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| Assessment of leader's strengths and stress behavior through dialogue, as well as assessment tools.
Each person receives feedback on his or her reports when assessment instruments are used.
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| Assessment of Team's strengths and weaknesses, by the team and the consultant. |
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| Analysis of corporate culture through large group dialogue involving senior and middle managers.
Large group assessment reports can also be utilized giving the group information to assess their own culture and address change.
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| Change projects require a year with quarterly programs.
Change programs may address acquisitions, change of leadership or new business development strategies.
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| The Birkman Method is used for individual and group assessment.
The Devich Consulting Group sets up an account on line for each client, so that questionnaires and reports are easily accessible.
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| Selection of Leaders for specific positions and strategies. Building winning Executive teams.
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| Selection of members for new teams, based on team objectives.
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| Seniors and Middle Mangers meet quarterly or semi-annually, to rethink strategies and continue to build relationships with each other in order to carry out work objectives.
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Programs are highly par-
ticipative with leaders devel-
oping both themselves and their company.
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On going research of Business Development strategies (may require collabor-
ation with a research team). The client participates and selects measures for success. This keeps the project on track, with modifications as needed.
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| Profiles identifying career and personality strengths necessary to achieve goals for certain leadership positions.
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| Team building sessions that focus on better understanding of each other, achieving objectives and connecting with others outside of their team.
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| There are always surprises as corporate culture issues emerge and they must be addressed.
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| Other organizational assessment tools are available depending upon the needs of the company.
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| Identify competencies for particular positions.
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| Teams can be short term or long term. For example: Develop a response team that rallies immediately to a new client project.
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| Plans are revised quarterly.
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| Individiual leadership development plans include Coaching Programs, and 360 programs.
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| Team simulations quick start team understanding of their potential for change.
Continuous self evaluation of team perform-
ance.
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| Leaders thinking will change because of their experience in the large group process. As a result their work efforts and decisions change, impacting the organization positively.
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| These programs are as effective as a leader's ability to envision the future and to think through complex issues.
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| Create a Corporate Leadership Development Plan.
Succession Planning program.
All individual development plans are designed to achieve specific corporate strategies.
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| Team incentives are integrated with corporate profitability.
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| Typical issues that emerge are:
Executives finding new solutions to chronic business issues. There is often a history of avoidance.
Business development strategies and the appropriate personnel to achieve these strategies.
Communication between senior and middle managers is explored and changed.
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| Devich Consulting Group specializes in designing projects, as our experience focuses on the big picture that deepens the vision rather than specific services.
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