Solve a range of people issues, from conducting difficult one-on-one conversations to improving team dynamics.
Tools & Templates
Not sure where to start? Get to action quickly with these practical tools, customizable templates, and comprehensive database of job descriptions.
Talk to our Analysts as you utilize these tools and resources to maximize your results. Have a specific workplace issue? Our Analysts are here to help.
Take advantage of our best-practice research to manage performance and inspire your people to excel.
Manage & Coach
IT Organization Design
Attract & Select
Train & Develop
Tools & Templates
Save valuable time with these ready-to-go tools and templates, covering everything from employee performance measures to role transition planning.
- Organizational Design Implementation FAQ
- Organizational Design Implementation Kick-Off Presentation
- Organizational Design Implementation Manager Training Guide
- Organizational Design Implementation Stakeholder Engagement Plan Template
- Organizational Design Implementation Transition Plan Template
- View All
Need help with your pressing people management challenges?
Contact our analysts to discuss one of the following hot topics:
Help Build a Right-Sized Organizational Design
How your organization is structured will dictate how it performs. As your business and IT strategies change, so too must your organizational structure. Learn how to build, staff, and implement a right-sized organizational structure in order to drive value in your organization.
Call #1: Prioritize IT Capabilities
Assess your current IT organizational chart. Discuss current capabilities and prioritize them. Review the IT Organizational Design Capability Assessment.
Call #2: Build the Target Structure
Identify key jobs and roles for the target organization. Define the span of control and reporting relationships. Define needed competencies.
Call #3: Implement Changes
Define approach to change, complete stakeholder analysis, create communication plan and implementation plan.
Help Build an Organization Change Management Plan
Making changes in your department requires employee buy-in and follow through. Some employee personas can negatively impact the change process, so it is important to manage these people before one bad apple spoils the whole bunch.
Call #1: Develop a Change Communication Plan
Identify where the team buy in is needed and where rebellion may be lurking.
Call #2: Get Employees On Board
Keep your team on track while introducing the new change by managing your different staff personas.
Call #3: Keep Your Employees in the Loop
Constant communication during a change is essential for continued employee buy-in.
Help with a Difficult Conversation You’re Dreading
Whether you’re dealing with a hostile personality or delivering bad news, learning to have difficult conversations is a critical part of management. Avoiding them can negatively impact productivity and engagement.
Call #1: Identify Common Issues
Understand common concerns and how to overcome them.
Call #2: Prepare for the Conversation
Use the tried and true EASE framework to get ready for the difficult conversations.
Call #3: Debrief
Conduct a post-mortem to discuss the outcome of the conversation and how to improve for next time.
Help Onboard Your New Managers
Becoming a first time people manager can be a daunting task, but this series of calls will help you guide your new managers to making a positive impact in their first 100 days.
Call #1: Prepare for Day One
Discuss how to get ready for the first day, assess their management strengths and weaknesses, and identify key players in their sphere of influence.
Call #2: Get to Know the Team
Show them the best way to get to know their team and understand team dynamics to set their department up for success.
Call #3: Set Them Up for Long-Term Success
Encourage them to start implementing the changes you want to see to succeed with long-term plans.
Help Improve Your Team’s Engagement
As a manager, you play a vital role in keeping employee engagement in check. Low engagement can lead to increased turnover, reduced productivity, and stifled creativity, costing your department time and money. Learn how to roll out an engagement survey and act on the results to create positive change in your team.
Call #1: Analyze and Communicate Survey Results
Understand and communicate the results of the employee engagement survey with your department.
Call #2: Develop a Targeted Approach to Improve Engagement
Solicit further employee input to identify root causes of and actions to address core issues.
Call #3: Analyst Follow-Up
Create and implement an action plan to increase employee engagement.
Find out what your employees really think to identify key drivers to increase satisfaction and productivity.
IT Employee Diagnostic Program
Go beyond job satisfaction and find out what drives employee productivity. We take a multi-leveled approach to tackle engagement from surveying, to reporting, to actual implementation support and assistance.Learn More
McLean Leadership Index
The McLean Leadership Index™ (MLI) is a single question that is highly correlated to engagement and overall financial results. Using a high frequency, low effort, high impact 1-question survey, we help organizations recalibrate the purpose, cadence, and focus of engagement towards leaders.Learn More
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