To contract only for today’s organizational issues is poor planning. Change and unforeseen challenges are most effectively addressed by a research and consulting firm with a record of adapting quickly, flexibly, and creatively to sudden needs.

PRODUCTS – Customized Organizational Assessments

• Board of Directors – measure effectiveness and maintain assurance of accountability
• Climate– evaluate current or anticipated issues for prevention and quick intervention
• Cultural Alignment – organize fractionated, inconsistent policies, procedures, and products to reflect the mission, vision, values, and strategic plan
• Cultural Due Diligence – for pre-merger anticipation of the challenges and strengths associated with combining organizations
• Cultural Integration – alignment to close post-merger cultural gaps
• Diversity – assess successes and challenges with a diverse workforce
• Employee Satisfaction – measure strengths and development opportunities that impact morale, quality of work life, and productivity
• Keepers-and-Leavers – selection, retention, re-recruitment, and risk management
• Stakeholder – reassess strategic plan based on input from those who are impacted by top decision makers

PROCESSES – Flexible, Adaptable, Culture-Specific

• Achieve high participation rates. Undeniably accurate reporting of results.
• Correlation. Compare various research results (performance reviews, exit interviews, stay interviews, employee satisfaction assessments, etc.) for validation and value-added learning.
• Historical Data. Look at trends that serve as a baseline for measuring change and establishing organizational norms.
• Language of the Organization. Use of colloquialisms, acronyms, jargon, or foreign languages clearly communicate questions to produce high-quality responses and reports.
• Reporting Procedures. Results are reported organization-wide with recommended interventions, ownership assignments, and timelines for the follow-up assessment.
• Respondent Training. Addresses fear of reprisal by ensuring anonymity; addresses apathy by partnering management and the organization for positive change.
• Time-Sensitive Design. Fast and efficient where trust exists; inclusive for optimal buy-in.