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HOPE Models Our presentations, consulting projects, facilitation and coaching approaches derive from two comprehensive models that we have developed from our practice and research over the years. These models are the basis for most of our work on organizational and individual development. To learn more
about our developmental models, click on the text below:
BUILDING ORGANIZATIONS THAT WORK
Our organization development model evolved over years of working with clients to improve organizational performance and productivity. Initially, we tended to work with the elements separately until we gradually realized that all of the parts work together comprehensively. We’ve place leadership gravity at the center because we see leadership as the force that pulls all of the other aspects of the organization into alignment, creating conditions where the whole is more than the sum of the parts. The strategic component deals with the overall vision, mission and strategic intentions of the organization. Climate deals with the culture norms and values of the organization. Culture needs to be aligned with strategy. Talent pertains to having the right people with the right skills and attitudes doing the right jobs. Connections deal with the linkages and communication infrastructure that helps to maintain alignment across all parts of the organization. Work systems deal with aligning organizational structures and groupings around workflow. Metrics deal with establishing ways of measuring and evaluating results. It is the basis for individual and organizational accountability.
ACHIEVING POSITIVE RESULTS THROUGH PEOPLE
Our individual development model describes the competencies individuals must develop to achieve self-mastery and the ability to perform at a high level. Relationships skills deal with the ability to develop productive and mutually beneficial relationships with others. Self-management skills deal with factors such as the ability to set goals, manage time, maintain focus, solve problems and sustain effort in a chosen direction. Communications skills deal with the abilities to engage people, present ideas, listen, influence outcomes and deal with difficult situations. Thinking skills involve the ability to recognize patterns, analyze problems, develop and evaluate alternatives make decisions and focus on what’s important. Work systems deal with aligning organizational structures and groupings around workflow. Emotional literacy involves the ability to recognize and utilize emotions in self and others. Self-mastery involves the ability to utilize the abilities outlines above. |
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