SERVICES
HR Strategy & Operations
Development and delivery of specific business strategies to for-profit and non-profit organizations
Leadership Development
One-on-one and team coaching services focused on personal and professional growth
Workshops
Advancing an organization’s goals through group learning, interaction and discussion
Workplace Investigations
Performing thorough and impartial investigations into allegations of misconduct in the workplace
HUMAN RESOURCES STRATEGY & OPERATIONS
Human Resources strategy & operations services cover various areas, as appropriate to a specific organization. Services include:
Managing employee relations matters and associated risks
Audit of wage and hour practices
Review of policies and procedures
Acting as interim CHRO
Consulting and advising on HR matters
Organizational restructuring
Change management
Culture and engagement
Executive coaching and development
Performance management
Employee wellness
Increasing team collaboration and effectiveness
Attracting and retaining talent
LEADERSHIP DEVELOPMENT
Leadership is a skill. Whether it’s a first-time manager, or a senior leader whose role has progressed to leading other leaders, leadership competency is critical for business results and for fostering a workplace culture that supports employees in doing their best work. Today’s work environment is more demanding and dynamic than ever, moving at a rapid pace and requiring flexibility and resiliency to quickly adapt to changing circumstances. Employees look to their managers to guide, mentor, and provide answers. Coaching is a valuable resource and tool that companies can utilize to support their leaders in developing these important competencies.
One on One Coaching
In leadership coaching, the focus will be on:
Strategies, systems, and tools for impactful leadership
Heightening awareness and connecting to values
Building collaborative teams and healthy relationships
Regulating emotions
Cultivating emotional intelligence
Managing stress, pressure, and overwhelm
Executive presence
Enhancing communication and interpersonal skills
Increasing confidence
Trust and openness in the coaching relationship is key to transformation. The space I create for coaching is, on the one hand, safe and judgement-free, and on the other hand, a place of honesty where I can challenge the executive on particular views that may be obstructing growth. Coaching engagements may include a 360 assessment in order to further identify areas of development and focus for coaching.
Managing conflict
In most organizations, collaboration is key to its success. Understanding team dynamics and cultivating effective teams enhances business results.
Team Coaching
Team coaching typically covers areas such as:
Strategies and methods to boost creativity and quality of work
Creating an open, safe work environment
Fostering openness, transparency, and trust
Effective communication
The importance of accountability
Identifying clear roles and processes
“Good teams become great ones when the members trust each other enough to surrender the Me for the We.”
Giving and receiving feedback
WORKSHOPS
An organization’s learning and development goals can be enhanced through group workshops. Group learning offers the opportunity for interaction and discussion, sharing of ideas, and employee growth and development.
Some of the workshops I have conducted include:
The Brain Science of the Stress Response and Managing Stress
Emotional Intelligence and Emotional Literacy
The Science of Well-Being and Cultivating Greater Happiness in the Workplace and in Life
How to Have the Difficult Conversation
Conflict Management
Social Styles
Giving and Receiving Feedback
Enhancing Performance Through Better Sleep, Nutrition, and Activity
“We suffer more often in imagination than in reality.”
WORKPLACE INVESTIGATIONS
Performing timely, impartial, and thorough investigations into allegations of harassment, discrimination, and other misconduct in the workplace is an important component in managing risk and compliance matters.
My approach in conducting investigations is to assess the scope and strategy of the investigation, provide an approximate timeline for the work, and keep the client informed on the progress. While the specific steps in any investigation may vary, an investigation will generally include interviewing witnesses, reviewing documents and other evidence, and making findings as to what has occurred.
Prompt resolution of a workplace dispute can minimize disruptions to productivity and to employee morale. In addition, retaining an external investigator can be particularly beneficial in cases of serious allegations, or when the allegations are against a high-level manager or executive.