Behavioral Health & Leadership Dynamics, LLC
Consulting, Coaching, and Training Institute
OUR MISSION: To cultivate purposeful, passionate, joyous living while strengthening personal accountability and organizational viability
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Finding Your Opportunity in Adversity

08/19/20 Margaret McCraw

In 2020 the Corona Virus epidemic has touched our lives in a thousand different ways. Our economy shrunk by 32.9% in the second quarter. Health concerns, sadness, career upset, and anxiety are universal human feelings that unite us all this year. This is a great time to remember that there will be recovery and to contemplate new growth.

“We delight in the beauty of the butterfly but rarely admit the changes it has gone through to achieve that beauty.”

Maya Angelou

Now more than ever, life coaching skills are needed in the work-place. Companies are looking for people to help maintain wellness on the job site. A Life Coach Certification can help you make your own niche in the workplace and give you an edge in an expected slow economic recovery. How do you know if Life Coaching is right for you?

  • Do you like helping people?
  • Do friends, family members, and colleagues, come to you for advice?
  • Are you good at helping others solve difficult problems?
  • Would you like to be your own boss while earning a satisfying income?

Uses for a Life Coach Certification

  • Start your own business
  • Give your resume an edge
  • Go for a better job in your field with proven personal skills
  • Use your certification as a platform for writing books, speaking, or training
  • Find a new career in working with people

Becoming a life coach is a natural progression for many Not-Quite-Ready-to-Retire men and women.  According to a Forbes article, roughly 39% of coaches in North America are 55 or older and the rate is rising.

The Benefits of Becoming a Life Coach

  • Choose your own hours, work remotely from anywhere
  • Live in any city, state, or country you choose
  • Eliminate travel to and from work
  • Enjoy the flexibility of creating your own hours
  • Enhance your income by attracting your own client base
  • Develop your own specialty! Nutrition, relationships, health, career, etc. Create a niche for yourself
  • Apply your life/work experience – your existing bank of knowledge is applicable to these career options
  • Maturity and wisdom are valued in this profession as are youth and vigor

Categories : Uncategorized
Tags : 2020, adversity, certification, life coach, opportunity

Corporate Coaching

05/07/20 Website Admin
One staff member asks questions about a plan around a table with other staff members

Board Certified Coaching to Improve Your Organization’s Performance

The Harmonic Whole System Process: Strengthening Organizational Viability by Engaging and Empowering People with Purpose and Passion BHLD Coaches and Consultants are results-oriented and have been trained in our  highly credentialed certification programs. Our clients are worldwide and include for-profit and non-profit organizations, health systems, legal entities,  and federal, state and local government agencies. For satisfied client testimonials, refer to our Consulting and Coaching References. BHLD’s Harmonic Matching Process is a powerful tool to strengthen organizational viability. A BHLD Coach will step your employees and leaders through our comprehensive four-step process of aligning personal goals with the organization’s mission, vision and values. Individuals and teams achieve higher levels of accountability resulting in improved performance for the organization as a whole.
“I want to commend you on the excellent coaching you’ve provided to several of our up-and-coming executives. Since working with you, all have shown visible improvement in the key areas identified for development and each has attributed this growth to the coaching sessions with you. We have also appreciated your understanding of our organizational culture. Your deeper understanding of who we are as an organization and what is valued in our leaders has helped to ensure that each executive received feedback and support that was truly relevant for his or her success. We look forward to continuing our relationship with you.” Peter Emmons, President Stuctural Group, Inc.(International)
Through Strength-Based Corporate Coaching the workforce will be better prepared to align and commit to your goal as they overcome barriers to performance. As employees meet targeted goals, they will naturally feel inspired to do their best. Leadership Coaching will ensure the organization’s supervisory and managerial talent are fully prepared for their current role as well as equipped for new opportunities.
Executive Coaching will provide the alignment needed by top leaders who are often entrenched in handling day-to-day operational issues. Our organizational consultants will collaborate with your top leaders to develop company-wide initiatives for performance improvement focused on cost-effective deliverables, greater productivity, and additional revenue streams resulting in greater viability.
Categories : Coaching for Organizations, Organizational Services
Tags : behavioral health for organizations, consulting for organizations, corporate coaching, corporate consulting

