The CFO asks his CEO, "What happens if we invest in developing our
people and then they leave the company?"
The CEO answers, 'What happens if
we don't, and they stay?"
Strategic Planning Retreats and
Strategic Implementation Consulting
Winslow Consulting works to create the right approach, matrices and roll-outs to match your unique vision with the DNA of your company's culture and systems, along with the value you provide to your customers.
In overview, the process may include:
Identification and/or re-articulation of Core Mission, Purpose;
Articulation of Vision and Goals;
Creation of a Strategic and
Operational Framework for Vision and Goals;
Establishment of Timelines for Vision
and Goal realization;
Laying the Critical Groundwork for
Operational Planning and Implementation;
Design of the strategic performance
management rubric (dashboard) and systems;
Building the culture and developing the people
that live the mission and sustain the vision.
Change Management
Change
management facilitation draws upon industry best-practices as applied to your current and future organizational
and departmental change initiatives. Our consulting and facilitation engages leadership and key process owners throughout the change management life-cycle ensuring a fluid transition.
Assessment & Diagnosis – conducting
formal and informal assessments and understanding the determinates, objectives and goals for change
·
Strategic Alignment and Implementation
·
Making Your Case and communicating the need
for change, gaining support.
· Decision Making – processes and
procedures
·
Action Plans – creating plans and
building action teams
· Implementation – rolling out a new
initiative, early adopters, small wins.
· Resistance to Change – "un-freezing" and making allies out
of the opposition
·
Sustaining Change – leadership,
recognition and support.
·
Measuring Results – transparency and the
”right” metrics
Winslow
Consulting provides a range of training programs and development consulting services
including:
Business Ethics Diversity
Conflict
Management
Customer Service Internal Branding
& Social Media
Stress
Management
Performance Management
Interviewing
Skills
Supervisory
& Leadership Skills
Team Building
Resilient Leadership & Resilient Team Building
Training
& Development Services
Our
training and development programs transfer practical knowledge and build
competencies that leaders can take back to their organizations and to the community. Training curricula are developed based upon strong theoretical and experiential
background in each of the disciplines taught, while creating a learning
environment for participant interaction and engagement. Program content modules are real-issue and
case-based, providing action-oriented models for leadership and team
development that immediately translate into performance improvement and change.
Presentations and course content are adapted to organizational and departmental
needs, as well as to the experience, education levels, and positions held by
participants. Winslow Consulting provides both traditional and non-traditional training and development services. For the most transformative leadership development program, scroll all the way down to The Resilient Leadership Training outline.
Training Engagement Plans
Training and
Development Engagement Plans often include:
Meeting with key personnel to align overarching
training and development goals and discuss logistical details for seamless
delivery of training programs.
Identifying key stakeholders and discovering learning
needs and interests for each departmental groups performance goals specific to
the content areas selected and to be delivered.
·
Formal and/or informal assessments are often recommended
including value stream and gap analysis, climate assessments and executive
brainstorming.
Policy issues, regulatory opportunities and
constraints and market data can be vital information to share with your
consultant early in the planning stages.
Business Ethics Training
After
the Enron era, corporations became more proactive in ethics policy articulation
and training. Most programs consisted of lectures that hoped to brow-beat and bore
participants into higher ethical consciousness. Perhaps fear was an effective
tool - initially. The Winslow Consulting approach to ethics training respects
the intelligence of its’ participants, as well as their valuable time. By creating a learning environment where
employees “work-through” ethical dilemmas to attain an in-depth understanding of
the issues presented and gain practice in the process of difficult decision
making, participants are be able to solve ethical challenges and recognize
ethical dilemmas they may be faced with throughout their careers.
Diversity Training
Diversity training addresses issues that
can be controversial, delicate, and personal in nature. The legal and human repercussions of handling
these issues cavalierly, or negligently, are often irreversible. A combination
of emotional and social intelligence and good policy knowledge and
administration is key to building a culture and organization that preserves
people’s rights while creating a highly productive, collaborative working
environment. Respectful, appropriate tone and language, is maintained
throughout the training, as key issues are addressed and a context for
professional authentic discussion is created and maintained.
Conflict
Management Training
A
process of resilient leadership building as it relates to conflict and crisis
is practiced and mastered, through a curriculum of learning that includes:
Identification
of the breadth and scope of a conflict or crisis.
Fully
listening to individuals and sources
“Valuing
conflict and resistance” as means toward
understanding key issues and responding
substantially
Imparting
calm and confidence to others
Facilitating
“difficult conversations” Impacts
and consequences evaluated
Additional
resources to be identified
Solutions
considered and evaluated
Engagement
with key members is initiated
Agreements,
commitments and plans of action
Closure
Self-
Defense Awareness Training
This workshop imparts a level of mastery of the
psychological factors empowering participants with the ability to transcend
fear and vulnerability and increase confidence and awareness.
