Our transformation process is based upon an integrated four-step model, focusing on perpetual change and improvement. Built on decades of consulting experience, this model provides a disciplined approach to systematically implement productive change and improvements. Linked to organizational imperatives (the organization's key objectives and strategies), our transformation process is inclusive: it builds on established efforts already under way while resting on strong partnerships between us and our Clients, and our Clients and their people. This is not a "cookie cutter" application of services: rather, this model is tailored for the unique and specific requirements of every Client organization. Our goal is to help each organization chart its own unique pathways to superior performance. The transformation process provides a powerful strategic context for integrating existing initiatives and future plans.

Assess

In the initial assessment stage of the transformation process, we work with Client organizations to develop an accurate assessment of the present situation. Our position as a neutral, objective third party enables people within the organization to provide with confidence accurate information and valuable feedback. We analyze the data from an unbiased perspective and augment that analysis with applicable external comparative data drawn from our extensive Client experiences. Ultimately, the information gathered impacts discussions and decisions made regarding goals, priorities, and potential courses of action. Our assessment tools include executive and management diagnostic interviews, employee focus groups, internal documentation review, meeting/conference observation, performance gap analysis, executive and employee workshops, and criteria-based assessments, e.g., Transformation Pathways and Canada Awards for Excellence.

Prioritize

The second stage of our transformation process centers around analyzing the information gathered in the assessment stage, in order to identify priorities and next steps. This is accomplished through assessment summary reports, executive workshops, facilitated employee meetings to identify/validate priorities ("catchball"), and the review/revision of business objectives, strategies, and tactics to correspond with the defined priorities. Establishing the "vital few" priorities is paramount since no organization can improve everything at once and not all changes are of equal importance or magnitude. Our job is to guide this important selection process. This step is crucial if the improvement initiatives are to effectively leverage efforts and resources to maximize impact and results.

Plan

This stage of the transformation process consists of mapping out the plans to accelerate the identified improvement efforts. Improvement and implementation plans link and balance the organization's long-term focus and context (Vision, Values, and Mission), with its short-term strategic and operational goals and priorities. This improvement plan will be instrumental in helping senior managers, team leaders, and team members understand the nature of the expanded role they will play to propel the organization toward its goals. There are a number of ways we assist Client organizations with this stage. They range from providing guidance as the Client prepares the improvement plan, co-designing the improvement plan, facilitating employee/team meetings, designing the improvement plan, to preparing and presenting the improvement plan. We also facilitate presenting the "discussion draft" plan to the next levels of management for input ("catchball"), conduct employee workshops to gather input, and handle executive workshops or presentation of the improvement plan for final approval.

Implement

Once performance priorities are identified, an appropriate series of independent, yet integrated transformation initiatives are implemented to bring about lasting, productive changes which close the gap between current and desired performance levels. Ultimately Clients own, operate, and adjust these initiatives, projects, and plans to meet ongoing challenges and opportunities. The possible processes, approaches, and methodologies include process management/redesign, leadership development, executive coaching, team development, training (interpersonal, problem solving, customer service, teams and teamwork, etc.), specialized consulting projects, process/project reviews, and customized education/communications workshops.

Intensity Index

By defining the intensity index for each stage of the transformation process, our Client directs the level and intensity of involvement in each of the four steps. In support of our inclusive approach, this allows the transformation process to build on, integrate, and align with ongoing improvement efforts. It also honors the fact that most organizations have initiated efforts to improve performance. This also allows Clients to control the pace, breadth, and depth of our involvement based on their internal capabilities and their desire to drive transformation efforts.