How Process Consulting
Happens

WHAT ARE YOU FACING?

• I constantly find myself in the weeds of the organization and don't have a good pulse on future strategy.

• I have some incredible people on my team, but I often feel like I'm herding cats without a clear focus.

• We have a lot of short-term goals we're tackling, but I feel like what's next is always unknown.

Visioning and strategic planning for an organization often starts with alignment and clarity.

Have you ever found yourself thinking or feeling like getting alignment and a clear path for your future is just wishful thinking?

Core Competencies:

• Vision Discovery

• Mission & Core Values

• Strategic Plan Creation & Implementation

• Multi-Scenario Planning

• Competitor Analysis

WHAT ARE YOU FACING?

• We are unclear on who is governing and what role each of us plays in planning, decision making, and implementation.

• We spend too much time debating issues we thought were resolved, we dig around for historical information and end up rewriting policies and responsibilities based on the strongest voice in the room.

• Long-term board members and leaders are retiring and with that, we’re noticing how much of their knowledge is not clearly documented.
  

High-quality organizational governance, at every level, supports and advances the organization's mission, vision, and core values.

Governance requires a clear understanding of the purposes of our governing, who plays what governing role, what are our desired outcomes from our governing, and when and how do we proceed towards these success factors.

Core Competencies:

• Governance models, culture, and best practice

• Governance roles and responsibilities

• Board and leadership self-assessment and feedback

• Team dynamics and relationship building
  

WHAT ARE YOU FACING?

• Our senior executive is leaving, and we need help building a plan for a successful transition.

• There are a lot of moving parts within our organization and we want stability during a time of significant organizational change. Where do we start?

• During a time of transition, we want to take a step back and assess our internal systems and processes in order to better align them for success in the future.

Transformation for any leader or organization involves building engagement and listening to needs. The complexities of an organization and the dynamics of the people involved can often cause conflict and challenges. 

Do you need help navigating the changes ahead?

Core Competencies:

• Interim Ministry

• Transition and Succession Planning

• Executive Search

• Internal & External Communication Strategy
  

• Internal Interviews & Culture Assessment
  

WHAT ARE YOU FACING?

• I'm a leader who is transitioning to more responsibility and want to develop my senior leadership or executive persona.
• As a seasoned leader, I'd like to keep learning and find new resources and peer engagement for my growth.

• For whatever reason, I keep getting stuck in my work with others and can't seem to find a better approach.

Leadership coaching and executive advising require listening for what is emerging for you as a leader. As guides, our role is to help co-create a clear path forward with you towards your leadership goals and objectives. 

Are you needing help navigating the challenges ahead?

Core Competencies:

• Executive Leadership Coaching

• Leadership Team Coaching

• Group Coaching
• Executive Advising
• Executive Leadership Cohorts

• Leadership Plans

• Individual and Team Assessments

• Individual Alignment with Organizational Goals

WHAT ARE YOU FACING?

• We'd like to help educate our team on capital campaigns and funding initiatives, but we don't know where to start.

• We want to better understand how to connect a donor's charitable interest with the type of gift they could make that would align with their charitable goals.

• We are depending on the same people to give year after year. We need help inspiring new and younger donors to get involved and support our vision for the future.

• We'd like to strengthen our philanthropic and planned giving program and need help building a plan.

Listening to donors and understanding shifts in your donor audience is critical as you adapt with the changes your organization is facing.

Have you stepped back to understand why support is needed?

Core Competencies:

• Feasibility Studies

• Donor Engagement

• Capital Campaigns & Annual Fundraising Planning

• Charitable Gift Planning

• Fundraising Assessment & Benchmarking

• Marketing & Communication Integration

• Gift Acceptance & Endowment Policies

WHAT ARE YOU FACING?

• We know what we love (or hate!) about our organizational culture, but how do we improve it?

• We have many strengths but can be afraid to unpack what isn't going well without a clear idea of how to move forward.

• Our team is managing so much work, and we are unsure about the cost/benefit of adding culture change to our commitments.

• We believe that if we invest in improving our organizational culture, we know that our outputs, products, and impact will be more transformational.

Healthy organizational cultures can be elusive due to the rapid pace of change and competing demands on our leadership bandwidth.   

Discovery - Build a baseline understanding of your organizational current cultural state including strengths, weaknesses, and opportunities.

• How equitable and inclusive is your culture? What norms of communication, decision making, and goal-setting do we employ? How do power and privilege show up in our work environment? Who is centered and who is on the margins?

• How are we living out, or pushing against, our mission, vision and values?

Analysis - Deeply unpack the current cultural context of your organization.

• What is our reaction to the findings in discovery? What is hard to hear and what is encouraging?

• How do we make meaning of this information? What else do we need/want to know?

• What implications does this have for our organizations?

• How can we make our organizational culture more inclusive and equitable, growing spaces of belonging?

Implementation - Co-design a framework and roadmap to meet the goals you identify from discovery and analysis.

• Implement leadership and team learning to build knowledge, skills, and abilities toward a stronger organizational culture that we seek.

• Utilize coaching and other models to grow capacity from within.

Core Competencies:

• Diversity, Equity, & Inclusion

• Change Leadership

• Team Effectiveness

• Culture Study

• Organizational & Leadership Learning Models

• Community & Relationship Building

WHAT ARE YOU FACING?

• We don’t have clarity on what’s happening in our competitive landscape.
• We want a clearer understanding of what stakeholders think about our organization’s services, outcomes, and future. We need data!
• We need to redirect resources to focus on what makes us compelling to both our existing and new clients and stakeholders.
• We say "yes" to everything in this organization. We seem to always be adding more or looking for that “one thing” that will create sustainability and lasting change.
• How do we gain clarity on what we should stop doing, and where are the strategic opportunities where we must focus our time, energy, and resources?

Organizational assessments and evaluations help bring clarity, focus, and direction by aligning your internal resources (people, programs, stated priorities) with your current resources and external marketplace realities.

Core Competencies:

• Assessment:
  • Program assessment and prioritization
  • Customized market studies on price elasticity and brand perception
  • Key stakeholder engagement – both internal and external
• Evaluation:
  • Survey design, formulation, and preparation
  • Data collection, qualitative and quantitative analysis, and reporting
  • Stakeholder engagement, interviews, focus groups, and listening sessions
  • Technical assistance and capacity-building
  • Logic model development
  • Multi-scenario planning