business in the public eye – whether in public speaking, investor relations or on camera.
Our media training helps prepare your spokespeople for the media hot seat or in the witness chair. We teach the tricks reporters use to put a subject on the defensive and the top ten “dos & don’ts” for on-camera interviews. They need to be prepared to manage tough questions, avoid damning silences, guide the dialogue and reframe the debate in a way that tells your story the way you want it told.
There is no single constituency in organizational communications. There is no constituency that should be ignored in times of organizational crisis and change.
To promote, preserve or repair your organization’s reputation, your communications must appeal to a broad constituency, not just say what you want to say. To be truly persuasive, messaging must be tailored to each stakeholder. An effective, tailored message resonates on Capitol Hill as well as in communications with employees, customers, donors and labor leaders.
We help clients develop communications for each key stakeholder group based on extensive research, industry best practices and a clear understanding of the organization's goals and needs for each.
One of the best ways for an organization to garner support and achieve its objectives is to clearly communicate its vision to key stakeholders. As part of this process, IRI helps clients plan around target audiences, develop messages that resonate with each, identify trusted messengers and create effective communications materials.
A strategic communications plan helps organizations stay “on message,” anticipate trouble spots and build a role for credible, persuasive communications into the organizational culture. Effective communications planning allows you to educate stakeholders, build alliances and use your communications not only to push your message out, but to collect crucial feedback and insight that will inform your strategies going forward. This means creating a message that sticks, using effective materials and leveraging your communications capabilities to go beyond merely telling your story. This also means being systematic and strategic in your communications so you use your resources wisely and tell your story well.
Our comprehensive communications planning incorporates all the tools and technologies at hand to help you make the best use of your communications resources and talents to be more effective and persuasive in dialogue with important constituencies. Learn how to maximize the value of your media relationships, legislative outreach, community partners, employee newsletters, Web site, intranet and annual report to enhance and protect your reputation.
IRI’s programs are designed to enhance and strengthen the employer-employee relationship in an environment that encourages job satisfaction, growth and loyalty. In every organization, people drive results. A successful organization promotes a direct relationship with employees, a flexible workplace and an efficient and productive culture. Effective employee relations equip organizations not only to anticipate workplace problems, but also to address them effectively and avoid them in the future. In unionized workplaces, your ability to manage your workforce and sustain competitive costs and work rules depends on your ability to conduct effective labor negotiations and craft contracts that serve the best interests of the organization and its employees. IRI can help your team:
Whether you work with labor unions that represent your employees or simply want to ensure that workers have a strong voice in your operations, IRI will help you develop an engaged workforce.
A high-performing organization makes the best use of its human resources, contracts and procedures whether in a union or independent workplace. We help clients equip supervisors and structure work systems and policies to operate effectively under labor contracts by understanding the rights, responsibilities, constraints and opportunities in those contracts. Properly constructed, labor contracts should give managers wide latitude in assigning work, communicating with employees and maintaining a positive work environment. But much depends on your ability to administer contracts efficiently and effectively. The tactical administration of contracts is even more important in those organizations:
IRI’s contract administration services help organizations optimize productivity to the full extent permitted by collective bargaining agreements, and avoid grievances and unfair labor practices, which put a tremendous strain on an organization's resources and negatively affect employee morale.
Whether it's unions attempting to organize employees, or activists with a specific agenda, a corporate campaign can be destructive to your business and demoralizing to your employees.
A corporate campaign is a long-term, coordinated, multi-faceted initiative by a union or other antagonist to gain leverage or organize a company. The goal is to attack an organization's reputation and undermine public confidence and stakeholder relationships to the point that management yields to union demands or risks the company's financial well-being.
Common corporate campaign tactics include:
IRI’s comprehensive corporate campaign vulnerability assessments offer an extensive analysis of your strengths, weaknesses and threats, and provide expert counsel on the best methods to avoid negative publicity campaigns, manage your reputation and engage your employees and community allies in promoting your organization. Click here for more information about the vulnerability assessment process.
Corporate Campaign Vulnerability Assessments product sheet
There is no perfect contract, no labor agreement that can prevent differences in interpretation, grievances and disputes. One key role of strategic contract administration is to structure a process by which disputes are managed fairly, efficiently and promptly.
Based on the unique structure of your workforce and collective bargaining agreements, our consultants can help you identify contract areas and situations most vulnerable to dispute, as well as explore alternative dispute resolution procedures that minimize work disruptions and expensive arbitration or litigation.
