Operational and Cultural Analysis to support Implementation Planning

·      Processes, systems, structures, behaviors, culture, capability, as well as specific groups or individuals that might be enablers of success, or inhibitors of success

·      Identifying the connections and leverage points among these factors that could ensure a successful change effort

Change Leadership Coaching and Development

·      Outcome and Results based coaching plans

·      Structured and coordinated coaching interventions

·      Executing role modeling and engagement opportunities

·      Ensuring that the accountability for improved performance remains with the leadership at all levels

Implementation Design and Execution Support

·      Sequencing and timing of specific intervention actions, events, or milestones

·      Utilizing an array of engagement tools and methods to build momentum

·      Executing specific interventions and events to achieve optimal engagement and buy-in from the organization

·      Ensuring follow-up and reinforcement actions to sustain improvements

Support for Selecting – and for Setting Expectations with – Consultants

·      Ensuring the consultant’s alignment on your goals, not on their goals

·      Identifying the type of consulting support you need – advice, capability development, design support, implementation support, etc.  Ensuring that the consultants are “fit for purpose”

·      Rewarding and motivating consultants properly to advance your business goals over the long term, not their short-term goals