http://srd.yahoo.com/drst/458103/*http://www.mcb.co.uk/liblink/jocm/jourhome.htm Product Information For Authors For Librarians Emerald Resources News & Info Library Link Library Technology Library Management Collection Management About Join Library Link News Free Articles Workshops Library Journals Links Viewpoints Library Technology Current viewpoint - D. Scott Brandt talks about Clarifying XML Viewpoint Article Links Library Management & Information Services Current viewpoint - Niels Ole Pors talks about Development of leadership qualities in the library and information sector Viewpoint Article Links Library Collection & Development Management Current viewpoint - James H. Sweetland talks about Outsourcing the collection - Have we already begun the process? Viewpoint Article Links Library Link Membership Join Library Link and you will be entered into our FREE PRIZE DRAW to win a library book of your choice. Click here for further information Journals of the Week Provides free full text access to the current and past volumes of two different journal every week. Titles available this month include: w/c 18th June - OCLC Systems & Services w/c 18th June - Library Management w/c 2nd July - Library Hi Tech Click here to access... Emerald Support Resources Step-by-step guides, links and logos for your OPACs, and further librarian and user support resources. Click here to access... Calling all CKO’s, Knowledge Managers and Corporate Librarians... ManagementFirst is the place for all your management information needs. Our aim is simple, to help you become a better manager of yourself and your organisation. PRODUCTS | FOR AUTHORS | FOR LIBRARIANS | FOR MANAGERS | EMERALD RESOURCES | NEWS & INFO Library Link | Emerald Consortia © MCB UP 60/62 Toller Lane Bradford England BD8 9BY tel. +44 (0)1274 777700 fax. +44 (0)1274 785200 e-mail: feedback@emeraldinsight.com http://srd.yahoo.com/drst/15757807/*http://www.change-management.org/_vti_bin/shtml.exe/index.htm/map/books.htm FrontPage Error. User: please report details to this site's webmaster. Webmaster: please see the server's system log for more details. http://srd.yahoo.com/drst/15757807/*http://www.change-management.org/_vti_bin/shtml.exe/index.htm/map/benchmarking2.htm FrontPage Error. User: please report details to this site's webmaster. Webmaster: please see the server's system log for more details. http://srd.yahoo.com/drst/15757807/*http://www.change-management.org/_vti_bin/shtml.exe/index.htm/map/articles.htm FrontPage Error. User: please report details to this site's webmaster. Webmaster: please see the server's system log for more details. http://srd.yahoo.com/drst/47347545/*http://www.sentiaplus.com/sentia.html Sentia+ provides change management services for organisations updating their processes and technology. These services include planning, management and training. We have wide experience in Project Management, Systems Implementation, Training and Quality Assurance for medium to large professional service and industrial organisations. http://srd.yahoo.com/drst/47347545/*http://www.sentiaplus.com/route.html The Sentia+ RouteMap service involves an assessment of your organisation's current technological status, and of where you want to be. The RouteMap is a plan getting there, incorporating organisational factors such as busy periods, training requirements, costs, ongoing maintenance and support. Normally, we perform an initial assessment, followed by a review meeting, at the client's premises, and production of the RouteMap. This service is a useful clarifier, helping you see the impact the changes being considered, in terms of resources, risk and cost. RouteMap overview http://srd.yahoo.com/drst/47347545/*http://www.sentiaplus.com/manage.html Sentia+ also provides management services. If your organisation has difficulty releasing key personnel to oversee your project, then it is worthwhile engaging our services. These include co-ordinating the change, and providing regular progress reports, leaving you free to get on with your business. With extensive experience in implementing change in professional environments, potential obstacles can be identified at an early stage, bringing you maximum success with minimum disruption. http://srd.yahoo.com/drst/47347545/*http://www.sentiaplus.com/train.html Sentia+ can provide or source training for your new systems and processes. The range of training courses to be provided is being expanded, so please revisit this site for further details. http://srd.yahoo.com/drst/387906/*http://www.groupeabc.com/pagesfr/indexfr.htm Pour afficher cette page, vous avez besoin d'un navigateur pouvant afficher des panneaux. http://srd.yahoo.com/drst/387906/*http://www.groupeabc.com/pagesfr/gauche.htm Accueil Bienvenue Philosophie Stratégie Organisation Communication Formation Nouvelles Activités Compétences Base Méthodologique Brochures Responsables Citations Nous contacter © Groupe ABC, 1999 http://srd.yahoo.com/drst/387906/*http://www.groupeabc.com/index.htm Association of Business Consultants 9, rue Beaujon - 75008 Paris - FRANCE Tel : 33 1 44 29 95 00 - Fax : 33 1 44 29 95 29 Cliquez sur la photo pour obtenir le plan d'accès / Click on the photo in order to get the map Français English Citations Quotations Site Internet : http://www.groupeabc.com e-mail : abc@groupeabc.com http://srd.yahoo.com/drst/387906/*http://www.groupeabc.com/pagesus/indexus.htm Pour afficher cette page, vous avez besoin d'un navigateur pouvant afficher des panneaux. http://srd.yahoo.com/drst/28950/*http://www.thoma.com/attack/mptcv.html Michael P. Thoma Attack Strategies 3445 Washington Street 5th Floor San Francisco, CA 94418 415.567.1337 mike@thoma.com Mike Thoma combines executive management experience with a special ability to formulate and execute aggressive strategies that enable Internet software companies to dominate their chosen markets. ENTREPRENEUR / BUSINESS STRATEGIST Attack Strategies, President 1995 - present President of management consulting firm focused on helping Internet product and services companies dominate their chosen markets. Customers include