Harmonic Matching Highlights: The Power of Feel Good Moments

05/09/19 Margaret McCraw
Image by DarkWorkX from Pixabay

The Relationship Code is a guide to the four-step Harmonic Matching Process, which shows how you can learn to create a life in which you take control of your destiny.  There are four steps to attracting positive re­lationships and opportunities at work and at home. Here is an excerpt from the book “The Relationship Code: Engage and Empower People with Purpose and Passion,” by Margaret McCraw, MBA, LCSW-C, BCC

The Four Steps: An Overview of the Harmonic Matching Process

STEP ONE – Create Feel-Good Moments

Energize your emotional resources by focusing your feelings on positive states. Collect and cherish feel-good memories, dreams, and fantasies to elevate your emotions. In step one, you learn how to transform negative emotions into their opposite positive emotions. As your emotional state becomes more positive, your self-esteem increases and you learn to create positive relationships and new feel-good moments. These help you attract and inspire all of your relationships in both your personal and professional lives

STEP TWO – Identify Your Desires

Clarify your desire in thought and define relationship goals by creating wish lists for different types of relationships. Most of what we want in life comes through relationships with other people. This step is about getting a clear idea of what you want in your personal and work relationships. When your goals are well-defined, you are guided to communicate them effectively through clear agreements. This step also emphasizes the importance of set­ting the intention that your goals be fulfilled for the highest good for all concerned

STEP THREE – Activate Your Intentions

Elevate your beliefs and create believable goals. You learn to build your staircase to map out how you will achieve your desires and your bigger vision. It is not enough to simply speak an affirmation or make a wish. This step shows how important it is to blend and align your thoughts, feelings, and beliefs to activate your intentions. When your intentions are activated, they become harmonically resonant with what you want. You learn how to overcome in­hibitors and habitual coping mechanisms and the importance of transcending scarcity consciousness.

STEP FOUR – Release the Outcome

Releasing the outcome means letting go of fear, judgment and, feelings of inadequacy. Live in the present. Get on with your life and know that your desires will show up at the perfect time and in the perfect way.

Feel Good About Yourself

Years ago, I was commuting to work and thinking about how unappre­ciated I felt by the individuals in the organization. Knowing that by giving attention to this situation I was setting myself up to attract other people in my life who did not appreciate me, I deliberately changed my mind and chose to focus on all the times that others demonstrated appreciation for the extra things I did for them. Several hours later, when I arrived at my destination, I was greeted by the CEO, who made a point of telling me how much she appreciated the extra effort I had provided on a specific project. A few minutes later, one of my employees stopped me in the hall and expressed gratitude for the mentoring I had offered him. Taking the time to focus on what I desired rather than what was irritating to me created a feel-good moment, which inspired me to go the extra mile for my employer.

The more you radiate positive thoughts and feelings, the more you attract those energies into your life. When you are sending out negative thoughts, it is very difficult to attract the relationships you really desire. The easiest way to let old nega­tive emotions drift away from you is to fill your thoughts and feelings with positive emotions that push them out.

What do you love? Think about that. Just enjoy allowing yourself to feel the pleasure of thinking about what you love.

Select three activities that you enjoy; whatever makes you feel good.

What are you good at? It doesn’t matter what you choose; whatever you feel competent doing. Think about doing those things. Notice how your mood is getting brighter? Choose one activity or memory and focus on how you felt at the moment it was happening. Allow yourself to enjoy the glow. Breathe deep and relax into the feeling.

