Performance Improvement Consulting

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