ORGANIZATIONAL DEVELOPMENT

Healthy workplaces make for a healthy organization.  This service helps clarify where your organization is going and how to have the right people in the right positions to achieve this goal.  Moving from Good to Great (Jim Collins) as an organization is a matter of conscious choice and discipline. The Myers Briggs Personality Indicator and the Strong's Interest Inventory helps understand different personalities for building a team and hiring the right people.  Typical areas addressed in the process are:

1. Clarifying Vision, Mission and Core Values
2. Team Building
3. Hiring/Retention – the right people in the right positions
4. Succession Planning
5. Leadership Development
6. Personnel Development
7. Time Management

https://www.cpp.com/products/mbti/index.aspx
https://www.cpp.com/products/strong/index.aspx

Conflict Resolution

Conflict, in varying degrees, is inevitable in all relationships and organizations.  What strategies should be in place to minimize conflict?  What is your conflict resolution style and how do you best use it?

The Thomas-Kilmann Conflict Mode Instrument (TKI) helps an individual understand how different conflict-handling styles affect interpersonal and group dynamics. It’s also goes beyond conflict management to support your team-building, leadership and coaching, and retention goals.
The TKI model is based on a five-category scheme for classifying interpersonal conflict-handling modes:
• Competing: assertive and not cooperative
• Collaborating: assertive and cooperative
• Compromising: in the middle on both dimensions
• Accommodating: cooperative and not assertive
• Avoiding: neither assertive nor cooperative
• Human Synergetics