It is your mind. You can intentionally use it to lift your mood and elevate your self-esteem. You can do this anytime, anywhere. When you set the positive intention to feel good about yourself, you are doing one of the most valuable things you can do for yourself…and for everyone around you as well. Good feelings attract good feelings. Don’t be surprised if peo­ple smile at you on the street after you have been exploring positive memories and feelings. It’s natural. What an amazing discovery this is, that you can choose to direct your mind toward positive experiences that create posi­tive emotions, and that this attracts positive relationships and opportunities into your life. For example, on your way to work, you might focus on a memory of a day when you achieved a notable success, and how good you felt about it. When you get to your workplace, your whole being will radiate positive energy that will attract a positive response from your boss and coworkers, resulting in a more productive day

Categories : Harmonic Matching, Relationships
Tags : harmonic matching, intentional living, law of attraction, relationships

The Relationship Code

03/13/18 Margaret McCraw

Excerpt from The Relationship Code, Engage & Empower People with Purpose and Passion
By Margaret McCraw

  • People with positive social relationships recover from illness faster.
  • Strong & Sustained Intimacy Helps You Live Longer.
  • Family is the most pressing concern of 22 percent of all women.
  • People who have a “best friend” at work are seven times more likely to be engaged in their jobs.
  • Conflicted Feelings About a Relationship Can Raise Your Blood Pressure.
  • Stress causes more than 54 percent of Americans to fight with people close to them.

Many of us are greatly affected by our daily interactions with those we regularly encounter, whether these people are our bosses, co-workers, families or friends. These relationships can be major contributors to our overall success at work and at home, our health, and well-being.

Our reaction to challenging situations and conflict in our relationships causes stress, which is a psychological and physiological response to events that upset our personal balance in some way. We have all experienced relationships that have caused tension, and anxiety within us. Although the stressors in our daily lives play a major role in our overall health, happiness, and productivity, many of us believe that we have no control over these.

It is important to respond to challenges and conflict in a manner that prevents or at least minimizes stress and impacts our health. It is crucial, therefore, that we explore the dynamics of our interpersonal relationships and understand how we attract the negative or positive experiences. Our current state of well-being is mirrored through our thoughts, beliefs, and emotions creating experiences that shape our daily lives. We must learn how to create positive vibrations and shape our own destinies.

We must first understand how our thoughts and emotions affect our mental and physical well being. The World Health Organization states, “Mental health is not just the absence of mental disorder. It is defined as a state of well-being in which every individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his community.”
To recognize our own potential, we must believe in ourselves and understand our potential to contribute to the higher good for all. We must take responsibility for our lives without judgment, guilt, or blame because these factors can lower our belief in our self-worth and turn us into some of the alarming statistics quoted above. Let us let go of those painful memories from our past once and for all. By releasing judgment and negative thoughts, we create positive energy and attract more of what we desire. Let us take responsibility for our feelings and realize that no one can make us feel good or bad. Let us be true to ourselves and understand that we can only love others as much as we love ourselves.

We must learn to cope with the challenges of life in a positive manner. Think about your colleagues, family, and friends. Do you ever encounter tension in any of these relationships? How we deal with them is the difference between a healthy mental state and an unhealthy one. To begin eliminating interpersonal stress, we must understand what causes tension in these relationships and begin effectively communicating with others. Learning to respond rather than merely react is a common challenge. To reach our highest potential, we must communicate with others openly, honestly, thoughtfully, respectfully, and genuinely. Authentic communication will lead us into greater interpersonal relationships that will benefit all. We will be heard and respected as we interact with others.

Categories : Relationships

Inspire Growth and Renewal

03/28/24 Margaret McCraw

At one point in my executive career, I had a vacancy in my department for an assistant director position. I decided to open it to people outside the department to interview for the position rather than limit myself to my internal group.

Hilary, a supervisor on my staff, was upset that she had not been solicited to apply for the position. She approached me distraught and asked why she had not been promoted into that role. I replied that what I was looking for did not seem to be a match to her skill sets.

Hilary could have gotten angry and defensive; she might have gone to HR, filed a complaint or even quit in anger. Instead, she went home and thought about it.

That evening, Hilary spoke to a good friend and reviewed her options. As a result, she was able to make a positive shift in her emotions. She drafted a plan to meet the criteria I had outlined for that role, including what she would do to learn skills she needed to strengthen.

