| Executive Coaching
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Professional coaching for executives and business owners pursuing higher performance, a more powerful leadership identify and greater career fulfillment. We offer programs for individuals as well as corporations.
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| Leadership Development |
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Roadmaps Consulting offers customized programs for developing basic leadership competencies. Our programs integrate workshop-based experiential training with individual and team coaching for maximum results.
The workshop sessions introduce the concepts, models and distinctions of effective leadership, and the coaching provides the application, practice, and feedback that result in embodied learning — the capacity to take new actions.
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| Typical elements of our leadership programs: |
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Leadership Styles |
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Creating a Compelling Vision |
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Building High Performance Teams |
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Managing Moods |
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Delivering Feedback |
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Decision Making |
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Creating Leadership Presence and Identity |
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Building the Emotional Intelligence Competencies |
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Mobilizing and Coordinating Action to Drive Results |
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Influencing and Enrolling Others |
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Defining a Personal Stand and Values |
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Developing the Somatic Body of a Leader |
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| High Performance Team Development |
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Our Team Development Programs are designed to transform a group of individuals into a high performance team. We will custom-design your program to take into account the current state of your team and the team competencies that need development. We not only address basic team leadership and membership skills, but also facilitate the team in establishing the set of commitments necessary for high performance. In-action, real-time coaching of the team provides the feedback and support for rapid behavioral change.
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| Typical Team Development Topics |
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Creating a Shared Mission and Vision |
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Team Decision Making |
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Co-Created Leadership |
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Meeting Management |
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Balancing Task Versus Maintenance |
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Core Commitments of a Team |
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Designing Team Practices |
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Managing Team Mood |
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Sharing Constructive Assessments |
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| New Manager/Team Acceleration Process |
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Our Leadership Integration Workshop provides a powerful one-day experience that is proven to substantially accelerate the productivity of a team. With a focus on clarity between the leader's and the team members' expectations of each other, and the development of a set of working agreements, a team can achieve the performance that often takes 6 months or more for teams to reach.
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| Cross-functional Project Launches |
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Most corporations today depend on large projects to build or redesign mission critical business processes and support systems. The complexity of these projects is not only due to the integration of technology and human systems but also due to the challenge in leading a project team that includes multiple functions. The failure of cross-functional projects to deliver on time is often a result of an inability to successfully manage a matrixed team structure. It's the "We" not the "It" that often challenges project leaders.
Lack of clear roles and accountability, lack of effective sponsorship, ineffective practices in decision-making, and inefficient project review meetings are among the many areas of vulnerability.
We believe that the success of a complex project depends on a carefully designed and executed project team launch. Most companies have the skills of project management — work breakdown, task scheduling, interdependency mapping, risk management, etc. What is often missing are the skills to bring the team members together as one, cohesive, high performing team. This requires a dedicated effort in building relationships, trust and a shared ownership in the success of the project.
We have experience in designing and facilitating large-scale project launches that have contributed to success in delivering on time and on budget.
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| Zoomô Business Process Improvement Training |
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Zoomô is a dynamic, hands-on, simulation workshop that teaches the principles, methods and tools of process improvement. Focusing on a simulated business process, participants work as team members to learn how the methods of process improvement can lead to breakthroughs far beyond what they believe possible. They leave with the skills and enthusiasm to immediately begin real work improvements. Managers will learn the critical role they play in sponsoring successful process improvement teams.
Zoomô goes far beyond the classroom to confront the "real world" problems of process management. The three-day workshop consists of 35% lecture and 65% team simulation activities. Participants are divided into teams who are assigned the task of performing a typical operations process. Four simulations are conducted, each consisting of 21 transactions to be processed. Customer data is introduced that indicates customer dissatisfaction with service levels, and the teams are directed to improve the process.
The lecture modules are scheduled at strategic points to provide participants with the knowledge and tools for process improvement. During the workshop, students are able to measure progress and to experience a real sense of accomplishment. The most dramatic change occurs when students start to realize that these methods can be directly applied to their everyday work.