ActionWare, Alper Holdings, AT Systems, Athena Design, Brightware, Inc., Broadquest, Inc., Evergreen Internet, I/Pro, Immersive Systems, Industry.Net, Marimba, Niehaus Ryan Group, OpenVision, PC Docs, TriVida, Universal Systems Inc., VYCOR, Wave Research, Wayfarer, webMethods. Board member for Athena Design and on the Advisory Board for Brushfire Ventures and The Horn Group. MARKETING EXECUTIVE Actuate Corporation, VP Marketing 1999- VP Worldwide Marketing $50M Web content infrastructure company. Moved company from Enterpriese Reporting to e.Reporting, focusing on B2B e.Business. Refocusing the company from enterprise software to Web content infrastructure helped ACTU stock rocket from 4 to 65. Brightware, Inc. SVP Worldwide Marketing 1997-1998 SVP Worldwide Marketing for $13M Web/e-mail automation company. Moved company from custom solutions business to products company. Ranked #1 in market share by IDC. Inference Corporation SVP Marketing/Applications 1993-1995 Launched new division and successful public offering for $30M front-office applications company. Created and directed positioning and programs for promoting CBR technology for client-server and the Web. Interleaf, Inc. SVP Marketing 1992-1993 SVP Marketing for $120M document management company; re-launched company with integrated solutions aimed at IS professionals in commercial and technical markets in worldwide. Interactive Development Environments VP Marketing 1988-1992 VP Marketing of UNIX CASE vendor. Grew company from $2 to $25 mm in 5 years in technical and IS markets in U.S. and Europe. Oracle Corporation VP Corporate and Product Marketing 1985 - 1988 Directed marketing for the #1 client-server relational DBMS company. Grew revenues from $25M to $250M. Completed initial public offering. Recruited company?s first product marketing team and launched first competitive analysis efforts, which led to market dominance and explosive sales. GENERAL MANAGER Management Decision Systems, Inc. VP Western Operations 1978 ? 1985 Directed Western U.S. operations for decision-support vendor. Managed software sales, consulting to consumer packaged-goods market. Launched division and built it to $4.5M revenue and 24% pretax profitability. FIELD SALES AND PRODUCT MANAGER Tymshare Inc. Group Product Manager and Territory Manager 1975 - 1978 Sales and product management. Made Focus 4GL the top revenue generator for $150M timesharing company. President?s Club. National CSS, Inc. Product Sales and Area Technical Manager 1970-1975 Sales, support, training and product marketing for selected products in $100M timesharing firm. President?s Club. Time, Inc. Paper and Coating Technician 1967-1968 EDUCATION MBA, Information Science, Temple University, Philadelphia, Pennsylvania, 1970 BA Economics, Colby College, Waterville, Maine, 1967 http://srd.yahoo.com/drst/37902784/*http://www.p3-design.com/Consulting.htm The Baldwin Group ........Management Consulting Services Home Planning Capital eCommerce Management Consulting Services Business Process Reengineering Business Requirements Functional Specifications System/Vendor Search and Selection Performance Improvement Management Systems Balanced Scorecards Activity Based Costing/Management Capacity Planning Management By Objectives Management Training The Baldwin Group will work with your organization to accomplish your specific objectives. We are known for our ability to create and manage a team environment that insures success. We will achieve your goals within your timetable and budget. p3-design from The Baldwin Group Performance Designed Solutions by The Baldwin Group will generate tangible and significant improvements to the overall effectiveness of your organization: Straight-Forward Simple Effective Click here for more details or call us 845-266-2387 ____________________________________________________________ © Copyright 2001 The Baldwin Group. All rights reserved. http://srd.yahoo.com/drst/37902784/*http://www.p3-design.com/default.htm The Baldwin Group .......Performance Designed Solutions Services: Management Consulting Services Business Planning / Development Investment Capital / Funding Ecommerce Solutions The Baldwin Group will help you enable your eBusiness web-site for full eCommerce capability easily, quickly and at minimal cost p3-design from The Baldwin Group Performance Designed Solutions by The Baldwin Group will generate tangible and significant improvements to the overall effectiveness of your organization: Straight-Forward Simple Effective Click Here For More Details or call us 845-266-2387 © Copyright 2001 The Baldwin Group. All rights reserved. http://srd.yahoo.com/drst/37902784/*http://www.p3-design.com/busplans.htm The Baldwin Group ........Business Planning and Development Home Consulting Capital eCommerce The Baldwin Group will actively work with you and your organization to build a business plan that works for you, you bankers and your shareholders. Resources: email us today for more information or call us 845-266-2387 ____________________________________________________________ © Copyright 2001 The Baldwin Group. All rights reserved. http://srd.yahoo.com/drst/37902784/*http://www.p3-design.com/funding.htm The Baldwin Group ........Investment Capital/Funding Home Consulting Planning eCommerce It's difficult to start or grow a business without capital. The Baldwin Group can help you find the capital you need or arrange financing on terms that are favorable to you. Resources: email us today for more information or call us 845-266-2387 Copyright 2001 The Baldwin Group. 