Learn about some of the strategies we use in our consulting sessions to promote the desired changes.
Our approach to Organizational Development focuses on aligning people and organizational processes to achieve objectives.
INCLUDES
Align and integrate diverse groups and functions around a Shared Vision.
Identify critical areas for improvement through needs analysis and discipline of the Mental Models.
Create knowledge exchange and retention plans in the company through the Team Learning.
Participate in strategic planning using the tools of the Systems Thinking.
Build communication networks encouraging the Personal Development.
Promote and make profitable corporate learning programs.
TO ACHIEVE IT
We diagnose organizational performance
We observe how your strategic plan is implemented and analyze how culture, structure, and processes facilitate or hinder this implementation.
We set course
We work with your leadership team to capitalize on your strengths and achieve your desired results.
We develop projects
We work with your leadership team to assess your competitive advantage, develop it, and overcome organizational weaknesses.
We make change possible
We help you plan and lead your organizational change needs to adapt to the demands of our times.
We educate and train your people
There is no organizational change without personal change, because Personal Quality is the foundation of Organizational Quality. Educating for participation is the key to engagement, because deeply rooted in your organization and your people is the ability to discover where the blockages are and the power to remove them.
Techniques we use in our consulting to promote the desired changes
Business Vision, Mission and Goals
Support in the process of developing a business vision, defining the company's mission, and defining goals at all levels of the organization.
Strategic Alignment
A dynamic process that, based on a consensus of values, vision, and mission, helps the organization focus on its present and future resources to achieve its objectives.
Organizational Development
Diagnosis of the current situation and definition of the ideal situation. Planning the desired change with the executive team. Generation of indicators. Training at all levels of the organization. Implementation, evaluation, and monitoring.
Preparation for Quality Management Systems Certification: ISO 9001
Current situation assessment. Organizational status quo. Training at all levels. Quality policy development. Preparation of the Procedure Manual and Work Instructions. Implementation. Audits and Indicator Checks.
TPM = Total Productive Maintenance
Training at all levels of the company to implement TPM as a comprehensive management approach that takes a systematic and creative approach to reducing losses by developing its eight pillars. Support is provided throughout all phases of the program.
Organizational Climate
Development of the diagnostic instrument tailored to organizational needs. Processing and presenting the collected information, and suggesting action plans.
Organizational Performance Evaluation
What is our mission? Who is our client? What does the client value? What are our results? What is our plan? The entire evaluation process is developed from these key questions.
Individual Performance Evaluation
Selection of appropriate methodology. Instrument design. Implementation logistics. Data processing. Presentation of results and improvement plans.
Education & Training
Diagnosis and needs assessment. Training plans. Organization and implementation. Return on investment evaluation.
Communication Policies
Consensus and establishment of internal communication criteria: What, When, and How. Needs assessment. Methodological implementation. Impact assessment and organizational feedback. Suggestion and improvement plans. Kaizen-Teian systems.
Leader Detection and Development
Diagnosis of replacement needs. Identification of potential leaders. Development of a Training and Development Plan. Internal roadmap.
Management Control
Identification of Critical Success Factors. Resource Analysis. Definition of Management Indicators. Results Measurement. Visual Management.
Personnel restructuring programs
Internal selection and mobility processes based on the needs of the business plan. Retirement and severance plans.
Due Diligence for HR in mergers and/or acquisitions
Diagnosis of cultural domains. Creation of action plans. Study of cultures and feasibility of adaptation to the new environment.
Some of the dynamics that we adapt especially for non-profit organizations
Vision, Mission and Institutional Goals
Support in the process of developing an updated vision for the organization, rethinking the mission, and defining goals at all levels.
Strategic Alignment
A dynamic process that, based on a consensus on the Vision and Mission, helps the organization focus on its present and future resources to achieve and fulfill them.
Organizational Development
Diagnosis of the current situation and definition of the ideal condition. Planning the desired change with the management team. Generation of indicators. Training at all levels of the organization. Implementation, evaluation, and monitoring.
Preparation for Quality Management Systems Certification: ISO 9001:2000 and/or National Quality Award
Current situation assessment. Organizational status quo. Training at all levels. Quality Policy development. Preparation of the Procedures and Work Instructions Manual. Implementation. Audits and Indicator Checks.
Organizational Climate
Development of the diagnostic instrument tailored to organizational needs. Processing and presenting the collected information, and suggesting action plans.
Education and Training
Diagnosis and needs assessment. Training plans. Organization and implementation. Return on investment evaluation.
Leader Detection and Development
Identifying potential leaders. Developing development and training plans. Internal roadmap.
Management Control
Resource Analysis. Management Indicators. Results Measurement. Fundraising Plans.
Communication Policies
Consensus and establishment of internal communication criteria: What, When, and How. Needs assessment. Methodological implementation. Impact assessment and organizational feedback. Suggestion and Improvement Plans. Kaizen-Teian Systems.
Individual Performance Evaluation
Selection of appropriate methodology. Instrument design. Implementation logistics. Data processing. Presentation of results and improvement plans.
