Leadership Coaching
This intervention helps leaders examine their thinking and behavior, identify areas of needed improvement, and take action to improve their professional effectiveness. The outcomes associated with leadership coaching are twofold: to contribute to the growth and development of the client and to improve individual, team, and organizational performance. The coach acts as a facilitator, helping the client establish goals, create action plans, and follow through with commitments. An emphasis is placed on listening to the client and guiding him or her in the direction of identified goals and objectives.
Team Development
This intervention helps teams enhance their ability to work together to produce desired results. Typical areas of focus include: team purpose, values, and vision; team roles and goals; stages of team development; and methods for enhancing communication, information sharing, collaboration, and conflict management. Various methods are used depending on the needs of the client, including assessments, dialogue, training modules, and team-building activities.
Conflict Management
OHRD can assist individuals and teams struggling with dysfunctional conflict. Through the use of facilitated dialogue, we help clients identify issues and interests, communicate productively, examine options for solutions, and craft and implement agreements. The process emphasizes an interest-based examination of the conflict, a respectful environment, and a recognition of the costs associated with dysfunctional conflict.
Organizational Assessment
This intervention uses survey data, interviewing, focus groups, and observation techniques to diagnose organizational systems. Organizational Assessment identifies strengths and weaknesses in systems and makes specific recommendations for improvement; develops action plans for identifying strategies, objectives, tactics, needed resources, logistics, and target dates; establishes baseline data necessary to plan and chart progress; conducts feedback sessions for managers and other employees; and facilitates implementation of action plans for agencies.
Program Schedule
In addition to administering the Supervisor/Manager Training Program Policy (DOP-P18), OHRD provides employee development programs each calendar year. An extensive competency development curriculum is offered through the annually-published Program Schedule. Training classes offered in the Program Schedule help develop the key competencies.
Strategic Planning for Results
The Strategic Planning process guides an agency or division of an agency through several planning phases: assessment of readiness to plan, mission/vision/values formulation, identification of driving forces, strengths and weaknesses, and developing a specific customer service plan. This analysis is used as the basis for developing organizational goals, objectives, and action plans. Emphasis is placed on relating mission and plan to individual performance objectives. The overall goal is to involve key managers in planning for an organization’s successful future.
Agency Development Plan
This service identifies individual and organizational training needs by using a systematic approach generated in collaboration with the agency and customized to meet the agency’s unique needs. The resulting recommendation provides a written plan of agency developmental needs.
Change Implementation
This service supports managers and supervisors in their efforts to effectively manage planned change and to minimize disruption when change occurs unexpectedly. This service is predicated on (1) accepting change as a process, (2) understanding the natural resistance to change, and (3) planning strategies for successful change. Customized Development Programs Customized programs are developed to meet specific agency training needs by first conducting a training needs assessment and analysis. Following completion of this analysis, the training program is designed, delivered, and evaluated to meet the agency’s requirements.
Facilitation
Groups solve problems and value effective decisions when they balance a task orientation with the concern for the needs of group members. A facilitator can assist a group in accomplishing these goals. This key person must balance the critical tensions associated with the structure, pace, interaction, focus, and concerns of the group. OHRD’s facilitation service introduces concepts and methods for facilitating the process of group interaction and task accomplishment.