Dispute resolution procedures are also important in non-union workplaces, where a mechanism that gives employees a fair hearing and a voice in workplace disputes will go far to ensure positive workplace relations.
Organizations must compete for skilled employees and win their loyalty every day. The right employee training, development and education at the right time provides a meaningful return for employers in terms of increased productivity, knowledge, loyalty and retention.
According to the U.S. Department of Labor, the number of people in the workforce ages 25 to 34 is projected to decline by 2.7 million by 2015. To meet the challenge, employers must create the kind of workplace that attracts and keeps valued employees. Employee education and training is one element that will help you get there. We guide clients through the best practices in new-hire training and orientation, leadership development, teamwork and participation in employee advisory groups.
IRI’s employee education programs and modules help employees develop and grow the skills they need, while you build a high-performance workforce that is both nimble and adaptable to meet the needs of evolving markets competitive pressures.
Frequent and accurate assessments of employee opinions and satisfaction are critical to maintaining a healthy workplace and minimizing labor disruptions.
Our best-in-class workplace diagnostic tools have helped hundreds of organizations make measurable improvements by identifying and ranking issues that affect employee performance, morale and productivity.
Unlike typical survey methodologies that rank responders’ comments on a simple scale, IRI employee surveys and focus groups provide you the ability to not only identify issues that drive employee satisfaction, but also identify why those issues have surfaced and how embedded they are in the culture.
As part of our survey and assessment process, we also help clients with key issues relating to communicating results to managers and employees, to help employers get the maximum value and impact from the information they’ve gleaned.
Working in tandem with your legal counsel, IRI consultants conduct proprietary training programs and techniques to help you build a corps of managers, supervisors and organizational leaders who understand the complexities of labor law and ensure your organization is in compliance.
Labor Law Compliance product sheet
Many companies successfully maintain positive, productive employee relations in a unionized workforce by promoting a clear understanding of the roles and responsibilities of management and labor in making the organization and its employees as effective and successful as possible.
IRI offers customized, interactive courses that help supervisors understand the key elements of union contracts and apply best practices to your organization. This training includes a comprehensive review of the legal rights of management and unions, and provides guidelines for effective contract administration.
IRI's training not only helps reinforce the value of building strong employee relationships, but also improves supervisory skills and commitment to:
Supervising under a collective bargaining agreement poses challenges unique to unionized workplaces. To manage effectively, supervisors must understand their rights and responsibilities in their work with represented employees.
Union business and procedures add a significant layer of complexity and challenge to the workplace, with the added costs and burdens of collective bargaining, contract administration, grievances and potential work actions. Therefore, the key to best-practice management is the ability to maintain a clear focus on organizational performance.
Unions routinely train stewards to leverage work rules and legal processes to aggressively represent their members. Your goal is to make sure that supervisors are similarly equipped with a full understanding of the contracts, and the considerations that will allow you to maximize organizational performance and maintain positive employee relations. Targeted training helps managers to not only be more effective in their jobs, but also enlists them as proponents and advocates of the company’s vision and strategic goals.
In addition, supervisors in unionized workplaces must have a baseline knowledge of the National Labor Relations Act and the “Do’s & Don’ts” of managing in a union environment in order to ensure full compliance with labor laws and avoid grievances and unfair labor practices.
Our training and workshops focus on real-world workplace issues, including:
With the right approach, collective bargaining can be a genuine opportunity for an organization to address industry challenges, competitive threats and operational goals.
Because of the operational and financial importance of negotiating an effective contract, we believe that bargaining should command the attention of not only an organization’s employee relations or human resources departments, but the senior leadership and executive teams as well.
Moreover, in an era of fast and easy communications and skilled union communicators, it is increasingly likely that the issues that arise at the bargaining table and the rhetoric that accompanies negotiations will travel far beyond the walls of your company and into the public domain. This means that the tone and tenor of your labor relations has a direct and potentially significant impact on your reputation.
IRI Consultants works with clients to establish effective negotiating strategies and improve employee relations. Our work helps clients craft a multi-pronged approach to negotiations with a focus on
In modern-day contract negotiations, both sides often “bargain over how to bargain,” craft complex communications protocols, and involve mediators and facilitators.
