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.
• 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
• Leadership Development
• Team Development
• Supervisory Training and Development
• Strategic Planning
• Succession Development
• Performance Review System Improvement
• Hiring & Retention Skill Building
- Winston Churchill
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.
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.
- Bennink Consulting Client & Third Generation Shareholder
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.