Well, of course I hired her. Even though she fell short in some skills I needed, I knew I wanted her and that she would be a great role model in how to handle emotions in the workplace.

Hilary had shifted how I thought about her and created a space that she could grow into.

Because she chose to focus on her desire instead of her fear, Hilary created a feel-good moment. She felt good about herself, and, as a result, she was inspired to provide me with what I needed to feel good about her in that role. The outcome was that she was with me for many years and did a fabulous job.

A Life Coach Certification can help you create a space for yourself and others and give you an edge to kick up your own renewal and growth.

Categories : Coaching & Wellness Certification Training Services, Harmonic Matching, Radio Show
Tags : behavioral health for organizations, life coach, opportunity, Personal Story

New Rules for Job Hunting with Beverly Williams

12/19/23 Website Admin

Listen to Margaret and Beverly Williams discuss the new paradigms of job hunting. Recorded on 1/6/2022.
https://bhcld.com/storage/2023/12/2022-01-06-Beverly-Williams-New-Rules-for-Job-Hunting.mp3

Categories : Harmonic Matching, Radio Show

Performance Improvement Consulting for Organizations

05/11/20 Website Admin
Businesswoman presenting to colleagues at a meeting

Performance Improvement Consulting

Behavioral Health & Leadership Dynamics (BHLD) has been providing management solutions for over two decades. Review our consulting, coaching and training testimonials to see what our satisfied clients are saying about BHLD. We are a results-oriented, integrity focused, management consulting group that provides consulting, coaching, and training services specializing in staff retention, resilience improvement, succession planning performance improvement and total wellbeing. BHLD identifies critical issues and develops tailored, actionable solutions. Our unique consulting and advisory experience, insights and tools help you recruit and retain innovative, high performing individuals as well as improve strategic, operational and financial performance.

What differentiates BHLD Consultants from other consulting groups is our unique blend of behavioral, managerial, human relations, and business skills, all of which are integrated into a comprehensive approach toward leadership.

Services:

  • Resilience Consulting
  • Climate/Culture Analysis
  • Gap Analysis
  • 360 Degree Feedback
  • Restructuring Staffing or Service Delivery
  • Strategic Planning

Background:  During the past twenty years BHLD has provided performance management consulting services to a variety of for-profit and not-for-profit organizations and government agencies. The dynamics prompting the need for these services have varied and include:

  • Significant shift in market conditions triggering new strategic direction and/or priorities
  • Emergence of new technology
  • New board, new senior leaders, new executive director
  • Reduction in revenue base
  • Need for innovation — new products or services, new ways to reduce costs
  • Underdeveloped or under investment in infrastructure
  • New stakeholders with new needs and expectations
  • Lack of alignment across organizational groups impeding overall capability and performance
  • Culture change in support of new direction and performance goal

Principles:

  • Complexity:  Organizations are complex systems — when change occurs in one place in an organization, other parts of the organization are naturally affected.
  • Change dynamics:Resistance to change is common and can be addressed in a positive manner.  Surfacing, respecting, and working through resistance is a healthy and useful part of the change process. Addressing the emotions surrounding any organizational change ultimately enables the organization’s ability to become adaptive and optimize the success of the change objectives.
  • Right People are Involved: Successful change requires alignment, commitment and participative leaders with the authority to influence action, and impact key stakeholders throughout the organization.
  • Full Participation: All participants are encouraged to speak up and fully engage in the process in order to foster ownership and commitment to the change.
  • Multiple Perceptions:There are often as many perspectives and opinions as there are people involved in the process. In order for change to successfully occur, participants need to understand and accept each other’s point of view.  This requires momentarily suspending positions, listening attentively, and balancing advocating for a point of view with inquiring about and honoring others’ perspectives.
  • Jointly Designed Actions:Consultants and the client group work together to co-create a process which is tailored to the unique dynamics and constraints of the organization. This approach encourages innovation, commitment and ownership of solutions.
  • Objectivity:  Consultants work from a stance of objectivity, without bias, and with a strict code of confidentiality so as to engender trust throughout the change process.

