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Is your organization getting the most
out of its employees?


Is the decision-making at all levels of the organization sound and in alignment with organizational goals? Is there an active, workable plan for succession development? These are some of the questions that prompt organizations to seek assistance in improving and developing their work culture.

 

Our process for organizational development involves:

• Consultation to clarify goals, discuss concerns, and lay out a plan for organizational assessment
• Constructing an assessment which may involve interviews and survey data
• Compilation of a report with solid recommendations
• Debriefing and discussion of the report and the plan to address key areas in the most efficient and effective manner
• Rolling out development and training sessions in accordance with recommendations


Key areas of development for organizations:

• Leadership Development
• Team Development
• Supervisory Training and Development
• Strategic Planning
• Succession Development
• Performance Review System Improvement
• Hiring & Retention Skill Building

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What We Do


What We Do


Leadership Development

“Courage is the first of human qualities because it is
the quality which guarantees all the others”.

- Winston Churchill


At the very essence of effective leadership is the
ability to facilitate positive change.

The process of leadership development involves identifying strengths and developing full awareness about how to utilize and best leverage those strengths to accomplish personal, professional, and organizational goals. Effective leadership development also involves considering where strengths may be overused or distorted in a way that may inhibit or derail goal attainment. In coaching sessions, we utilize well-developed and well-researched psychometric instruments to gather data and assemble development plans to help the coaching participant achieve their goals in the context of their position and their organization’s mission and vision.

Our leadership development process typically looks like this:

  • Initial meeting to discuss goals and concerns and set a course for achievement
  • Conduct an assessment to obtain data in target areas which could include:        
    • Assessment of leadership competencies required to predict high performance in one’s current position, or in a desired position for succession development
    • Assessment of strengths and areas for development
    • Assessment data from those that work with you (i.e. 360 instruments)
  • Construct a development plan based on assessment data
  • Provide coaching that targets areas for development, leverages strengths and is congruent with the development plan

Frequently, we recommend programs such as Classic Leadership Institute (CLI), formerly known as Columbia Leadership Institute  or Oregon Leadership Institute, to facilitate and fast-track a leadership development coaching plan. CLI has trained thousands of leaders to build their influence skills and become more effective at facilitating positive change within their lives and their organizations.

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Tertiary


Tertiary


Family Business Development

“I just want us all to work together to promote the health of the
company AND the mental health of our family members”

- Bennink Consulting Client & Third Generation Shareholder


Terri Bennink has extensive education and experience with family businesses, serving as a trusted advisor and development consultant for over 20 years. As a second generation family business owner herself, she knows the satisfaction and challenges of the job. 

Being a family member and employee in a family business can be one of the most simultaneously frustrating and rewarding experiences in one’s career and life. Negotiating the dual roles of wife, mother, father, brother, husband, boss, co-worker, etc. presents a unique set of dynamics and challenges. The family itself sets the values and the tone for the business. Having a trusted advisor /consultant who can help the family and the organization develop skills and strategies that benefit both is essential to successful family and employee relations.

Assistance and services to family businesses may include:

  • Improving family communication and conflict management and resolution
  • Family Council building and skill development
  • Succession development, including assessment and coaching for transition
  • Assisting families in laying the groundwork for communication and decision-making to set up mentoring of legacy and transferring of wealth