An organization, for our purposes, is any unit with a shared overarching mission, specialized functions, a defined hierarchy and complex interrelationships. This might be a large department or an entire enterprise.
We are often called when there is some friction being experienced in the organization and there is no consensus about the cause nor how to address it.
Any organizational development effort begins with a discovery process. Generally speaking, this includes:
● Confidential one-on-one interviews with key stakeholders
● With large organizations, some number of focus group conversations
● Review of existing documentation regarding the history of any current challenges
● Writing a thematic report, without attribution, about both the current state and the desired future state
● Identification of potential next steps
● Sharing the report and potential next steps with the entire organization
Typically, the bottom line is that there have been unintended consequences to some leadership or organizational practices, and that the culture does not allow for honest conversation about that. The assessment identifies those specific issues and makes recommendations for creating a healthier organizational culture.
The potential next steps typically include some combination of leadership coaching and team development.
“Francine has been a critically important advisor and coach to me as I transitioned into the role of president, and later to our entire leadership team at Quinnipiac. She and her associates have consulted with, and guided us on numerous issues including strategic planning and culture building, assisting us build systems to increase results and enhance individual and team excellence.”
Judy Olian, President, Quinnipiac University
"My coaching sessions with Kande McDonald were far-ranging, at times dealing with immediate fires, at other times broadening to larger questions of building confidence, leadership strategies, communication, and personality types. The sessions were, in essence, a series of master-classes. When I first started the coaching, I was lost at sea. At first, the coaching sessions were a life preserver. Over time, as my skills grew, the life preserver became a rowboat and is now a study sailing ship. While the sessions are over, I feel confident in my abilities to continue to hone my leadership skills with the tools that I have gained, turning in time my study sailing ship into a vessel capable of navigating all waters."
Chris Arrell, Department Chair, College of the Holy Cross