Processes & Costs
Description: In the seventeenth century, the French statesman Cardinal Richelieu relied heavily on the advice of Father François Leclerc du Tremblay, known as France’s éminence grise for his grey monk’s habit. Like the famous cardinal, today’s leaders have their grey eminences. But these advisers aren’t monks bound by a vow of poverty. They’re usually called executive coaches.
Outcomes: Effective executive coaches make no assumptions about what the client needs to function successfully. Instead, they work from the executive’s agenda to help the client accelerate the development of the insight needed to deliver the desired change, whether that’s enhanced communication, time management, building high performance teams, or some other area of focus. Self-reliance, and not dependency, is the goal. What other investments in professional development do you know of that provide an average client-reported RoI of somewhere between 340 to 700%? The reasons for such high returns are clear: leadership matters. A lot.
Description: Mediation is the best known conflict management intervention service provided by a Conflict Management professional. It encourages the parties to discuss what is important to them, explore different points of view and work towards their own solutions. The benefit to the individuals is that they are able to participate in the entire process; most especially in designing the solution to the issue. The benefit to the organization is that costly and divisive processes such as harassment complaints and grievances are minimized.
Cost: $350/hour* (a typical mediation would consist of two days’ work for an average cost of $4,400)
Outcomes: When team members in conflict choose mediation the outcome is strengthened relationships where individuals gain a better sense of who their team members are on a very deep level. Organizational values are amplified and huge savings in emotional and fiscal resources are realized.
Description: Arbitration is the private, judicial determination of a dispute, by an independent third party. An arbitration hearing may involve the use of an individual arbitrator or a tribunal. A tribunal may consist of any number of arbitrators though some legal systems insist on an odd number for obvious reasons of wishing to avoid a tie. One and three are the most common numbers of arbitrators. The disputing parties hand over their power to decide the dispute to the arbitrator(s) and the arbitration is an alternative to court action although it is just as final and binding.
Outcomes: The lawyers or representatives of both parties provide the arbitrator with a summary of their evidence and applicable laws. These submissions are made either orally at the hearing, or put in writing as soon as the hearing ends. The arbitrator considers all the information and makes a decision. An award is written to summarize the proceedings and give the decisions. The award usually includes the arbitrator’s reasons for the decision
Description: As the name implies, this is a hybrid of the mediation and arbitration models and is incredibly useful for when a quick resolution is desired, and the relationship needs to be honoured. This process incorporates the standard Arbitration model however, prior to the decision being released, the two parties (having heard the evidence from each side during the arbitration) have a private and confidential mediated conversation where they attempt to come up with a resolution themselves under the guidance of a neutral third party. If they cannot find a solution the arbitrator releases his binding decision.
Outcomes: The parties are offered the opportunity to be part of the solution after hearing all the evidence. They are also assured that a solution will be forthcoming if they cannot do so.
Group (Team) Processes
Description: Group Processes are team-building exercises designed to both assess and then provide a team with the tools to overcome whatever obstacles are challenging them. This is different from the mediation process in that it involves more than two parties. There are a variety of group processes available designed to meet the specific needs of the team given the issues that are effecting them. I deliver circle process, town halls, Team Diagnostic® and the V3 Team-Builder (a team-building process designed in the Canadian Forces).
Cost: $350/hour* (The variables of the size of the team and the nature of the challenge will greatly impact on the overall cost of the process)
Outcomes: Teams will leave the process with a much deeper understanding of the needs of their colleagues and the organization. Productivity, effectiveness and efficiency will be enhanced.
Description: The CheckPoint Feedback System is a 360-degree survey. It is used primarily to evaluate the effectiveness of your leaders. This survey combines feedback from Direct Reports, Peers, Supervisors, and even customers, with a personalized program for developing specific leadership skills based on that feedback. This process highlights a manager’s job performance in eight Universal Management Competencies: Communication, Leadership, Adaptability, Relationships, Task Management, Production, Development of Others, and Personal Development.
Outcomes: The CheckPoint 360 helps leaders identify and prioritize their own development opportunities and helps the organization to better focus management training. It also proactively uncovers misaligned priorities between senior executives and front-line managers by bringing to the surface management issues that could lead to low employee productivity, morale, satisfaction, and turnover.
Description: This tool is based upon a developmental model (Sarni, Emotional Intelligence Handbook) and measures the three capacities of emotional intelligence, or what others call the “essential components”. The capacities measured are self-reflection, self-regulation and empathy. These measurements create a foundation for development of the larger array of competencies and skills. When these capacities are well developed the competencies follow with ease.
Outcomes: The EQ Assessment gives the client a clear understanding of why they think how they think. With this awareness comes the ability to better choose a way forward with their teams and colleagues. This is an essential tool for all leaders.
Description: The ProfileXT is a versatile, “Total Person” assessment used for employee selection, development, training, promotion, managing, and succession planning. The assessment measures how well an individual fits a specific job in your organization. Employing an exclusive “job matching” methodology, the Profile XT allows you to more effectively evaluate an individual relative to the traits needed to successfully perform in a particular job. The ProfileXT can be used as a screening tool to find the best matched, internal or external, candidate. It helps you interview and select people who have the highest probability of being successful for the position you are looking to fill.
Outcomes: The ProfileXT minimizes employee challenges by highlighting targets and objectives and assessing where individual strengths and challenges lie with regards to job fit. The process can also be used to identify staff potential, confirm best staff for successor planning and assist with promotion decisions.