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http://srd.yahoo.com/drst/28752/*http://www.us-china.com/left.html Copyright 1994-1999, Boston Capital & Technology. All rights reserved. http://srd.yahoo.com/drst/28752/*http://www.us-china.com/index.html |Introduction| |Projects| |Partnership Opportunities| |Services| |Updates| |References & Resources| Copyright 1994-1999, Boston Capital & Technology. All rights reserved. http://srd.yahoo.com/drst/28753/*http://www.innovation.ch/bcg/welcome.htm This company no longer exists. http://srd.yahoo.com/drst/28757/*http://www.ie.utoronto.ca/EIL/tool/BPR.html Business Process Reengineering Advisory Group Enterprise Integration Laboratory Department of Industrial Engineering, University of Toronto Rm 207 Rosebrugh Building 4 Taddle Creek Road, Toronto, Ontario M5S 1A4 tel: 416-978-6823 fax:416-978-3453 TOOLS FOR BUSINESS PROCESS REENGINEERING The framework of BPR can be used in two ways. First, we will be using it to specify a set of requirements onthe software tools that the Enterprise Integration Laboratory will be designing to support BPR. We can also use the framework as a means of evaluating existing and identifying the stages of the BPR process where they provide the most support. In this way, we can identify those stages of the BPR process that are not supported by existing tools. To assist in this endeavour, the group has agreed to compile a library of tools and summaries of their capabilities. List of BPR tools Framework Functionalities If you would like to add a new toolname to our list and give us more information about it please click here If you would like to add a new toolname to our list and give us the url where mo re information about it is located please click here List of Other Related Sites EIL homepage If there are any questions or suggestions about our BPR tool repository please mail to Agnita Pal at pal@ie.utoronto.ca. Thank you. http://srd.yahoo.com/drst/28757/*http://www.ie.utoronto.ca/EIL/tool/list.html Business Process Reengineering Advisory Group Enterprise Integration Laboratory Department of Industrial Engineering, University of Toronto Rm 207 Rosebrugh Building 4 Taddle Creek Road, Toronto, Ontario M5S 1A4 tel: 416-978-6823 fax:416-978-3453 BUSINESS PROCESS REENGINEERING TOOL REPOSITORY Apache Bonapart Business Design Facility Business Improvement Facility Caddie Ithink Vensim METIS DPA oCTAVe Process Manager Logic Works' BPwin Gensym's ReThink Clear Process Optima! and Optima! Express Extend+BPR Cosmo Workflow Analyser FirstSTEP Process Charter Business Resource Software DTIC CROSSFLOW ETC The Workflow Factory If you would like to add a new tool to this list and give us more information about it please click here If you would like to add a new toolname to our list and give us the url where more information about it is located please click here EIL Homepage http://srd.yahoo.com/drst/28757/*http://www.ie.utoronto.ca/EIL/tool/list/toolform2.html Addition of a new tool Please enter the name of the tool: Please enter the following information about the tool: Originator Name Status Year of introduction Price band Supplier Key features Methodology support Operating environemnt Interfaces to other tools EIL Homepage http://srd.yahoo.com/drst/28757/*http://www.ie.utoronto.ca/EIL/tool/list/toolform1.html Addition of a new tool Please enter the following information about the new tool that you want to add: Please enter the name of the tool: Please enter the URL where more information about the tool is located: EIL Homepage http://srd.yahoo.com/drst/28757/*http://www.ie.utoronto.ca/EIL/tool/frmwrk/bprfrm.html Business Process Reengineering Advisory Group Enterprise Integration Laboratory Department of Industrial Engineering, University of Toronto Rm 207 Rosebrugh Building 4 Taddle Creek Road, Toronto, Ontario M5S 1A4 tel: 416-978-6823 fax: 416-978-3453 BPR FRAMEWORK EIL Homepage http://srd.yahoo.com/drst/42964970/*http://www.cmperme.com/cmp_who_we_are.html Built On Creative, Action-Oriented Strategy "Highly skilled leadership in facilitating a complex group through a difficult change." -- client feedback C.M. Perme and Associates, Inc. provides organizational development and change management facilitation to help clients focus clearly, organize effectively and act with courage. We are known for creative, action-oriented strategies, practical and effective consulting, and system wide organizational development. Since its establishment in June 1990, C.M. Perme and Associates, Inc. has brought its knowledge and expertise to more than 90 businesses and organizations. We typically serve 12-14 clients per year, primarily repeat customers and customer referrals. Overall, half of our business comes from the public and nonprofit sectors. We have applied whole system, large-scale intervention methods since 1994, and are adept at incorporating these methods-involving groups from 60 to over 600 people at one time-to help individuals at every level of an organization create rapid, fundamental and lasting change. About CMP | Services| Methodology| References Newsletters| Associates | Contact us ©All Rights Reserved 2001 C.M. Perme and Associates 952.831.4131 http://srd.yahoo.com/drst/42964970/*http://www.cmperme.com/cmp_what_we_do.html Our Consulting Services "Did what they said they would do." - Client feedback Organizational level Organizational and business culture assessments Roadmaps for change management Facilitation of organizational alignment Project management and facilitation of change initiatives Large group intervention and facilitation Group level Team building and team training Conflict resolution Process consultation and facilitation of "tricky" subjects Team culture assessments Individual level Individual coaching and development planning Individual leadership assessments to understand impact on team culture About CMP| Services | Methodology| References Newsletters| Associates| Contact us ©All Rights Reserved 2001 C.M. Perme and Associates 952.831.4131 http://srd.yahoo.com/drst/42964970/*http://www.cmperme.com/cmp_how_we_work.html "They took the time to understand our goals and environment." We prefer to work as a partner with you in addressing your needs. We have established practices that help us meet this goal. Contracting to Meet Your Needs Creating a Unique Consulting Service Design Preparing and Delivering Services Communicating to Ensure Success How We Price Our Services "I liken this to the experience of watching a well done play - I don't notice the sound effects, the background music, and the script, and I'm able to suspend awareness that people are wearing costumes and that they are acting. If any