This program is very enjoyable and non-threatening.
The lessons are practical and based upon real knowledge and decades of
experience in the field of self-defense and prevention.
Participants
will learn to recognize, distinguish, and apply knowledge and skill in the
areas of:
Dispositional
and Situational Factors
Predators
and Victims – transcending the cycle and shifting the locus of control
Vulnerability
versus confidence - psychological factors and preparedness
Awareness
building – visual and mental (looking and seeing,
sight and perception)
Presence
and Bearing – communicating formidability
Non-violent
self defense skills that build confidence
Re-directing
physical force and negative intention – a two-fold approach
Do’s
and Don'ts - in public spaces, work environments, and at home
Customer
Service Training
Service culture
building and service excellence are the result of a few key ingredients. On the
peopleware side it is about passion
and commitment. On the techno-structural side it is about removing the
obstacles that stand in the way of delivering value to internal and external customers. This training session will identify the value-stream specific to each participant group or individual and the drivers of that
value. Participants will be energized about their own ability to drive service quality and develop action plans towards taking service excellence to the next
level.
Interviewing Skills Training
This program’s objective is to
provide training in the art of interviewing. There a many types of interviews
ranging in tone, purpose and context. As a result of our interview with the your team, we can determine
precisely what interview skills will be
practiced in “real-play” situational settings.
The
types of interviews and skills participants will become adept in are :
Job candidate interviews – phone
screening, 1st, 2nd, final and panel interviews. Performance review interview - including
performance deficiency coaching) Internal candidate interviews – new
position, succession and/or promotion Exit interviews Critical incident interviews - HR issues,
investigative, safety issues, security issues Setting the tone Creating an environment of trust Non-verbal communication
Difficult conversations – and how to
conduct them Open and closed-ended questioning
Ending the interview
Supervisory
& Leadership Skills Training
This
training program is adaptable to a wide range of leadership acumen held by
participants. Introductory exercises that create a powerful context for
learning, growth, and change center on the shift from managing to leading. What
leaders do: develop and communicate a clear
sense of vision and mission, inculcate a strong sense of mission in others,
develop and execute action plans, take ownership and responsibility for
results, reward and recognize the accomplishments of others, coach and develop
others towards higher levels of performance is what participants gain
here. The framework for this program is:
The Leadership
Challenge (developed by Kouzes
& Posner, 2003)
Model
The Way Find
Your Voice by clarifying your
personal values
Set the Example by aligning
actions with shared values
Inspire A Shared Vision Envision
The Future by imagining compelling and ennobling
possibilities.
Enlist Others in a shared vision
by appealing to shared
aspirations.
Challenge
the Process Search
For Opportunitiesby seeking
innovative ways
to change, grow
and improve
Pilot New Initiatives and Test New
Frontiers
through constantly
generating small wins and learning from
set-backs
Enable Others To Act Foster
Collaboration by promoting cooperative goals
and building
trust
Strengthen
Others
by sharing power and discretion
Encourage The Heart Recognize
Contributions by showing appreciation for
individual
excellence
Celebrate The
Values And Victories by creating a spirit
of community.
Communication
– non-verbal: resonant or dissonant?
Keys to success.
Team
Building
Teams
are built through values-based exercises identifying individual and shared
strengths while building higher levels of trust among team members.
Participants learn to distinguish between merely being a “Team” and becoming a
“High-Performing Team.”
Participants
learn about “The Five Dysfunctions of a Team” (and what to do about it).
The
Five-Dysfunctions of a team that are understood through the team
self-assessment:
Absence
of Trust
Fear
of Conflict Lack
of Commitment
Avoidance
of accountability
Inattention
to results
Action
plans to transform each into high functioning team strength
Results
of the Team Work session are:
Improved
team identity Increased
motivation Improved
emotional awareness Better
communication Higher
stress tolerance Effective
conflict resolution and a positive team mood.
Mutual
commitments to shared goals
Clear
roles and responsibilities
Team
work training is energized through the presentation of edu-taining examples of high-performing teams as participants learn
how to model themselves in ways that resonate with their own working culture
and customers.
Resilient Leadership and Resilient Team
Building
This program is based
upon the core concepts and Psamurai
Psychology introduced in the book “The Resilient Leader” by Winslow Swart.
The core concepts and
distinctions in mastery of the Resilient Leader are:
Strategic Planning Retreats and
Strategic Implementation Consulting