Processes:  In our highly collaborative approach, the following process will be followed (not necessarily in this order):

  1. Identify the change imperative with leaders
  2. Design success criteria
  3. Develop change strategy to align work expectations with organizational goals and  competencies
  4. Assess current state and readiness using multiple feedback sources and team evaluation
  5. Engage key participants across the organization
  6. Perform organizational culture analysis as indicated; determine perceptions of internal and external customers in regard to performance management systems
  7. Define key stakeholders and determine roles and responsibilities
  8. Develop the change plan
  9. Implement and facilitate the change
  10. Identify and integrate learning solutions
  11. Monitor progress
  12. Develop and implement corresponding communication

Customer Satisfaction:  In order to ensure that organizational leaders are satisfied in the process, we will:

  • Seek their active involvement in co-designing and leading the process
  • Develop project objectives, timelines and success criteria, which is monitored throughout the project
  • Prepare regular status reports
  • Conduct regular check-in meetings, solicit feedback and make changes accordingly
  • Complete all deliverables as specified  in our agreements
Categories : Consulting for Organizations, Organizational Services
Tags : behavioral health for organizations, consulting for organizations, corporate consulting

Restructuring Staffing or Service Delivery

05/11/20 Website Admin
One senior business colleague at meeting with young staff members

Restructuring Staffing or Service Delivery

For over twenty years BHLD has provided business process re-engineering to a variety of for-profit and not-for-profit organizations and businesses including government agencies. The dynamics prompting the need for restructuring have varied and include:

  • Significant shift in market conditions triggering new strategic direction and/or priorities
  • Emergence of new technology
  • New board, new senior leaders, new executive director
  • Reduction in revenue base
  • Need for innovation–new products or services, new ways to reduce costs
  • Underdeveloped or under investment in infrastructure
  • New stakeholders with new needs and expectations
  • Lack of alignment across organizational groups impeding overall capability and performance
  • Culture change in support of new direction and performance goal

Guiding Principles: We adhere to the following guidelines to achieve restructuring and to create a smooth transition for the organization and its customers.

  • Complexity: Organizations are complex systems–when change occurs in one place in an organization, other parts of the organization are naturally affected.
  • Change dynamics: Resistance to change is common and can be addressed in a positive manner. Surfacing, respecting, and working through resistance is a healthy and useful part of the change process. Addressing the emotions surrounding any organizational change ultimately enables the organization’s ability to become adaptive and optimize the success of the change objectives.
  • Right People are Involved: Successful change requires alignment, commitment and participative leaders with the authority to influence action, and impact key stakeholders throughout the organization.
  • Full Participation: All participants are encouraged to speak up and fully engage in the process in order to foster ownership and commitment to the change.
  • Multiple Realities: There are often as many perspectives and opinions as there are people involved in the process. In order for change to successfully occur, participants need to understand and accept each other’s point of view. This requires momentarily suspending positions, listening attentively, and balancing advocating for a point of view with inquiring about and honoring others’ perspectives.
  • Jointly Designed Actions: Consultants and the client group work together to co-create a process which is tailored to the unique dynamics and constraints of the organization. This approach encourages innovation, commitment and ownership of solutions.
  • Objectivity: Consultants work from a stance of objectivity, without bias, and with a strict code of confidentiality so as to engender trust throughout the change process.

Processes

In our highly collaborative approach, the following process will be followed:

  1. Collaborate with leaders and identify the reason for restructuring
  2. Gather customer and stakeholder data and assess current state and readiness
  3. Collaborate with leaders to discuss findings from data analysis and make recommendations
  4. Design success criteria
  5. Develop re-engineering strategy
  6. Engage key participants across the organization
  7. Define participant roles and responsibilities
  8. Develop the re-engineering plan including a communication plan to internal and external stakeholders
  9. Collaborate with key stakeholders and facilitate the change
  10. Develop reports on the process and communicate updates to leaders and key stakeholders
  11. Identify and integrate learning solutions
  12. Monitor progress
  13. Develop and implement corresponding communication
  14. Develop programs for orienting and training individuals to the structure and new processes
  15. Over time, analyze the process and with stakeholders determine if outcome desirable
  16. Benchmark and research outcomes of new processes and communicate findings to key stakeholders

