"We made enormous progress, and we thank Diana for her advice, expertise and good humor during the process. We are in a very different place now." - Director, The Clark Art Institute
Organization & Team Change Projects
If your organization is merging, anticipating a change process, or in need of a more collaborative, team-oriented environment, we can help you define your desired future and make the changes you need. Whether the change involves a division, a management team, or the entire organization, we can work alone or with our network of partners to help you get where you need to be.
Every change process is unique, but most require:
- Assessment
- Goal-setting and planning
- Implementation
- Evaluation and follow-up
Often, training and coaching are needed as well, in order to create a seamless, well supported result. Take a look below at some of the projects we've completed, or contact us to learn more about our REAL CHANGE consulting services.
Examples of Past Change Projects
For a museum experiencing a culture shift from its previous director to a new director with more ambitious expectations, we worked with LukeWeil Associates to assess the current culture, define additional leadership positions, and deliver training to build the necessary skill sets in communication, planning, visitor services, meeting management, and change management.
To create ongoing support and continuous improvement for new structures and skills, we established task forces, consulted to management, and created a customized performance planning and review system. In addition, we facilitated follow-up strategic planning sessions to continue the alignment of vision, mission, and culture. At the end of almost two years' work, the museum's staff and management was positioned for the ambitious growth in programs and physical plant that the new director wanted to accomplish.
. . . . .
For an optical company whose senior leadership team was stymied by negative interactions and poor follow-through, we focused on the management meetings at the nexus of their interactions. Following individual interviews and group discussions we sat in on meetings to observe interactions, decision styles, and habits of implementation over a period of months, each week coaching the team on new strategies to implement for the next week.
In addition, we conducted individual coaching for the company's president and each member of the leadership team, and helped to set up project planning and performance feedback systems. At the end of a year, the team was able to function well independently, participating in an effective strategic planning process to lead their company in the next few years.
. . . . .
For a not-for-profit religious organization with publishing, customer service, and fundraising divisions, we were challenged to help create a workplace culture of unity and civility out of one where individuality ruled and unresolved conflict roiled. Based on assessment interviews with religious and lay staff, we created a customized series of communication, teambuilding, and conflict-management workshops.
We conducted ongoing consultations with leadership to help align decision making, culture, and goals. Finally, we worked with Human Resources to establish employee communication vehicles and performance reviews to support the values and practices we had promoted.
Coaching . Consulting . Teambuilding . Training
Copyright 2010, Diana Brooks Associates Consulting & Training. All rights reserved.
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