Organizational Effectiveness

Peter Drucker supposedly said that culture eats strategy for breakfast. But I believe culture and strategy should eat breakfast together. Culture is your organization’s human operating system, and your strategy is the software. Too often, organizations try to run software on operating systems that are incompatible. The results are disappointing at best, and disastrous at worst.

To align your culture with your strategy, I go beyond superficial indicators by using robust, well-validated assessments that provide a thorough understanding of your current culture and the ideal culture that will enable your organization to attain its vision, fulfill its mission, and achieve its goals.

But real culture change is much more than just assessment. I'll help you extract meaningful insights from the assessments and prioritize the actions you can take to begin the shift toward a culture that aligns with your strategy and gets the outcomes your organization wants and needs.

Team Effectiveness

Is your team functioning at its highest potential? Do the members of your team trust each other? Do they know how to have productive conflict? Do they share a commitment to common goals? Do they hold each other accountable? Are they focused on a shared set of results?

Using a validated assessment to assess the current state and start the conversation, I’ll lead your team through a candid, courageous, and caring exploration of your team’s effectiveness. We’ll dig into trust, conflict, commitment, accountability, and results, and emerge with fresh insights and clear direction that will increase effectiveness and improve results.

The team effectiveness workshop is not for the faint of heart. It’s a bold, unflinching look at how your team works together that will uncover bad habits and dysfunctional dynamics. It will also create stronger connections and deeper commitments that get better results for the team and for the organization.

Personal Effectiveness

The key to personal effectiveness is understanding yourself and understanding others.

Understanding ourselves is hard. Understanding other people often feels impossible.

What if there was a way to better understand our behaviors and reactions, how we're perceived by others, and how our different styles of interaction affect our ability to connect, communicate, and collaborate?

Self-awareness and other-awareness are prerequisites for any kind of organizational change, progress, or transformation. To support this, I use the DISC interaction style assessment as the foundation for workshops and one-on-one coaching to improve connection, communication, and collaboration among employees.

More important, employees learn how to adapt their styles to better connect with others and get better outcomes for themselves and for the organization.