Consulting services can come in many forms. If personal change takes time and a lot of work, group and organizational change are going to be applied processes.

Consultation can be as straightforward as being stuck on implementing a change or finding gaps in current processes. It can also be incredibly complex because we’re dealing with an entire system or systems, a host of procedures and policies, and sometimes a lot of people in a room who cannot come to an agreement.

There are also times organizational health is struggling. It happens, even when the best of intentions are present. Organizations can scale to the point that stakeholder voices are lost in the noise, teams can reach a stalemate due to disagreements that often stem from differing perspectives, and sometimes the organization has just lost their perspective.

The very human side of business is often where dysfunction occurs. The CEO, the board, the supervisors, the employees, the contractors, the clients, and everyone else that contributes to an organization’s overall health, as it turns out are all human. We have different values, morals, emotions, visions, approaches, learning styles, and needs. Yes, we know that people work as part of our fast-paced society, but if people don’t feel purpose in their work their productivity is going to suffer.

I’ve heard a lot of buzzwords in my 16 years of being a social worker, a program manager, a discipline director, a leader, and an instructor. You may have too. It is absolutely okay to subscribe to organizational philosophies and practices like Just Culture, High Reliability Organizations, Lean Organizations, Culture of Safety, and others. Issues don’t arise from the aforementioned, but instead arise when an organization isn’t practicing the values that are associated with those practices and philosophies.

Let’s work on some of these solutions together. New perspective can be incredibly beneficial to any of the above issues.

Consulting Services

Free Consultation

  • Consulting is inviting an outside perspective in to offer advice, which can come from years of experience, unique perspective, functional analysis, and direct observation.

    Organizations will often bring in a consultant to help improve a process, assess and address the work culture, train and develop employees at all levels, or for any number of reasons.

  • It’s going to differ depending on the organization and their needs.

    It’s a good time to reach out if you’re not seeing a path forward, employees are dissatisfied, or managers feel staff are not meeting expectations.

    When all of the meetings (you know the ones) aren’t producing answers and solutions it might be time to add outside perspective instead of creating another meeting or task force. Fresh eyes and ears can see things you may be missing and hear things that too often go unheard.

  • If you’re hearing employees say words like gaslighting, micromanaging, toxic, overworked, underpaid, burn out, or any number of critical words then it may be time to reach out.

    Consultants can listen to staff from a nonjudgmental and unbiased viewpoint, which may involve staff walking a consultant through various processes.

    A consultant’s job is to provide you with the information gathered (while respecting employee confidentiality), so that you can begin to address issues around leadership, processes, benefits, or anything else that may be leading to dissatisfaction.

  • There is a distinct difference between boss, supervisor, manager, and leader. If staff are not responding to organizational leadership, or they are responding poorly, it’s likely due to a skill deficit.

    Yes, the compact between worker and organization is that organizations pay staff to produce results; however, workers are people and people are more than numbers.

    If staff feel someone in their chain of command does not care about them, is treating them disrespectfully, or views their relationship as transactional we have a problem.

    Training and staff development are just as important for leadership, if not more important. If there is a deficit in soft skills like empathy, personalization, or any other area then we can address that. This can be for an individual or a group of people.

  • I have been a social worker for over 16 years. I know how to work with people and organizations. I’ve been in direct practice, a program manager, a discipline director, a leader, and an instructor.

    Part of my role has always been to engage in active listening, identify problems, work to find solutions, establish networks and resources, build rapport with people, effectively supervise and lead teams, and work with diverse adult learners of all styles and positions.

    I’m a highly adaptable individual who is willing to consider a variety of perspectives and approaches that my unique experience has afforded me. I have worked with private and non-profit organizations, state and federal government, and higher education.

    I also have my Green Belt in Lean Six Sigma, a post-master’s certificate in Mediation and Conflict Resolution, and a proven record of being a highly effective and experienced speaker and facilitator.

  • If you’re hiring me to boost morale, but you aren’t willing to implement changes then we wouldn’t be a good fit.

    I’ve seen many organizations bring in consultants and professional speakers. Staff become excited thinking they may be heard and that change is on the horizon. I’ve been one of those staff members. When the consultants leave and very little change occurs morale plummets. I’m all about finding workable solutions for everyone involved in the process.

    Make sure you are investing in a consultant for the right reasons—you deserve to benefit from the process as well.

  • We can start with a free consultation to make sure I understand what you’re hoping to get out of my consulting services. If you would like to move forward consulting rates are $200 per hour.

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