CSL consultants study performance and learning for corporations, government entities, and not-for-profit organizations at the organization, group and individual levels. They help clients ask the right questions to gain knowledge and a competitive advantage in a world economy.

Services:

• Organizational Diagnosis and Measurement
• Strategy Development and Implementation
• Organizational Structuring and Process Engineering
• Executive Coaching and Team Building
• Planned Organizational Change Design and Facilitation
• Training Design, Development, and Implementation
• Action Learning
• Expatriate Development and Global Management
• Organizational Leadership Development

There's an old expression "Knowledge is Power" and when the stakes are high, the more decision-makers know about their organizations, the more successful those organizations will be. Perhaps a major change is in the works, and planners want to know how ready the organization is to profitably implement the change. Or maybe Human Resource managers seek a means of evaluating an employee for further job development. Whatever the need, CSL consultants have a tool to help executives ask and answer key questions. These tools include quantitative and qualitative strategies of inquiry including:

• Experimental Designs
• Surveys
• Case Study
• Phenomenology
• Ethnography

• Benchmarks® (360-degree Feedback)
• Denison Organizational Culture Survey (Culture and Performance)
• Denison Leadership Development Survey (360-degree Feedback)
• FIRO-B™ (Individual Effectiveness)
• ECI Emotional Competence Inventory (Emotional Intelligence)
• Myers-Briggs Type Indicator® (Personality Type)
• The Leadership Profile (360-degree Feedback)
• Thomas Kilman Conflict Mode Instrument (Conflict Management)

Strategy Development and Implementation

Growth, goal-setting, and planning all are part of any future-minded organization. Because CSL consultants and researchers are exposed to client concerns on a world-wide scale, they bring invaluable knowledge, experience and insight to every collaboration. Services available include:

• M.O.S.T. Analysis
  Mission, objectives, strategies, and tactics facilitation and development
• S.W.O.T. Analysis
  Strengths, weaknesses, opportunities, and threats facilitation and analysis
• Competitor Analysis
  Competitor intelligence system design, development, and implementation
• Scenario Building
  Possible futures exploration and analysis
• Vision and Mission Building
  Core ideology and envisioned future development

Organizational Structuring and Process Engineering

When organizations seek to compete at the global level, effective, efficient performance is critical. This can mean the design or re-design of organizational structures and processes.

CSL consultants help decision-makers evaluate current structures. They help define roles and relationships, conduct competency studies, and establish systems that lead to greater employee satisfaction, improved customer relations, and increased profitability. They also work with project teams to create more efficient ways of getting a job done. CSL helps clients to assess existing processes, model and evaluate new ones, and build necessary support mechanisms such as documentation and training.

Executive Coaching and Team Building

When an executive or team wants to polish old skills or learn new ones, CSL consultants offer valuable services such as:

• Feedback Coaching
  Coaching involving assessment and feedback (where data is gathered using a single 360-degree assessment instrument)
• In-depth Coaching
  Comprehensive coaching involving assessment and feedback, development plan design, and implementation and on-going counseling (where data is gathered from multiple sources, i.e., a 360-degree instrument, interviews, and observation)
• Content Coaching
  Coaching designed to address a specific skill, e.g., executive presentation skills or team communication skills

• Center for Creative Leadership's Benchmarks®360-degree Assessment
• Denison's 360-degree Leadership Assessment
• The Leader Profile 360-degree Assessment

• Team Building Events
  Custom-designed experiential learning events that turbo-charge moral, respect, and trust, building powerful, cohesive teams
• Team Assessment and Coaching
  Team evaluation supported with on-going coaching to resolve conflicts, enhance communication and cooperation, and improve problem-solving

Planned Organizational Change Design and Facilitation

CSL consultants can design and facilitate a large-scale change that involves members of your entire organization. Or, they can help a small team to design and implement a change program within their strategic business unit. Regardless of the scale of the change, CSL consultants help to foster meaningful dialogue among key stakeholders to ensure that the change effort runs smoothly and quickly, enhances performance, and meets organizational objectives.

CSL consultants are skilled at implementing a variety of different change processes from classic, non-linear approaches to more innovative, emergent processes including:

• Whole-Scale Change
  Large-scale events that engage members of the entire organization
• Appreciative Inquiry
  An inquiry process used to tap and replicate the positive core of the organization
• Open Space Technology
  A participative process that enables high levels of group interaction and productivity
• Future Search
  A common ground approach where members of the organization envision their future and develop self-managed plans to achieve it

Training Design, Development, and Implementation

CSL consultants have several years experience designing, developing, and implementing training programs that foster strong sales skills, interpersonal skills and technical skills.

Consultants employ several different orientations when designing learning programs including: behaviorist, cognitivist, humanist, social learning, and constructivist approaches. In addition, CSL consultants work in a variety of training delivery systems including:

• Classroom
• Computer-based
• Multi-media (CD-ROM)
• Structured One-on-One
• E-Learning (Web-based, Satellite, Web Casting, and Video and Audio Conferencing)
• Blended Learning

 
Action Learning

Action learning is a powerful organizational change tool that integrates continuous learning and adaptation to problem-solving and organizational change. CSL consultants have worldwide experience in utilizing action learning to accomplish the following:

• Problem-solving – the more complex and challenging an organizational problem, the more likely that action learning is the only tool that creates dynamic, systemic and sustainable strategies

• Team building – action learning can quickly develop high performing teams with strong, cohesive relationships and continuous improvement in capability

• Leadership development – every critical leadership skill can be developed within the action learning process as members work on real problems in real time with real consequences

• Organizational learning – through regular application of the competencies and strategies to other parts of the organization, an organization changes its culture and operations to one that integrates learnings and actions

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Expatriate Development and Global Management

As businesses globalize their operations, they need to properly select, train, manage, motivate, compensate and develop employees to work in cross-cultural environments. Primarily, it requires developing a sense of appreciation for a foreign culture and its environment. Inadequate expatriate/ employee development or poor HR planning are cited to be the number one reason leading to failure of many global organizations. At CSL, we help clients develop Cultural Intelligence in order to communicate, motivate, manage and negotiate most effectively, to be able to sustain and achieve competitive advantage.

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Organizational Leadership Development

A paradigmatic shift in organizational leadership development is emerging, as globalization and technology have generated conditions far too complex for individual comprehension alone. Organizational leadership is generated by the interaction of leaders and followers, and leadership is now understood as an organizational capability. Developing all members into leaders is a necessity, as leadership is no longer seen simply as something a single individual person does through role or positional authority alone. Understanding leadership complexity and developing organizational leadership both require a paradigmatic shift in thinking, away from static, linear predictable models alone toward a more balanced dynamic co-emergence unfolding in the present moment. This more transformational leadership is distributed throughout the organization, as evidenced in some of the following properties:

• Generative, adaptive interchangeable co-emergence of leaders and followers alike, through present moment awareness

• Objectivity, subjectivity, and primary and secondary intersubjectivity

• Affective learning and enaction of the environment triggered by the complementarity of rational action and embodied mind at the same time.

• Process thinking, relational mindfulness, and heedful interactions

• Mindfulness toward long-term sustainability and co-evolution, balanced by short-term goals, objectives and action plans

• Higher order logical typing and creative human experience

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