of the elements are less than excellent in how they are created and delivered, it is noticeable and irritating and I'm not as easily able to move into that altered state where deeper meaning resides." -- Recent Client About CMP| Services| Methodology | References Newsletters| Associates| Contact us©All Rights Reserved 2001 C.M. Perme and Associates 952.831.4131 http://www.cmperme.com/cmp_who_we_are.html Built On Creative, Action-Oriented Strategy "Highly skilled leadership in facilitating a complex group through a difficult change." -- client feedback C.M. Perme and Associates, Inc. provides organizational development and change management facilitation to help clients focus clearly, organize effectively and act with courage. We are known for creative, action-oriented strategies, practical and effective consulting, and system wide organizational development. Since its establishment in June 1990, C.M. Perme and Associates, Inc. has brought its knowledge and expertise to more than 90 businesses and organizations. We typically serve 12-14 clients per year, primarily repeat customers and customer referrals. Overall, half of our business comes from the public and nonprofit sectors. We have applied whole system, large-scale intervention methods since 1994, and are adept at incorporating these methods-involving groups from 60 to over 600 people at one time-to help individuals at every level of an organization create rapid, fundamental and lasting change. About CMP | Services| Methodology| References Newsletters| Associates | Contact us ©All Rights Reserved 2001 C.M. Perme and Associates 952.831.4131 http://srd.yahoo.com/drst/498358/*http://www.city-net.com/changetech/researchstudy.html Research Study: Predicting High Performance Request a research packet! Do you know which elements of team-based organizations predict high performance in your organization? As someone involved in the application of teams in your organization, you are well aware of the difficulties and successes of a team-based structure. Like many of your colleagues, you are probably interested in better understanding how teams are operating in other organizations and what factors are likely to contribute to their success in your organization. Because of your demonstrated interest in forming and maintaining successful teams, we would like to invite your organization to participate in a research study that will provide free feedback to your teams. This study will identify current industry trends from some of the leaders in the application of high performance work teams. Further, we will be gathering data from numerous companies which will allow us to identify what factors are most likely to contribute to team and organization success. For example, we will be studying such things as what factors lead to high performance team output, as well as team viability, organization/team commitment, and team participation. You Will Receive: Participants in this study will receive a copy of our final report in about 10 weeks. This comprehensive report will include: A summary of the responses from your organization as well as a comparison of your teams¹ responses to the responses from teams in other organizations. A summary of the results of the research study which will identify key contributors to team success. These results will give you sound evidence and rationale to support your decisions about the teams in your organization and to help your teams function more effectively in the future. How to Participate: Your participation in the study would involve three activities: First, we would like you to identify a representative sample of high and low performing teams in your organization whose members will complete a questionnaire about your organization and its team practices. We would like all participating organizations to have the members of at least 5 to 10 teams complete these questionnaires. After you have identified teams for participation in the study, one of our representatives will call you to determine what survey materials you will need. We will then send you the appropriate number of surveys and return envelopes for distribution in your organization. Second, after you receive all of the survey materials and return envelopes from our staff, we would like for you to distribute these materials to the teams you have chosen to participate in the study. Third, for each team chosen, we would also like for you to distribute a questionnaire to the team's supervisor or coach about overall team practices. Request a research packet! All individual responses will be strictly confidential. All surveys will be returned to our company and summarized along with those from other organizations. Therefore, no individual survey responses will ever be identified. We will provide a list of all participating organizations in our final report, but will agree to omit your name if you do not want to be identified as a participant in the study. If you decide to participate in the survey and request a survey form, a ChangeTechnologies consultant will be calling you in the next week to discuss your organization's participation in this study and make plans to send you the appropriate number of survey materials. If you have any questions in the meantime, we can be reached at (888) 412-8099. Participating organizations will need to return completed surveys by April 24, 1998, and final reports will be provided to participating organizations in July. Thank you for your time and assistance on this study! I know that the results will provide you valuable information which will contribute to the success of your team efforts. Request a research packet! Sincerely, Jill A. George, Ph.D., President, Change Technologies, Inc. Home| About Us| Services| Results| Clients| Case Study| Books/Publications Presentations| FAQ| References| Principals| Feedback| SiteMap Questions or comments? webmaster@changetech.com Copyright ©1998 Change Technologies http://srd.yahoo.com/drst/498358/*http://www.city-net.com/changetech/cthowdo.html How We Meet Customer Needs: The principals of our firm have over 40 years of combined