Consultation Services provides an evaluation of the current status quo and then follows up with a plan for MAKING EFFECTIVE CHANGES that will GROW ORGANIZATIONAL CAPACITY.
There are five areas of focus:
Outcome Measurement
EFFECTIVE MEASUREMENT is key to demonstrating success for funders and the community.
Are you building trust with the way outcomes are measured? Do you learn from outcomes results? Are you effective at communicating outcomes to stakeholders?
Developing clear, effective methods for measuring outcomes, as well as determining which outcomes are significant, are essential. Outcomes measurements are to be utilized internally to demonstrate strengths and weakness. Strengths can be celebrated and highlighted, while weaknesses provide learning opportunities for improvement and growth. Outcomes measurements are to be utilized externally in reports and communications to build community relations and strengthen revenue streams.
Organizational Culture
Is the organization’s culture mission or task oriented? Is it empowering or punitive of staff? Is the culture conducive of growth or stifling future progress? Is there a culture of excellence and support?
Occasionally, the perception of management is mismatched with the perception of staff.
The type and norms of the organizational culture can be a massive role in future success. On the other hand, it can slowly etch away from goal attainment, sometimes insidiously, despite top-notch programs. Changing the culture is like steering a large ship. It doesn’t move with sharp or immediate turns. Intentional direction and guidance are required to reach the destination.
A common misconception of supervisors and managers is that leadership is synonymous with management. Management focuses on the task completion; keeping the t’s crossed and the i’s dotted. Feedback and correction are actions of management. Leadership keeps the vision in the forefront; by discussing how actions help achieve or impede on reaching the vision and mission. Leadership provides insight and innovation when appropriate. Leadership can be shown at all levels in an organization.
Communication
COMMUNICATION IS KEY!
Whether communicating outcomes internally or externally, for a broad range of reasons, communication is essential. Effective communication builds trust and transparency in an organization within the community. Internally, communication builds unity and is an imperative tool in shaping culture and forward progress. All marketing is communication, but not all communication is marketing.
How effectively are staff or middle-management communicated with? Does the style or type of communication have a positive or negative influence? What areas is communication lacking or too infrequent? How can communication pathways be strengthened to better support the mission?
Board of Directors
Is there a strong relationship between the board and the executive director? Does the board resist change just because it’s not “how we’ve always done things”? Does the board as a whole have experience or is new?
There are TWO POTENTIAL EXTREMES related to the board. First, THE EXECUTIVE DIRECTOR BECOMES SO ENTANGLED IN MICROMANAGING that the ability to make decisions and to respond in immediate circumstances is completely gone. Second, THE BOARD IS SO LAX AND INATTENTIVE that the executive director has free reign to think and act at will without adequate oversight. Naturally, there is an entire spectrum in between, potentially leaning more to one extreme or the other. Neither is healthy and both have adverse effects on the organization. A healthy balance can be achieved with guidance and training.
Strategic Issues
Do the board and executive director engage in strategic planning to identify and address these? Do strategic plans guide decision-making and actions or are strategic plans set on a shelf to collect dust?
Simply put, strategic issues are challenges that have the potential to hinder progress towards organizational mission and vision. This involves forward thinking to create a plan for future problems before they become an impairment to the organization, thereby leadership can head off problems before they start. These issues can arise from internal or external factors and may impede on budget, non-financial resources, programs, outcomes, culture, or structure. As consultant, I can help identify strategic issues and create an action plan based on research.
Consultation services can be concentrated to a particular area of focus or spread to include multiple areas. This depends on THE NEEDS AND DESIRES OF THE ORGANIZATION. The uniqueness of each organization is paramount in discussing the plan for services. General coaching to supervisors and management are offered as well. BUILDING A COHESIVE EFFECTIVE MANAGEMENT TEAM is important for supporting and developing staff as well as the organizational culture. The goal of consultation services is EMPOWERING EACH ORGANIZATION TO GROW.
Growth leads to expanded impact, and the community benefits.
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