Services for Organizations - Consultation Focus
Leadership Development
CCPS offers services for individuals and organizations to give current leaders and/or employees the necessary tools to become effective leaders. Because organizational climate can negatively impact productivity, CCPS strategies revolve around assessing the climate of an organization before and after recommended interventions by:
1. Awareness of Group Dynamics
- Interactive Styles:
- Values-Attitudes-Behaviors
- Awareness of Self
- Awareness of Other
- Communication & Interaction
- Team Development
- Definitions, Benefits, Challenges
- Group Development Theory & Leadership Characteristics
- Forming- Storming- Norming- Performing- Adjourning
- 3 Qualities of Teams
- The need to accomplish something.
- The need to develop and maintain working relationships among the members.
- The need of each member to have their individual desires satisfied
- Conflict Management
- Definitions & Myths
- Interactive Styles in Conflict situations - Task vs. Relational
- Avoiding
- Compromising
- Competing
- Collaborating
- Non-Assertive
- Aggressive
- Cooperative
- Management
- Separate the people from the problem
- Focus on interests, not positions
- Invent options for mutual gain
- Insist on objective criteria
- Know your best alternative is a negotiated agreement
2. Organizational Development
- Shared Vision
- A wish or dream
- Where do we want to be 5 years from now?
- In what direction do we want to go?
- Shared Mission
- Linked to desired outcomes to help reach our vision
- What business are we in?
- Who utilizes our products and services?
- Accountability
- Clear Concept
- Commitment
- Core Values
- Leadership Values
- Our relationship with each other
- Our relationship with our customers
- Our relationship with our suppliers
- Our relationship with our community
- SCOT Analysis
- Strengths
- Challenges
- Opportunities
- Threats
- Strategic Planning
3. Continuous Improvement
- Decision Making Processes
- Brainstorming techniques
- Conventional
- Brain Writing
- Affinity Diagram
- Decision by Consensus
- Creative Problem Solving techniques
- Force Field Analysis
- Lateral Thinking
- Reverse Assumption
- SCAMPER
- SMART Goals & Objectives
- Specific
- Measurable
- Action Driven
- Realistic
- Time Specific
- Aligned with Vision, Mission, Core Values
- Aligned with Strategic Initiatives
- The Leaders role in Continuous Improvement
- Meeting Management
4. Facilitative Leadership
- Empowerment, Collaboration, & Delegation
- Risk & the Learning that Results
- Lead by Example
- Resource & Advisor
- The "3P's" - Policies, Procedures, & Processes
5. Collaboration & Measuring Performance
- Interviewing Practices
- Mutual Expectations & Goal Orientation
- Performance Acknowledgement
- Performance Appraisals
- Professional Development
- Objective Surveys
6. Total Quality
- Defining Quality
- Internal/External Customers
- Identifying and conforming to customer expectations
- Overview of the 5 essentials of quality
- Supervision and the Quality Process
- Benefits and evidence of an open and committed culture
- Personal Quality
- LEAN Enterprises
Experiential Training Curriculum Outline
Introduction: Experiential Challenge Course training is designed to illustrate & simulate instructional concepts as well as practice skills and competencies. The low element challenge course initiatives have been created to support team and leadership development in the following areas: |
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- Constructive Communication
- Improving Problem Solving Skills
- Developing Group Decision Making Processes
- Conflict Management
- Effective Leadership
- Effective Group Dynamics
- Empowerment & Delegation
- Managing Resources
- Resource Sharing
- Dealing with Constraints, Challenges and Stress
- Change in Organizational Environments
- Continuous Improvement
- Multi-Team Interaction
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All Challenge Course and experiential programs are designed to meet the assessed training needs of the group or organization and are designed for all skill levels and physical abilities. A progression needs to take place to ensure that all participants have the opportunity to receive the maximum benefit of this type of training. The progression is broken down in to the following phases: |
Phase I
A Group assessment is conducted as a validation process utilizing a series of surveys, both written and verbal. The surveys are a tool to determine profiles, organizational goals, group challenges, expectations, perceptions, and desired outcomes. Leadership commitment, practical application, and continuous improvement are also determined.
Phase II
Based on the assessment, a program is designed and a proposal is created.
Phase III
- Experiential training and simulation of key training concepts
- Discussion & Debrief
- Making connections to organizational successes, goals, objectives, & challenges
- Practical Application to the work or organizational environment
- Transfer of Training
Phase IV
Follow Up Training:
- Training Utilization
- Practical Application
- Review Success Factors & Best Practices
- Continuous Improvement
- What's working?
- What isn't?
- How can we be more effective?
- What's next?
- Develop Goals, Objectives, & Action Initiatives using the SMART approach
- Specific
- Measurable
- Action Driven
- Realistic
- Time Specific
- Continuity of skills acquired
- Process Development
- Survey & Needs Assessment
- Continue training cycle:
Theoretical Model of Training
The training model used to create the training plan is a circular one involving three (3) areas. Those areas are theory, process, and practice. They interact with each other as shown.
This model allows for the training to be integrated with opportunities for each participant to actively apply the knowledge and skills learned during the training to actual workplace and life situations.
CCPS works on-site and off-site with individuals and small groups by employing focus groups, surveys, and public forums to assess and evaluate problems, processes, and solutions. Data analysis and written reports are generated off-site.
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