The quality improvement methods taught in Zoomô are based on the Plan-Do-Check-Act (P-D-C-A) cycle — a proven scientific method for making continuous process improvement. Coupled with P-D-C-A, the workshop introduces simplified forms of basic quality tools that can be effective in solving most of the process problems within an organization.
The original version of Zoomô was developed at Hewlett Packard (they still use it today) and has been adopted as the primary process improvement training at both large and small organizations such as 3 Com, Capital One Financial, Citicorp, the State of Washington, and WRQ.
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| Sponsorship Skills Training |
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Sponsorship plays a critical role in the success of any organizational change or business process improvement initiative. Without learning the moves of effective change sponsors, management can hinder more than help employees in their efforts to embrace the change. Lack of effective sponsorship is often the primary reason for failure of new programs.
The sponsors of change must have the skills to coordinate cross-functional conversations and align the effected change agents, managers and team members. We offer a 1 to 2-day workshop for Sponsors to learn the unique skills and practices for the role. Our training builds awareness of the mistakes commonly made by Sponsors and teaches how to remove barriers and build and sustain an effective change structure. Sponsorship skill development ensures that efforts succeed rather than wither due to organizational politics and constraints.
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| Employee Feedback Surveys |
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Reports have shown that when companies conduct employee attitude surveys often the morale actually drops. The reason for this is that the survey questionnaire can bring to the employees' attention many conditions that are creating dissatisfaction. They make the assumption that since management is asking, management will deal with all of the issues raised. Management cannot always realistically attend to all of the concerns raised and so employees become discouraged if they don't see the changes they expect.
More and more organizations are turning to a survey process that involves the employees in the diagnosis of survey data and in solution planning. This process, called Survey-Feedback or Action Research, shifts more responsibility to the employees to address the issues and make improvements. As
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"Employee attitude surveys are an exercise in tree-killing unless they're used to generate rich dialogue and focused action. Save a tree: Just say no to employee surveys that are destined for a dusty shelf."
— Tom Terez, WorkPlace Solutions
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employees partner with management in these responsibilities, changes tend to be quicker and more effective, and employee morale is boosted. For this reason Survey-Feedback has been widely used by corporations, universities, public agencies, etc.
Another disadvantage of traditional surveys is that they often provide misleading data due to differing interpretations of the questions and lack of detail behind why people responded the way they did. When employees are engaged in a diagnostic discussion around the data they will often point to a condition or cause that the survey alone doesn't reveal. After this kind of discussion employees often rate the factors very differently than they did on the questionnaire.
RoadMaps Consulting has substantial experience in conducting employee survey-feedback processes. We will design a process for your organization that not only captures the information you desire, but also engages your employees in the process of making improvements to their quality of work life, productivity and job satisfaction.
Our Survey-Feedback programs are designed to deliver the following outcomes:
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Provide an opportunity for employees to give feedback on their current level of job satisfaction and identify obstacles to their full effectiveness. |
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Give the management team a picture of the organization's health and identify issues that are negatively impacting employee satisfaction or business performance. |
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Capture quantifiable data on employee satisfaction so that changes can be tracked over time. |
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Shift part of the responsibility for solving problems and making improvements from the management team to your employees. |
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Initiate specific actions or projects that will have a positive impact on employee morale and business health. |
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Have employees see more possibility to have influence over their working environment and experience a higher degree of contribution to the company. |
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| Commitment Management Practices that Drive Results |
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This program is based on the theory that all business results are produces by a network of commitments made and fulfilled between individuals. The skills by which commitments are designed, negotiated, tracked and fulfilled have a significant role in the overall effectiveness and efficiency of an organization. This powerful model for work coordination, developed by Dr. Fernando Flores, is has been embraced at numerous major corporations such as IBM, Microsoft, and Capital One Financial.
RoadMaps provide the training and practices to build your organizations skills in coordinating commitments for results.
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| Merger/Acquisition Facilitation |
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When mergers fail (and they often do) it is usually due to the lack of attention to the integration of two different cultures and the support of the transition process that employees must go through.
RoadMaps Consulting has experience in facilitating the cultural integration process for small to medium size corporate mergers. We can custom-design a program to manage the change process and facilitate the transition challenges for the people involved.
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