But for every negotiation that begins with a commitment to interest-based bargaining and other collaborative approaches, many others deteriorate into an adversarial exchange. In an era in which most unions compete for members, some seek to promote their cause by using contract negotiations as a platform. Union leaders increasingly are skilled and strategic in making use of the media and allies at other union shops in order to “make an example” of employers during contract talks, and to promote agendas that are often far broader than the contract issues at hand.
Our approach relies on research, training and the development of an effective labor relations team to direct the bargaining process. We guide clients through creating negotiations strategies that support organizational goals and helping them explore the costs, timing and possible outcomes of different approaches.
Preparation and training are the most critical keys to establishing effective employee relations. Our negotiations services will guide your efforts to:
Also key to this process is helping clients educate their workforce and outside constituencies on business realities, in order to help them understand the company’s challenges and objectives in crafting a contract that will serve the best interest of the organization and its employees.
Finally, clients have access to IRI’s extensive database and library of collective bargaining agreements and union backgrounders, as well as our research service that provides custom reports on union leadership and finances, contracts, negotiations history and NLRB filings.
Through our library, clients also have access to exclusive reports detailing recent bargaining trends, settlements, organizing efforts, alliances and insider information that's valuable to organizations preparing for contract negotiations or facing a corporate campaign.
Some unions call it “economic warfare.” The description is fitting for organizations facing the threat of a strike or work slowdown.
The best deterrent is prevention – something negotiations planning and prevention can make possible. Even the potential risk of a work action makes contingency planning advisable.
Effective bargaining must include a component of business literacy so that negotiating teams and stakeholders are provided credible information about the competitive landscape and operational challenges facing their industry and organization. This effort helps establish at the outset the business factors and constraints on meeting union demands that could be impossible to meet.
But effective negotiations also require that the company is prepared to defend its operational needs and win any “economic warfare” launched by the union.
Work actions are among the most powerful leverage that unions have in contract negotiations, and the decision to strike often is based on the union’s assessment of whether a strike is necessary to achieve its negotiating goals.
At risk in the event of work stoppage: the company’s image in the community and the real threat of economic harm. Contingency planning provides a road map and tools for the company to manage operational issues, including interactions with suppliers and customers.
Strike preparation and planning includes making provisions for:
The healthiest organizations have:
Organizational health translates into marketplace success. IRI’s organization effectiveness professionals help clients go from "good" to "great."
Customized training solutions: IRI’s consultants are experienced in adapting tried and true training solutions to best meet your organization’s culture and personality and accomplish your objectives and goals.
Issue Identification and Improvement: IRI’s proprietary diagnostic tool identifies hidden issues that impact employee and organizational performance and influence employee attitudes, behavior and productivity.
Leadership Development, Training and Coaching: To effectively lead an organization in a dynamic market, executives, managers and supervisors must have emotional intelligence as well as technical skill.
Strategic and Action Planning: An organizational vision creates a shared sense of direction by motivating employees and directing activity toward a common goal.
Employee Training and Coaching: The ability to identify gaps in performance and help employees develop skills to close those gaps.
Performance Management Systems: A systematic approach to promoting a productive, engaged workforce.
Change Management: Educating and vesting employees in positive outcomes to change and transition.
Process Improvement: Finding the right tools and systems that allow you implement measurable, sustainable improvements.
Employee Surveys and Focus Groups: Identifying issues and roadblocks that employees confront to help develop solutions.
One hallmark of leadership is the ability to appreciate the importance of organizational change and to anticipate when revolutionary change is more important than continuous improvement. Change, whether driven by internal or external forces, equips organizations to survive in a competitive marketplace.
The ability to manage change -- whether through growth, turnaround initiatives or labor issues -- demands a skilled and committed management team and a workforce that is engaged in your organization’s objectives.
IRI helps you educate employees and vest them in your success. Change is most effective when it is recognized as an opportunity rather than a threat. We equip your managers with the skills necessary to communicate effectively and implement mission-critical change. And we help you empower them to create a sense of urgency that will inspire and engage employees to accept change rather than resist it.
We approach change management from a holistic perspective, recognizing that effective change focuses on individual behaviors and group dynamics.
What is the root cause of productivity declines? Is it employee behavior, attitudes and training, or inefficiencies and flaws inherent in the process?
Training can help promote effective change by helping employees learn new skills and attitudes that help them understand the need for change and how to get there. This includes involving teams in exercises that provide a hands-on application of new ideas and approaches.
