Leadership

Organizational Development

The challenge has never been greater! In today’s business environment of accelerating change and increasing uncertainty, only leaders who know who they are and where they are going will succeed. Today’s leaders must do more than manage change. They must thrive on it!

A leader combines the vision and curtosity of a dreamer with the practical building skill of an architect. A leader is goal directed, looking forward with anticipation toward the attainment of measureable outcome goals. Goals give an effective leader meaning and purpose and serve as a continuous source of motivation in pursuit of organizational and individual success.

The Process

This Leadership Development process is a structured, open-ended, and pragmatic approach to leadership growth. The process is designed to help individuals develop the attitudes, skills and qualities necessary for personal and organizational leadership.

THREE ESSENTIAL ELEMENTS

Attitude Development:

In order to create an environment of positive attitudes and possibility thinking, it is important for a leader to understand where and how attitudes are formed and how those attitudes can be developed.

Interpersonal Skills:

Much of what la leader is involved in, and therefore accomplishes, involves other people. To be effective in this continuous challenge it is important to learn, understand, and use interpersonal skills effectively.

Goal Setting:

Leadership, among other things, is the process of providing organizational direction and accomplishing necessary objectives. The goal accomplishment model provides the tools and process necessary to achieve more goals, more often, in order to maximize result and outcomes.

Critical Issues Covered Within the Process:

Leadership Comes from Within
Authority and Power
Types of Formal Leadership
Directing Change
Behavior and Conditioning
The Values of Mistakes
Criteria for Effective Goal Setting
Obstacles to Success
Planning with a Purpose
Delegation and Management
Communication and Human Relations
Motivation and Feedback
Decision Making and Problem Solving

Contact us for more information about how this process can work for you.

Global Organization Consulting

As the Executive V.P. of Human Resources located in Paris, I had the functional leadership challenge of evolving an existing HR organization into an international team capable of meeting the professional challenges of a changing French global manufacturing business.

Based on the initial geographical challenges we faced, I engaged Norm Gauthier to provide organizational consulting support in the U.S. I knew he was someone I could work with and trust, especially in working remotely with me from Europe. His experience, allowed him to quickly assess what we had, the major challenges we faced, and helped identify step by step what needed to be done. He also helped define the needs in terms of skills and competencies required in building an effective international HR presence.

He used his business consulting experience and knowledge of HR practice to carefully focus on individual and collective development 'gaps' creating conditions that allowed team members to take risks, experience new roles and ...in the end take on more of a leadership position. During this change management process, he took on individual and team coaching assignments in support of several organizational initiatives. He also developed several international train-the-trainer development modules, linking each to the staged development and roll-out of critical management tools.

Results of the work… we now have a worldwide HR organization that uses the same processes and tools despite their location in the world, which is rare for a Global company. Our HR members are recognized by Business Unit management as professionals they involve early in the change process to provide advice and counsel. And, with the focus on developing leadership and accountability at the operational HR management level, the team now exercises a different level of problem solving and collaboration that requires less leadership time and involvement in decision making.

An outstanding work quality that is very effective…Norman respects the fine line between the 'decision maker' and the team - thus creating a challenging environment for the boss and a safe environment for the team to take on initiatives and risk - learning conditions that we needed.

J. Dekker,
Executive V.P., Human Resources Sperian Protection