experience working with employees, supervisors, and senior managers to move organizations forward. Our approach to organizational change involves employees at all levels in each phase of the implementation. We feel our clients desire a practical, concrete approach to organizational change. Our template of working sessions and workbooks, designed from our research and experience, provides specific advice and examples needed to implement innovative work systems. We achieve our best results when we transfer our technology to our clients. Roadmap To High-Performance: We achieve results with our clients by working through the following transition steps of organizational change: Conduct a Business Analysis for Change: Decide what results are needed and prioritize what specifically to change to achieve desired results. Develop the Organizational Vision for Change:: Decide how the organization's business situation drives a vision for the future, including key business drivers and expectations for employees. Develop Communication Strategies To Enhance Change: Decide how to discuss progress. Redesign the Organization's Work Processes and Structure: Decide how to eliminate bottlenecks in the work processes and in employeees' roles. Launch The Organization: Decide how to start-up the organization with redesigned work processes and employee roles. Measure Progress: Decide what bottom-line and behavior change results to measure and identify next steps based on the Score Card. Home| About Us| Services| Results| Clients| Case Study| Books/Publications Presentations| FAQ| References| Principals| Feedback| SiteMap Questions or comments? webmaster@changetech.com Copyright 1996 Change Technologies http://srd.yahoo.com/drst/498358/*http://www.city-net.com/changetech/ctwedo.html What We Do: Organizational Change For High-Performance Change Technologies is an organizational development consulting firm focusing on organizational design for results. We are dedicated to helping organizations manage change in ways which result in improved organizational performance and employee involvement at all levels. We improve organizational performance by redesigning work processes and leveraging employee knowledge, skills, and abilities through innovative work practices. Nationally Known Experts The partners at Change Technologies are nationally known experts in change management, leadership, organizational design, and the implementation of work teams. It's one of the advantages of working with us. You won't have trainees cutting their teeth on your organization's critical issues. Our partners have over 40 years of combined experience that we use to help you avoid the mistakes others have made in the change process. Practical Orientation We also have a very practical orientation. All of our processes are geared to helping you make critical decisions to enable your organization to move forward. Through our work in the trenches of organizations, we have developed a roadmap of implementation steps, design examples, and checklists that guide you through the process. We don't just analyze your organization, spout theory, and then leave you to figure out how to implement it. Specific Services: Design High-Performance/Self-Directed Work Teams in Existing Organizations Our team implementation plans typically include developing a strategic business plan, redesigning core and support work processes, redesigning responsibilities at all levels, developing team-based bonus plans, team-based performance management(goal setting and feedback) and team progress evaluation. Our principals have implemented high-performance/self-directed teams for a midwestern automobile parts manufacturer, Carpenter Technologies (steel manufacturer), Blue Cross Blue Shield (insurance), Union Pacific Railroad (transportation), and Westinghouse Electric (financial services) among others. Design and Implement Company Expansions and Plant Start-Ups Our principals have developed the organizational structure, systems, and processes from the ground up with many organizations, such as PEXCO (steel manufacturing), and Holnam, Inc. (cement manufacturing). Serve As Adjunct Staff For Consultation On Organizational Development Issues Some of our current clients use our expertise on a regular basis as an ad hoc member to their staff. As such, we can provide timely advice on organizational development strategies and planning. Dad's Dog Food (manufacturing) is an example. Conduct Seminars and Speaking Engagements on High-Involvement and Organizational Development Keep us in mind for a speaking engagement to educate your organization on current issues facing high performance organizations. Our principals have provided highly interactive sessions full of examples and war stories for many companies, including: Blue Cross Blue Shield, Kraft Foods, Seimens Rolm Communications, and United Technologies. Offer Internal Consultant and Support Products and Services We have a number of consulting support workbooks, evaluations, and "To Do" sheets that enable you to gain more skills managing your intervention. Call us for a list of our current consulting products for purchase or talk to us about using our products on your company's intranet. Facilitate High-Involvement Courses via Distance Learning We are currently developing a curriculum to teach and learn from others on the internet via distance learning. Currently, we are developing curriculum content for sessions on: Creating Motivation to Change Coping With Change: Surviving as a Restructured Employee The Perils of Downsizing and What To Do Instead Global and Virtual Workteams Most of all, we focus on helping you achieve organizational results. It's what we are known for and how we have chosen to build our business. Home| About Us| Services| Results| Clients| Case Study| Books/Publications Presentations| FAQ| References| Principals| Feedback| SiteMap Questions or comments? webmaster@changetech.com Copyright 1996 Change Technologies http://srd.yahoo.com/drst/1102873/*http://www.crefac.com/homeframea.htm Training Center for Help with Changes. This site contains frames, and your