The process demands the ability to identify goals, design resolutions, and work effectively within the organization’s culture. Our consultants apply methodical, scientific processes to organizational structures in order to help clients manage change in a productive, efficient and effective manner.
Successful and effective training programs match an organization’s unique work environment and employee dynamics. IRI’s consultants are experienced in adapting tried and true training solutions to best meet your organization’s culture and personality, and accomplish your objectives and goals.
Programs include:
Improving employee performance, workplace morale and productivity are essential to organizational success, and are at the heart of IRI's proprietary diagnostic tools. IRI consultants have decades of experience helping organizations assess what issues are of most concern to employees, and those things that employees value most in the workplace, then making recommendations that result in improved workplace productivity and performance.
Client organizations are often surprised to find that what supervisors think employees value and what employees actually value are vastly different. Thousands of IRI client surveys reveal the following differences in importance:
Supervisor Rankings
Employee Rankings
Understanding and addressing the issues that are most important to your employees is essential for fostering a healthy work environment – one that promotes motivation, performance and professional achievement.
Employees are often the source of the most important information leaders need to run successful, effective organizations. Our goal is to help you to capture the insight and day-to-day experience of your employees to identify the obstacles that diminish your organizational effectiveness and pinpoint opportunities for improvement.
Our best-in-class workplace diagnostic tools have helped hundreds of organizations make measurable operational improvements through a process that identifies and ranks issues affecting employee performance, morale and productivity and provides a comprehensive portrait of a workplace from the frontlines up.
These tools enable you to assess your work environment and identify issues that limit optimal performance. Our Issue Identification and Improvement tool – I³© – targets the roadblocks that employees confront in the workplace. We help you use these results to develop solutions that improve performance and increase employee job satisfaction and retention.
Unlike typical survey methodologies that simply rank responders’ comments on a scale, IRI's employee surveys and focus group sessions are designed to identify not only issues that drive employee satisfaction, but also pinpoint why those issues have surfaced and how they affect employee morale and productivity.
Our survey tools include:
Our comprehensive reports detail the full range of issues identified, along with tactical recommendations for improvements. The charts, graphs and verbatim employee responses and opinions from survey and focus group research in your report provide a baseline and reference for continuous improvement.
Effective employee training helps instill in employees an understanding of their role in the workplace and encourages productive work behaviors so they become partners in your organization’s success.
IRI’s customized training solutions rely on a personal approach to addressing workplace challenges that helps employees identify barriers to superior performance and take personal responsibility for creating a better, more productive workplace.
Our trainers and coaches approach this process systematically, recognizing that effective training addresses behaviors and attitudes, rather than isolated incidents. The most successful training identifies the root cause of employee behaviors that, if modified, would help move your organization forward.
One effective approach is “train-the-trainer” programs, which help propagate training initiatives broadly throughout your organization in a way that is more effective and cost-efficient.
We also offer individual coaching and professional development training for high-potential employees who could become stronger, more confident, and more respected in the workplace – the kind of players who’ll help drive your organization toward its goals.
The Issue Identification and Improvement (I³ - pronounced "I Cube") diagnostic is a unique, effective tool that exposes the hidden issues in an organization that aren’t typically identified through standard surveys or questionnaires. These hidden issues influence both employee and organizational performance, with significant impact on employee attitudes, behavior and productivity. The I³ System is a three-part process that includes:
While the system is most effective when implemented in its entirety, it can be applied as individual components to supplement an organization's existing organizational improvement efforts.
Why Use the I³ Diagnostic? The I³ process has produced many success stories, including:
Organizational Diagnostic The diagnostic component of the I³ system starts with two simple questions:
Open-ended questions allow employees at all levels to identify issues that they believe affect performance. Anonymous responses ensure candor. Employees are clustered according to work shift, position, job type and other groupings so that responses can be analyzed and compared to identify issues that may affect one group more than another. Client participants range from executives to physicians to machine operators and maintenance workers.
The I³ collects data in two ways:
Performance Improvement Component The I³ Roadmap identifies opportunities for organizational improvement based on three levels of issues identified through diagnostics.
Through facilitated planning meetings, leaders develop action plans to address the highest priority issues, with careful attention paid to implementing the plans through each level of management. Implementation may include:
Progress Measurement Component Many performance systems measure success by repeating surveys at defined intervals to look for improvements. A more effective approach allows leaders to measure progress with greater speed and more accuracy, allowing them to identify those initiatives that succeed, and change course where they fail. The I³ process provides for quarterly progress evaluations to gauge performance improvement.
