Vision & Strategy Development
Bringing an outside faclitator to this conversation is often very useful to an organization. We are otherwise at risk of continuing to have the same conversations in the same way. The organization benefits by having someone who is not "caught" in those habits and who brings specific facilitation tactics. Those techniques are selected for each engagement and may range from imagining new futures to competitor and environment analysis. This work typically includes multiples stakeholders such as customers, members, boards, etc. The desired outcome is always the same - a clear and compelling vision and strategy that enables the organization to pursue a future that matters.
Leadership development is most effective when it is connected to the organizations goals and purpose. To achieve this it is often necessary to have systems in place that support those connections. These might include leadership competency models, mult-rater review processes, and intentional succession planning programs.
Organization culture is neither inherently good or bad. It is however well-suited or ill-suited for the organization's mission. It that way it is much like an individual's personality. They are neither good nor bad, but well-suited or ill-suited for a chosen path. We use a variety of culture assessment techniques to better understand both what it actually is as well as whether it is aligned with the mission and purpose.