One on One Coaching
Coaching is an outside set of eyes that help the participant stay focused on a particular outcome, change unproductive behaviors, and discover “blind spots” that drive unintended impact and outcomes. This especially applies to key individuals, but it can be useful for anyone in the organization. Our coaching is organized around the distinction “everything gets done in a network of people and how we operate in that network has an impact on others and the enterprise as a whole.”
The coaching is designed to have people significantly raise the bar on their effectiveness in the network. The duration and frequency of coaching is structured to your needs.
Find your Executive Edge
A 2.5 day offsite for executives who want to upgrade themselves. Get innovative and creative about how to tap into your full potential and taking yourself and your company to the next level.
This is a breakthrough program specialized for key individuals to significantly enhance their leadership prowess. The program design is focused on rapid development in leadership for senior players; transforming leadership styles that are having unintended impacts on people and/or the organization and to bring powerful new distinctions in leadership, collaboration, and accountability. This program starts with Discovery, followed by a two-and-a-half-day intense off-site transformational process that leaves the participant with powerful new distinctions in their leadership style, effective management of their blind spots, and a plan for bringing greater value to the organization. The offsite process is followed by coaching to sustain and accelerate progress.
Executive Team Offsite
These are specialized programs tailored to Executive or management teams to impact their organizational performance through accelerated learning and skill development. The programs are residential, typically lasting three days and can accommodate up to 16 people. The content will vary depending on the issues to be addressed. However, each program will include accountability based listening and speaking, achieving authentic alignment, collaboration, Core Values, owning blind spots and building practices (behaviors) that create opportunities for performance. Every team that has gone through these programs has gained a new plateau of alignment, a new focus for achieving results, and a paradigm shift in how they see themselves and their team members' ability to impact the organization.
Strategic Planning & Alignment
This represents a specialized form of Facilitation, although we follow a similar approach. Most Strategic Planning Sessions have the brain power in the room to solve any strategic concern. Experience has taught us that whereas these sessions produce good thinking, the breakdown is typically in the execution. Our approach is to help frame the Strategic Planning into a concise executable structure that the leader can easily manage to success.
Outside facilitation serves to keep meetings on purpose, on track and in focus. We start with participant interviews to understand and appreciate the “thinking and agendas” walking into the meeting. We then guide the conversation to fulfill the outcomes and success criteria of the leader. We follow with a leader debrief that includes feedback on the groups' dynamics.
Through a series of confidential interviews with key figures in the organization, we determine the state of the organization. The interviews identify the organizational view about what is working, what isn’t, strengths, areas of concern, how leadership is perceived, and how those perceptions impact performance. The information is summarized into an organizational assessment and given to leadership as a guidebook for accelerated improvement.
The results of Discovery conversations are assembled into general themes, which are presented to the group in a team meeting. In that meeting, we cover distinctions of ownership accountability, respectful straight talk, setting clear expectations, making effective requests and commitments, and how to get authentically aligned and to sustain alignment. The team completes the session with a commitment to how they will work, how they will communicate, how they will handle breakdowns, and their commitment to working collaboratively.
The team will leave the session with clarity, a commitment to effective collaboration, free of undelivered communications, and aligned with the Team Leader and organization, ready to go to work!
New Team Integration
When a new team is forming or an existing team is getting a new team leader, it is usually the most critical time for shaping how the team will perform. Whether the members or the leader are known to each other or not, perceptions and opinions will already be forming. Our thinking shapes behavior and behavior shapes our performance. As the team settles into its new structure and working style, those perception driven behaviors will set the boundaries for its performance. It just makes sense to orchestrate up front how those performance boundaries get established. This process does that.
Drive Cultural Change
You have a plan for your budget and sales goals, but do you have a plan for your culture?
Building sustainable performance into an organization’s culture is one of the things that Momentum Consulting does best. Always wanting to improve our process, we recently began an association with High Performing Cultures and became certified in their simple, painless process, which has given us tools to do this work even more quickly, simply, and effectively.
We focus on the eight aspects that allow organizations to quickly determine and institutionalize sustainable performance behaviors and calls for an engaged workforce. A simple proven approach that just makes common sense.
Mission Critical Projects
This is a process to expand the paradigm of thought around important projects. The outcomes are accelerated progress of the project, efficient cost management, and greater success.
We typically start with a two-day session bringing the distinctions of Breakthrough Thinking to the team, where we: Challenge the constraints being held by the team and the leader, expand the view of what is possible, and identify the behaviors it will take to be successful.
The team will then draft a strategy of execution that includes:
How communication will work, assigned accountabilities, and how the Project Manager will manage performance.
Next, the team will:
Define how they will work together, handle breakdowns, and will strategize possible solutions to the predictable breakdowns. Generate commitment to collaboration, power in making and keeping promises, and sustaining genuine alignment.
Attend shorter team sessions while we apply ongoing coaching to assure expedited results.
This process is designed to deliver a project result that is beyond what the team originally thought realistic.