Costs The I³ Diagnostic is priced according to the number of participants and groups. A fixed fee process, there are no hidden or unanticipated costs.
Results, relationships and readiness are the three pillars of strength necessary to every successful leader. But what if a high-potential individual within your organization needs improvement in one of these areas?
We help clients develop trusted, credible leadership and motivate employees through programs that leverage effective dialogue and communications and remove barriers and resistance to change. The result is a culture that empowers employees to take ownership of their performance and make good decisions on the job.
IRI leadership development and coaching facilitators help your candidates develop the demonstrated competencies required of effective leaders.
We work with your leaders and managers at all levels to build a motivated workforce. We provide training on the key aspects of leadership excellence:
We make use of the most effective tools in organizational development, including 360 assessments based on peer, subordinate and superior feedback, 9 Box matrices, and DISC social-style grids, to provide valuable insight as you invest in developing stronger leaders and rising stars in your organization.
This process involves engaging leadership candidates in short-term, real-life projects in a controlled work environment that employs online course work, off-campus study and mentoring – helping them to develop the skills required of leaders in a modern workplace.
IRI also offers one-on-one coaching and leadership training for senior executives and high-potential managers to help them communicate more effectively, manage complex projects and create a working culture that rewards success and innovation.
Our services also include succession and transition planning to help sustain strong leadership teams and guide organizations through growth and change.
To be effective, leaders must understand the capabilities of their employees to best leverage opportunities, improve productivity and compete successfully. Performance management systems help employees and managers better understand the organization’s expectations of their performance and how well they are meeting those expectations.
Performance management is a systems approach to promoting a productive, engaged workforce. IRI helps managers set expectations, measure performance and analyze outcomes. We help leaders provide feedback in designing and implementing organizational initiatives, and understand what motivates employees.
Because performance management issues rarely are isolated, IRI uses a holistic approach to identify the obstacles that hinder performance, the motivators that enhance performance and opportunities to narrow gaps and improve the organization’s overall performance.
Our facilitators help you explore the barriers to optimal performance by assessing the many factors involved, including skill sets, leadership and morale.
We then design, develop and implement solutions that enhance performance, on both an individual and organizational level. We then help you review performance targets against individual and organizational strategies and goals, and provide criteria and tools for measuring results.
We also help clients sustain performance through reinforcement initiatives that encourage continuous improvement and monitor the long term progress.
By identifying and correcting ineffective and inefficient workflow processes, organizations can boost productivity and make the best use of their resources.
IRI process improvement facilitators specialize in studying organizations to identify the barriers to efficiency and practices that limit productivity.
This process results in:
Through our customized diagnostics, IRI helps uncover weaknesses and strengths in your workplace to identify areas of maximum opportunity, and to explore ways to improve work processes. This process benefits from the input and involvement of employees closest to the point-of-service, relying on the expertise and experience of employees in developing solutions, and vesting employees in the success of any change.
We take advantage of tailored surveys and diagnostic tools to gather employee feedback and guidance on the barriers they face during the workday.
One goal is to track quantitative measures -- including staffing levels, productivity, error rates and customer satisfaction – that together allow you to gauge the efficiency of your workplace based on a clearly defined set of metrics.
But workflow problems are typically the result of technical challenges and barriers to employee productivity. Too often, an inefficient workplace is not the fault of workers who fail to perform, but rather the end result of ineffective processes limiting employees’ potential. This process, therefore, includes a critical component in identifying how employees use the tools and systems available to get the job done, and where simple changes can make significant improvements in your organization’s overall performance.
Successful organizations not only establish a vision and mission, but also plot the route that will get them there. People are one critical element of success; process is the other.
IRI helps you develop the strategies critical to achieving your goals through systems that help you document responsibilities, assign resources, establish deadlines and measure performance.
IRI strategic planning facilitators help business leaders develop action agendas and guide necessary change and new initiatives. We work with you through the process, from putting together the right teams, to setting and communicating priorities, to motivating employees to take responsibility and pride in their work.
This process encourages bold dialogue among leaders from across the organization to ensure that strategic plans incorporate the full range of input and a candid and thorough assessment of the organization’s strengths, weaknesses and opportunities.
Facilitators work directly with leadership teams to help identify organizational obstacles and craft effective solutions that will help a business achieve a competitive advantage, enhance customer service, speed the time to market or implement change.