Customer Satisfaction

In order to ensure that organizational leaders are satisfied, we will:

  • Seek their active involvement in co-designing and leading the process
  • Develop project objectives, timelines and success criteria, which is monitored throughout the project
  • Prepare regular status reports
  • Conduct regular check-in meetings, solicit feedback and make changes accordingly
Categories : Consulting for Organizations, Organizational Services
Tags : behavioral health for organizations, consulting for organizations, corporate consulting, restructuring, service delivery, staff consulting

Climate & Culture Analysis

05/10/20 Website Admin
Call Center with colleagues consulting in the background

Climate & Culture Assessment

Analysis of the Organization’s  Culture  is critical to strengthen alignment resulting in enhanced staff retention, improved performance and greater profit margins.

BHLD analyzes the Climate/Culture of the organization as it relates to performance. Each assessment is devised with input and approval from key leaders in the organization. Recommendations are tailored to address concerns identified during the assessment process.

Specifically, these recommendations enable the organization to more efficiently and effectively support core functions. BHLD will identify strengths, weaknesses, and potential opportunities to improve performance as well as the overall organizational health. Included in the final report will be a follow-up proposal outlining the support BHLD will provide to the client while recommendations from this assessment are being implemented.

Climate/Culture and Gap Analysis will minimally address the following areas:

  • Employee perception and level of satisfaction with the organization
  • Clarity of role/responsibilities in performing duties
  • Clarity of job expectations
  • Sense of purpose as it relates to the organization’s values, mission and vision
  • Challenges or obstacles encountered in task performance
  • Organizational strengths and weaknesses
  • Working conditions at team, group, branch, division, or office level(s)
  • Accountability of management and staff in resolving concerns
  • Working relationships, both internal and external
  • Communications across the organization
  • Managing and dealing with change successfully and appropriately
  • Training opportunities
  • Evaluation of ability to progress towards improving the culture and becoming a high-performance organization
  • Specific actions that would improve the health of the organization and help achieve strategic goals
Categories : Consulting for Organizations, Organizational Services
Tags : behavioral health for organizations, consulting for organizations, corporate consulting

Strategic Planning

05/10/20 Website Admin
One staff member asks questions about a plan around a table with other staff members

Strategic Planning

For over twenty years BHLD has provided strategic planning consulting services. The dynamics prompting the need to develop or revise a strategic plan have varied and include:

  • Significant shift in market conditions thus threatening an organization’s viability
  • Emergence of new technology
  • New board, new senior leaders, new executive director
  • Regularly scheduled update to stay current
  • Lack of a strategic plan-lots of disconnected tactical plans
  • Reduction in revenue base
  • Need for innovation-new products or services or new ways to reduce costs
  • Underdeveloped or under investment in infrastructure
  • New stakeholders with new needs and expectations
  • Lack of organizational alignment-various groups within an organization working separately rather than in a unified manner focused on the good of the whole

Guidelines – We adhere to the following guidelines to achieve a strategic plan which anchors an organization and mobilizes people to act in alignment with the plan:

  • Data: The organization has relevant data about itself including current performance (i.e., strengths, weakness, opportunities, threats), future trends (i.e., shifting demographics), and internal and external stakeholders’ (i.e., employees, leadership) needs and interests.
  • Full Participation: All participants are encouraged to fully engage which fosters ownership and commitment to the outcomes of each planning meeting as well as the overall strategic planning process.
  • Compelling Issue: All participants have the relevant information about the situation and are ready to engage around the topic(s). Relevant information includes facts, opinions, feelings, and interests. All participants understand the purpose and scope of the planning process and are developing a shared picture as a means to understand the issue(s) and opportunities and help the organization move toward a desired future.
  • Right People are Involved: Those who participate in the process are committed and have the authority to take action.
  • Multiple Realities: There are often as many perspectives and opinions as there are people involved in the process. In order for the strategic planning group to reach sustainable agreements, participants need to understand and accept each other’s point of view. This requires momentarily suspending positions, listening attentively, and balancing advocating for a point of view with inquiring about and honoring others’ perspectives.
  • Jointly Designed Actions: Consultants and the client group work together to co-create a process which is tailored to the unique dynamics and constraints of the agency thus fostering an approach with solutions which have a greater chance of implementation due to the commitment and ownership that is engendered in jointly designed solutions.

