Specialized Consulting in Leadership and Organizational Development
Our Consulting Values
Sustainability of Impact
Our first value is to leave the organization in a better state than it was, ensuring that its employees and leaders are empowered with the tools we have used or provided to them or they have created with us.
Fostering Creativity
Our second value is to activate the creative capacities of team members and leaders, enabling us to move beyond the solutions we initially brought through research and creative design.
Serving the community
The third value we work to activate is how your organization contributes to human development, quality of life, and community growth while achieving a return on investment.
The Consulting Journey
Our consulting journey is summarized in ten steps:
- Building alliance with the client: In this step, we rely on transparency as an important value to build trust between us, the organization, and the leaders.
- Preliminary agreement: It includes steps 3–6, and its fees are included in the full intervention, or separate, depending on the effort and hours spent, if there is no desire to continue for some reason.
- Diagnosis: With the data that allows us to understand what is happening in the system comprehensively, it varies to the extent an organization wants or sees fit.
- Data analysis: A stage that may require one or two meetings with the leaders to discuss findings.
- Option analysis: Presenting everything that could improve or be an appropriate solution to the challenges the organization faces.
- Intervention plan: A written plan that is modified according to the leaders’ preferences and includes the final pricing and ethical agreement, contractual terms and conditions.
- Final agreement: A serious step in intervention where everyone has complete clarity about the service provided, its value, phases, and fees.
- Implementation: The stage of actual intervention and delivery of the full program.
- Evaluation and sustainability: A stage before closure, in which the current situation is evaluated after intervention is completed, and if the leaders wish to use the same or different assessments. The impact of the intervention is measured. A sustainable plan is developed to maintain the current progress.
- Closure: An important phase, as it includes many reflective pauses and lessons learned.
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Organizational Culture Measurements and 360-Degree Team Performance Assessments
We have a number of important measurements that contribute to the interaction of the system and its work teams:
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360-Degree Assessment for Leaders and Executives
Among the most important assessments we employ with leaders are the following:
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Detailed Measurements According to the Organization’s Situation
We also design organization-specific measurements based on its competency model and work strategies.
Contact us now to explore your needs together.
In the first meeting, we listen to you and explore what you have previously done and the challenges you faced.
We start from where you left off and agree with you on the fastest and best diagnostic methods if needed.
We provide you with practical solutions and simple practices that align with the organizational goals and aspirations you aim for.