Program Evaluation and Change Management I begin with a comprehensive assessment of the organization to identify issues and opportunities for growth. This involves using methods like surveys, interviews, and performance data to gather information on organizational culture, communication, and employee engagement.
Based on the diagnostic findings, I develop and implement a customized action plan. These interventions can be targeted at an individual, group, or company-wide level.
Holistic approach: Unlike some traditional management consulting, I focus on the entire system and consider how changes to one area will affect the whole organization. This ensures that changes are sustainable and integrated effectively.
Change management: I help organizations navigate and implement major transitions, such as mergers, new technology, or restructuring, by addressing the human and systemic impacts of the change.
Leadership development: This includes coaching and training programs to help leaders build critical skills in communication, decision-making, conflict resolution, and managing change.
Team development: I help work teams enhance their communication, collaboration, and productivity. This can involve facilitating team-building workshops or mediating conflicts.
Culture and engagement: My services in this area aim to create a positive, inclusive, and productive work environment. I help measure employee engagement and define or align the company's culture with its values.
Organizational design: I can assist with restructuring the organization's layout, redesigning work processes, and clarifying roles to optimize operational efficiency.
Performance management: This service involves creating or refining systems to set expectations, provide feedback, and assess employee performance, ensuring alignment with organizational goals.
Social Enterprise
Struggling to make both budget and mission goals? Strengthen your impact and your bottom line through social enterprise
Values The work of an organization should benefit the community in which it exists. In turn, the community should strengthen the organization by returning the favor. Philosophy For many years non-profit organizations have shunned the notion of “profit.” Many non-profit leaders state that they are not in it for the money, they are in it for the good. After all, that’s why they are called “non-profits!” Thankfully this way of thinking is fading. I firmly believe that, to be successful, an organization must pay attention to two bottom lines – mission delivery and impact, and fiscal health and resiliency. By embracing the notion of making a profit, and focusing that profit on the good mission work of the organization, the non-profit, their partners and the community they serve, all can realize significant benefit. This is by no means a new or original thought, but one that has been very slow on the uptake. My goal is to change that. Approach By analyzing mission and vision, current fiscal health and revenue streams, the organization’s core competencies, and the external market, and looking for gaps and opportunities within that market, possibilities for new revenue generating activities, or “social enterprise,” begin to emerge. I work with Board, staff, partners and friends in the community to assess an organization’s challenges and opportunities. I then work with the organization to develop ideas for social enterprise activities, set plans in motion to test those ideas, and develop business models for deployment. By answering the question – “how do we start and operate a business within our organization?” and deploying “for profit” strategies, we chart a course for success. Sometimes the solution is simply to expand a core activity. Other times a whole new business line is launched. It all depends on the practicality of the venture and the appetite of the organization’s leadership. I deploy a “quick start” methodology focused on modest investment and early wins. Outcomes At the end of a four-month engagement process an organization will have 1) analyzed revenue modeling accompanied by recommendations to maximize revenue streams 2) two to three vetted social enterprise ventures 3) A business model to execute one of those ventures. Cost Typically, the initial phase of this process can be accomplished over four months, and approximately 80 hours of direct engagement and offsite work. My fee for this initial phase is $8000.00. After the initial phase I am able to continue on as a “coach,” offering guidance to individuals or teams leading the social enterprise. My fee for this ongoing coaching is $120/hr. First Step The first step is typically an informal meeting. At this free consultation we discuss the process and go over questions or concerns you may have. Please contact me by email or phone get started.
Interim Executive Services
When an Executive Director leaves an organization the transition that ensues can be quite disruptive. There can be panic, confusion, sadness and sometimes, things can grind to a halt. Everyone's workload increases at a time of great stress. Conversely, this transition time can also be an excellent period to reflect on the direction, stability and future of the organization. Handled well, the transition can set a course for success for the organization.
A highly effective way of managing these challenges is to bring in an Interim Executive Director. By engaging an Interim, an organization can minimize the effects of a transition, can reflect on the needs of the organization (through objective assessment), and can set the stage for success for the next permanent Executive Director.
I'm pleased to offer my services, and my 30 years of leadership and management experience, to help organizations get through transitions with minimal disruption, stabilized finances and a refreshed look at the direction of the organization so that the next Executive Director is primed for success. If you're interested in learning more about this service, please contact me for more information.