Processes – In our highly collaborative approach, the following process steps will be followed:

  1. Plan and Launch Strategic Planning Effort by Engaging Leaders and Key Staff in the Planning Process
  2. Gather Data
  3. Set Direction
  4. Perform an Overall Needs Assessment (Gap Analysis)
  5. Summarize Results of Needs Assessment to Key Leaders and Staff
  6. Facilitate Strategic Planning Retreat with Leaders and Key Staff
  7. Document the Plan
  8. Partner with Leaders to communicate the Plan to the Organization as a whole

Customer Satisfaction – In order to ensure that organizational leaders are satisfied in the process, we will:

  • Seek their active involvement in co-designing and leading the process
  • Develop project objectives, timelines and success criteria, which is monitored throughout the project
  • Prepare regular status reports
  • Conduct regular check-in meetings, solicit feedback and make changes accordingly
Categories : Consulting for Organizations, Organizational Services
Tags : behavioral health for organizations, consulting for organizations, corporate consulting

360 Degree Feedback

05/10/20 Website Admin
Two senior business colleagues at meeting, close-up

360 Degree Feedback

360 degree feedback provides a major opportunity for organizations to invest in their human resources and accelerate growth of the organization.

360 Degree Feedback is a process in which employees on all levels receive confidential, anonymous feedback from the people in their immediate work environment. This typically includes the employee’s manager, peers, and direct reports. It can also include feedback from external customers/stakeholders.

360 Degree Feedback Measures Perceptions of:

  • Teamwork/ communication
  • Behaviors and competencies
  • Skills such as listening, planning, goal-setting, follow through
  • Job performance
  • Accountability

BHLD’s 360 degree process includes:

  • Commitment from Human Resources and Leaders
  • A solution-oriented constructive process
  • Communication addressing purpose, use of information and confidentiality
  • Follow up coaching to develop individual action plans
  • Leadership plan to provide ongoing support and ensure growth
Categories : Consulting for Organizations, Organizational Services
Tags : behavioral health for organizations, consulting for organizations, corporate coaching, corporate consulting

Gap Analysis

05/10/20 Website Admin
Casual businessman presenting to colleagues at a meeting

Gap Analysis

Gap Analysis is a formal study of what an organization is doing currently and where it wants to go in the future. It involves the comparison of actual performance with potential or desired performance. Gap Analysis is also called a needs assessment or needs analysis.

A Gap Analysis consists of listing what is needed in the present situation (“what is”) and comparing this list to the needs to achieve future objectives (“what is required”) and then identifying the gaps that exist.

It can be conducted, from different angles, as follows:

  • Organization (e.g., Human Resources, Materials/Equipment, etc.)
  • Strategic direction
  • Business processes
  • Information technology

BHLD’s Gap Analysis process is tailored to meet the needs of the organization and may include:

  • Human Resource needs assessment to detect gaps
  • Meeting facilitation with key leaders and stake holders to identify gaps
  • Collaboration with key leaders and stakeholders to close gaps and determine best solutions to achieve future objectives
  • Organizational action plan
Categories : Consulting for Organizations, Organizational Services
Tags : behavioral health for organizations, consulting for organizations, corporate consulting

The Books

05/07/20 Website Admin
Business and Self Development
The Relationship Code: Engage and Empower People with Purpose and Passion

RelationshipCodeTN
Price: 14.99 + shipping and handling

Personal Self Development
Tune Into Love: Attract Romance through the Power of Vibrational Matching

