1. The Three Phases of Team-Based Organizational Development
2. Available Support, Education and Training
3. Where Do We Start?
   
   

To support our clients to build their process oriented and Team-Based Organization, we offer various planning, coaching, facilitation, education and training services. The following is a list of some of the most frequently used services.

• Initial strategy development facilitation
• Steering Group coaching
• Coordinator or internal Project Manager coaching
• Design Team coaching and facilitation
• Process and Technical Analysis facilitation
• Social, Individual and Environmental Analysis facilitation
• Change Management planning and strategy facilitation
• Information Systems and Technology development services
• Team-Based Organizational Development Implementation coaching
• Manager/Supervisor Implementation coaching (group and individual)
• Executive Leadership development coaching

• The Executive "Discovery Workshop" (2 to 3 days)
• The "Discovery Workshop" for management and staff (2 to 3 days)
• Steering Committee Planning & Implementation Training (1 to 2 days)
• Analysis and Design Team Member Training (2 to 3 days)
• Leadership Behavior Workshop (2 to 3 days -in separate sessions)
• Advanced Facilitation Skills Workshop (2 to 3 days - in separate sessions)
• Communication Skills Workshop (2 days)
• Reward & Compensation Systems Development Training (2 days)
• Role of the Union in a Participative Process (1 to 2 days)
• Peer Appraisal Training (1 day)
• Skills for team based hiring processes (1 day)
• Managing Resistance During a Change Process (2 to 5 days)
  
  

Your organization may be in an advanced state of Quality Management or at the initial stage of setting strategy. You may be implementing an Integrated Manufacturing System or Integrated Product Developmnet. Regardless of this state of development, the response to organizational change is going to be the same -- apprehension and resistance. Only the degree of resistance will vary. Therefore the place to start is to get sanction for change from the top down and then build commitment from the bottom up.

Sanctioning change will only result from senior management being able to gain an understanding of the significantly improved results that are achieved as a result of aligning the culture with other improvement efforts. Our approach often starts with measurement of the existing culture, leading to formal design of cultural transformation.

A call to an AMGI professional will help you to think through how this can be sponsored in the most effective way within your own organization. Whether early or late, this often neglected area of strategy is the only way to successfully address the organizational barriers to building a high performance work environment.