browser can't see them. Download a new browser at the address below. This site is optimised for Hello/ Your messages/ Your needs/ The Créfac/ The quality/ Catalog of products/ References/ Jobs/ Informations and registrations/ Créfac team http://srd.yahoo.com/drst/1102873/*http://www.crefac.com/crmenAF.htm http://srd.yahoo.com/drst/1102873/*http://www.crefac.com/crhelF.htm Training Center for Help with Changes Hello ! French version English version This site is optimised for Hello/ Your messages/ Your needs/ The Créfac/ The quality/ Catalog of products/ References/ Jobs/ Informations and registrations/ Créfac team http://srd.yahoo.com/drst/1102873/*http://www.crefac.com/homeframe.htm Centre d'Etudes et de Formation Le CREFAC, Centre d'Etudes et de Formation, formation professionnelle, formation continue pour adultes, formation pour demandeurs d'emploi, formations sur mesure pour entreprises, est heureux de vous accueillir sur son serveur. Ce document contient des Frames (fenêtres) et votre navigateur est incapable de les gérer. Téléchargez une version d'un navigateur capable de gérer les frames à l'adresse ci-dessous. Ce site est optimisé pour Si besoin, Téléchargez-le Bonjour / Vos messages / Vos besoins / A propos du Créfac / La qualité en formation / Catalogue des produits / Références et publications / Bourse de l'emploi du Créfac / Renseignements et inscriptions / Equipe et adresses http://srd.yahoo.com/drst/1102873/*http://www.crefac.com/crmenF.htm Bonjour Vos messages Vos besoins Le Créfac La Qualité Catalogue des produits Références clients ABC.Emploi CREFAC Renseignements Inscriptions L'équipe Ergostressie Calendrier 2000/2001 http://srd.yahoo.com/drst/838568/*http://www.decker.com/home.htm http://srd.yahoo.com/drst/26687350/*http://www.odservices.com/orgdev.htm Organization Development Services Strategic Planning Change Enablement Leadership Development Through Executive Coaching Performance Management Organization Development Services During the past 30 years, The Deutsch Group has earned a reputation for its pragmatic, cost-effective, systematic approach to organization development. Realizing that resistance to change problems are minimized when buy-in is achieved, we involve the people who will be affected most by the change, without detracting from their daily job responsibilities. With their involvement, we formulate plans for change that may include, but not be limited to, training, job enrichment, management development and team building. All processes must satisfy our clients' real needs and lead to positive, realistic change in their working environments. Strategic Planning "If you don't know where you're going, any road you pick will get you there." Why does crisis management become a way of life in some organizations? For the most part, crisis management exists because management has failed to define where they want to be in the future and how they plan to get there. It doesn't have to be that way. Over the past 30 years, The Deutsch Group has mastered the art of strategic planning. Our signature, five-step approach to planning is designed to: Tap all resources of your Executive Team. Develop a spirit of cooperation. Create Management Team Focus and Single-Minded Purpose. Identify essential, core ideals such as the business the company should be in, the philosophy of management, the optimal organizational structure, and the most pragmatic organization development strategy. Establish critical long-range strategies that take into account: The expectations of your management team. Key external factors that could impact the enterprise as a whole (political, social and economic). Relevant competitive factors. Noteworthy market developments. Key opportunities and threats. Define top team members' responsibilities. Establish a realistic, cost-effective foundation upon which to build future divisional and departmental plans. Change Enablement At The Deutsch Group, our collaborative working techniques get your entire organization, from the executive offices to the cubicles, to buy into the changes at hand. This ensures the transfer of the additional knowledge and skills your people will need to deliver the promised returns of the new strategies and technologies. The Deutsch Group is skilled at helping clients review their organizational structures and determine appropriate design changes to improve their focus, responsiveness and cooperation by asking the right questions, leading effective teams and creating an organizational environment that enables change. Most of our change management engagements involve one or more of the following activities: Change assessment and planning Change implementation Communication strategy development Leadership assessment and development Organization design and re-engineering Executive coaching Leadership Development Through Executive Coaching "Barry, I want to comment on how positive the results have been of all the coaching and team building that you did with the Regional Managers. You will be happy to know that even the ones who wouldn't work together at all in the beginning are still openly collaborating using your strategic planning model." Helen L. Hitchcock, President Union Bank of California The Private Bank Executive coaching, as a support role for business leaders, became a major development in the '90s. The Deutsch Group sees the role of the executive coach as supporting leaders as they face the unexpected challenges of change, new technologies, and their own professional development. Effective coaching demands an honest commitment from the leader, with a desire to change and grow and an openness to the coach's role. In turn, the coach must be trustworthy and skillful, an outstanding listener, an expert communicator, who brings a set of experience-based conceptual skills to probe assumptions and offer new, tried-and-tested perspectives. The end results often produce a new vision and confidence in oneself, a renewed sense of direction, and superior creativity and productivity. Performance Management We frequently develop Performance Planning Systems for our clients that