TuneIntoLove191x310
Price: 14.99 + shipping and handling

Categories : Harmonic Matching, Relationships
Tags : books by Margaret McCraw, The Relationship Code, Tune Into Love
Next Page »
  • Life Coach / Health & Wellness Certification
    Life Coach / Health & Wellness Certification

    • CCE/BCC 30-60-120 hour Coaching & Wellness Certifications
      CCE/BCC 30-60-120 hour Coaching & Wellness Certifications

    • CCE/BCC Continuing Education for Life Coaches
      CCE/BCC Continuing Education for Life Coaches

    • Start Your Business Brochure
      Start Your Business Brochure

    • Certification Training Brochure
      Certification Training Brochure

  • Motivational Speaking
    BHLD Founder, Margaret McCraw, MBA, BCC Margaret’s authentic and down to earth presence instills in people the power to live from the highest degree of integrity and to engage in life fully regardless of the challenges or circumstances.  
    Motivational Speaking

    • Motivational Speaking
      BHLD Founder, Margaret McCraw, MBA, BCC Margaret’s authentic and down to earth presence instills in people the power to live from the highest degree of integrity and to engage in life fully regardless of the challenges or circumstances.  
      Motivational Speaking

  • Organizational Services
    Consulting, training and coaching services offered to Private and Public organizations by BHLD
    Organizational Services

    • Consulting for Organizations
      Consulting for private and public organizations from strategic planning to restructuring staffing and service delivery.
      Consulting for Organizations

      • Performance Improvement Consulting for Organizations
        Performance Improvement Consulting for Organizations

      • 360 Degree Feedback
        360 Degree Feedback

      • Gap Analysis
        Gap Analysis

      • Strategic Planning
        Strategic Planning

      • Climate & Culture Analysis
        Climate & Culture Analysis

      • Restructuring Staffing or Service Delivery
        Restructuring Staffing or Service Delivery

    • Training for Organizations
      Custom training services for public and private organizations
      Training for Organizations

      • Organizational Training
        Organizational Training

      • Resilience Training to Improve your Organization’s Performance
        Resilience Training to Improve your Organization’s Performance

    • Coaching for Organizations
      Coaching for executives, managers, and employees of public and private organizations.
      Coaching for Organizations

      • Corporate Coaching
        Corporate Coaching

      • Resilience Coaching for Organization Performance
        Resilience Coaching for Organization Performance

    • Resilience
      Resilience

      • Why Resilience Matters
        Why Resilience Matters

      • Resilience Improvement Consulting
        Resilience Improvement Consulting

      • Resilience Training to Improve your Organization’s Performance
        Resilience Training to Improve your Organization’s Performance

      • Resilience Coaching for Organization Performance
        Resilience Coaching for Organization Performance

  • Community Mental Health
    A Psychiatric Rehabilitation Program (PRP) aims to help people with chronic, severe mental illness gain the emotional, social and intellectual skills and supports that they need to live in the community.
    Community Mental Health

    • BHLD Psychiatric Rehabilitation Program
      A Psychiatric Rehabilitation Program (PRP) aims to help people with chronic, severe mental illness gain the emotional, social and intellectual skills and supports that they need to live in the community.
      BHLD Psychiatric Rehabilitation Program

    • PRP Referral Forms for Children & Adults
      Download these forms to make a referral to the BHLD PRP Program.
      PRP Referral Forms for Children & Adults

  • Endorsements
    During the past twenty years BHLD has provided performance management consulting services to a variety of for-profit and not-for-profit organizations and government agencies. The dynamics prompting the need for these services have varied.  
    Endorsements

    • Testimonials
      Testimonials

PHONE for PRP(410)357-3711
PHONE (Main)(410)357-3711
FAX(410)630-1021
EMAILinfo@bhcld.com
Secure EMAIL (HIPAA) contact@secure.bhcld.com
Monday9 am - 5 pm
Tuesday9 am - 5 pm
Wednesday9 am - 5 pm
Thursday9 am - 5 pm
Friday9 am - 5 pm
Evening / WeekendBy Appointment
5209 York Rd
B-4
Baltimore, MD 21212

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