Assist reengineering teams through training on the reengineering process, identifying team needs and facilitating the team through completion/implementation.

Assist process improvement teams through training in the methods for improvement and team dynamics; consult with team leader for planning, facilitate the team to prepare mission/charter, improvement strategy, objectives/scope, goals, milestones, and report to management; and facilitate team meetings.

Assisting teams in understanding the stages of change and work through the emotions associated with change. Encourage expression of concerns about the changes and work toward embracing, growing and seizing the opportunities that emerge in times of change.

Build trust with the community as requested by client organizations. Facilitate client's communication of hyper-technical information in understandable terms. Assist client's interaction with the public in a forum which allows for all concerns to be voiced and heard.

Facilitate the creation of mission, vision and value statements. Provide an environment for groups to stretch beyond their day-to-day capabilities, articulate their shared visions, and formulate short-term and long range plans.

Provide assistance in external and internal customer recognition, communication, and focus. Intervene in situations where customer needs have not been satisfied or have been misinterpreted.

Train managers/staff in the Malcolm Baldrige National Quality Award Criteria, assessment methodologies, action planning, and follow up. Facilitate teams in preparation of assessments, action plans, and follow up.

Enhance awareness/appreciation through education of the varied perspectives, cultural backgrounds, skills and knowledge that each individual posseses. Utilize various instruments, such as the Myers-Briggs Type Indicator, to increase staff's knowledge of their own preference and assist their understanding and appreciation for differing viewpoints.

Utilize this developmental tool to increase staff's awareness in specific competencies as seen by their supervisors, customers, peers, and subordinates.

Use mediation tools and models to assist teams to move from personalized blame to focus on issues and processes that need to be improved to work through the conflict.

Discuss and share working examples of how an individual's behavior can affect the performance of the organization as a whole; provide clarity on how the micro-macro effects of empowerment and personal responsibility can help the organization define itself in terms of renewed strategic plans.

Teach the basics of teaming: developmental stages of team building, differences between teams and working groups/task forces, roles which team members play and whether they are task or group-dynamic oriented, and characteristics of effective teams.

Provide four-day training that covers: organization development, values in the workplace, managing change, 360' management development feedback instrument, personnel relations survey (self assessment of communication practices at work), Myers-Briggs Type Indicator, listening, coaching/feedback skills, communicating non-defensively, group problem solving, motivating staff, responsibility with positional/personal power, effective use of the Facilitator Program, personal action planning and goal setting.

Assist staff in the identification of problems through exercises designed to provide clarity of issues and root causes.

Assist teams in the use of problem solving, decision making, and consensus building tools such as Kepner-Tregoe, Management Oversight and Risk Tree (MORT), and the Innovator (group polling software with audience response keypads).