are intended to improve and measure employee performance. Our performance appraisal systems are always customized to our client's needs ? we never use canned, off-the-shelf programs. After nearly 30 years of extensive performance management experience, The Deutsch Group can provide you and your managers with valuable tools for performance improvement and career development. Our performance improvement systems ensure that our 360º feedback approach will be professionally designed, and easy to interpret and use. For a more detailed insight into our performance planning and review concepts, click here. © Copyright 1999 The Deutsch Group. All rights reserved. http://srd.yahoo.com/drst/26687350/*http://www.odservices.com/index.htm © Copyright 1999 The Deutsch Group. All rights reserved. http://srd.yahoo.com/drst/26687350/*http://www.odservices.com/mgtdev.htm Management Development Services Leadership Training and Development Strategic Planning Effective Performance Management Effective Interviewing Skills Management Development Services Providing custom-tailored training systems that increase productivity by improving Management Team Effectiveness All of our management training programs are custom-designed learning systems that solve real-world business problems by improving the way management teams work together. For the past 30 years, The Deutsch Group has conducted hundreds of management development workshops for many of the nation's leading businesses. Our staff is skilled at seeing beyond training objectives to real business solutions. We don't just improve skills ? we make certain the skills are needed in the first place. "We always customize our management development programs because we know that our clients don't have off-the-shelf problems." Leadership Training and Development Most organizations are over-managed and under-led. Management is all about efficiency, but leadership is about effectiveness. While management is about trusting systems, controls, procedures, policies and structure, effective leadership is about trusting people. Management is about managing the status quo, while leadership is creative, adaptive and agile. Successful leaders look at the horizon while looking at the bottom line! Recognizing that successful leaders are not born ? and convinced that effective leadership can be taught ? The Deutsch Group created Leadership Techniques, a combination of core leadership principles that can be tailored to meet not only the specific needs of a given organization but the unique needs of each participating manager as well. Leadership Techniques is a three-day, highly interactive workshop that The Deutsch Group has tailored to meet the distinct needs of hundreds of organizations since 1970. Each participating manager you enroll will learn to: Build and maintain a productive working environment that is capable of creating and sustaining self-motivation Establish goals that encourage innovation Handle conflicts, complaints, and grievances Avoid common mistakes that cause communication failures Handle resistance to change and win cooperation Make use of the many approaches to leadership ? from authoritarian to democratic, from charismatic to informal Deal with organizational realities such as the authority system, the power system, the group system, and the status system Build effective work groups and teams Develop a leadership style that inspires loyalty Strategic Planning What is an organization's strategy? How is it developed? What does it do? These are difficult questions to answer because up to now even the "experts" haven't been able to agree. The Deutsch Group is ready to change all that. Our Strategic Planning Workshop furnishes every participating manager with practical answers to use right away. "Large, complex companies appreciate the depth and thoroughness of our strategic planning process while smaller, growing organizations feel comfortable with The Deutsch Group's direct, no-nonsense approach." Our Strategic Planning Workshop came into being to help management document their current strategy, communicate it more effectively to those who need to use it, and to revise or add to it, as needed, to meet the threats and opportunities of the future. In this program, each participating manager will: Isolate critical environmental factors ? political, social, economic and technological ? that could have a major impact on the organization over the next few years Be aware of major competitive problems Identify organizational strengths and weaknesses Discern current strategies that should be re-evaluated Recognize strategic decisions not yet made but that need to be List important opportunities and threats Define organizational vision and strategic intent Define key results areas Set strategies Identify action plans to develop Effective Performance Management Our individually tailored performance management programs can include the following areas of learning: Managing employee performance Developing individual performance objectives Creating realistic career development plans with your subordinates Coaching employee performance Managing the performance appraisal process Establishing and maintaining effective interpersonal communications Problem analysis and decision-making "Our Performance Management Workshops are normally conducted over the course of two days and are highly interactive, guaranteeing all participating managers optimal learning and maximum retention." Effective Interviewing Skills Our Effective Interviewing Skills Workshop gives managers the tools and techniques they need to focus on specific competencies used in the employment interview. As a direct result of attending this workshop, all participating managers will be able to: Prepare for an effective interview Build objectivity, alertness and openness into the interview format Tailor our six-phase selection process to meet their individual requirements and circumstances Describe the four basic steps of interviewing Differentiate open, closed and probing questions and demonstrate skills in these areas Demonstrate the proper use of the "Funnel Approach" to interviewing Avoid at least four ways interviews may fail Understand and proficiently use The Deutsch Group's interviewing evaluation process Plan and conduct a simulated employment interview and receive feedback from an observer regarding effectiveness, style, and skills © Copyright 1999 The Deutsch Group. All rights reserved. http://srd.yahoo.com/drst/7833635/*http://www.dublingroup.com/midwest.htm Phone- 800.438.7510 Fax- 913.681.9699 Midwest Job Openings Northeast Job Openings Northwest Job Openings Southeast Job Openings Southwest Job Openings Westcoast Job Openings http://srd.yahoo.com/drst/7833635/*http://www.dublingroup.com/newpage5.htm Phone- 800.438.7510 Fax- 913.681.9699 The Dublin Group prides itself on confidentiality of our candidates. Please be assured that under No circumstance will a your resume ever leave our office without your permission. Forward your Resume in a Word document please. mailto:paf@dublingroup.com or you may Fax your resume- 913.681.9699 The Dublin Group looks forward to working with you now and in the future. Have a great day! http://srd.yahoo.com/drst/7833635/*http://www.dublingroup.com/newpage11.htm Phone- 800.438.7510 Fax- 913.681.9699 If you would like to be informed of New Tandem Job Opportunities in a specific geographic area of the country, The Dublin Group will email all prudent information of those Tandem openings to you directly as they become available. Please forward your specific geographic requirements to the following Email address mailto:paf@dublingroup.com As always The Dublin Group looks forward to working with you now and in the future. Have a great day! http://srd.yahoo.com/drst/28810/*http://www.edgardunn.com/index_edc.htm http://srd.yahoo.com/drst/481108/*http://www.hargrave.com/book.htm THE HARGRAVE CONSULTANCY THE ACCLAIMED BOOK . . . Plan for Profitability! How to Write a Strategic Business Plan Four Seasons Publishers, 1999 ISBN 1-891929-19-4 A definitive step-by-step guide, with numerous examples from actual plans. An acknowledged authority in Strategic Business Planning, Lee Hargrave has written over 100 strategic business plans, ranging from start-ups to companies with over $1 billion in revenues. See what the reviewers have to say about this highly regarded book. Examine the Table of Contents. Order the book on-line. http://srd.yahoo.com/drst/481108/*http://www.hargrave.com/reviews.htm THE HARGRAVE CONSULTANCY WHAT THE REVIEWERS SAY . . . Plan for Profitability! How to Write a Strategic Business Plan by Lee Hargrave The Security Letter . . . "For most of his career, Hargrave has been guided by compelling and fundamental business principles. He generously offers insight into his vision in this underpriced and valuable book." Mensa Bulletin . . . "[The book] covers both the practical 'how-tos' as well as the theoretical 'whys.' Lee knows what he's talking about." Lt. Col. Mike Wilder, USAF (Retired), Atlanta . . . "Thanks for Plan for Profitability! ... Hopefully, you'll keep publishing relevant and worthwhile writings." Darrell Dusina, Financial Management Consultant, Denver . . . "Finally, here is a book that describes the strategic planning process in a clear and logical structure. It's about time. I've been doing strategic planning for 17 years and I am amazed at the lack of 'how-to' information." Pat Vonick, Systems Analyst, Boulder . . . "Plan for Profitability! is an superb step-by-step guide on how to write a strategic business plan. The book is an excellent investment for small business owners without any exposure to strategic business planning, entrepreneurs seeking venture capital to start up new businesses, business school students seeking to master the essentials of strategic planning, managers in corporate settings, aspiring strategic planners, and anyone else who wants to learn how to write a strategic plan. The author is clearly an practicing authority in strategic planning, not a theoretician." http://srd.yahoo.com/drst/481108/*http://www.hargrave.com/contents.htm THE HARGRAVE CONSULTANCY CONTENTS . . . PLAN FOR PROFITABILITY! HOW TO WRITE A STRATEGIC BUSINESS PLAN CHAPTER I: SOME FUNDAMENTALS Strategic Business Planning The Evolution of This Book Strategic Business Units The Responsibility for Strategic Planning Introducing International Microwidgets (a fictitious company) Summary CHAPTER II: THE STRUCTURE OF A STRATEGIC PLAN The Annual Planning Cycle The Planning Horizon The Flow of a Strategic Plan The Mission Mission Statements The Mission of International Microwidgets Summary CHAPTER III: THE MARKET The Served Market Market Segmentation Sources of Market Data Quantifying the Market Market Measurements Chronological Market Data Market Cycles Statistical Projection Techniques The Market of International Microwidgets Summary CHA PTER IV: COMPETITION Market Share Chronological Market Share Data Sources of Competitive Data Competitors’ Strengths and Weaknesses Listing Strengths and Weaknesses Competitors’ Strategies The Strategy Summary The Competitors of International Microwidgets Summary CHAPTER V: CONSOLIDATING THE ENVIRONMENT SBU Strengths and Weaknesses Determining Opportunities and Threats Listing Opportunities and Threats The Learning Curve The Original Portfolio Matrix The Nine-Block Matrix The Environment of International Microwidgets Summary CHAPTER VI: OBJECTIVES, STRATEGIES, PROGRAMS AND GOALS Definitions The Principle of Linkages Objectives Strategies Programs Goals International Microwidgets Summary CHAPTER VII: RESOURCES People Facilities Equipment Transition to the Financial Statements Resource Projections International Microwidgets Summary CHAPTER XIII: FINANCIAL PROJECTIONS Financial Statements Revenue Projections The Operating Statement The Balance Sheet The Funds Flow Statement International Microwidgets Summary CHAPTER IX: EVALUATING THE PLAN Gross Margin Return Measurements The Use of Leverage Debt versus Equity Operating Efficiency Measurements Trend Analysis Evaluation of the International Microwidgets Plan Summary CHAPTER X: BEYOND STRATEGIC PLANNING The Operational Plan The Three S’s Organizational Structures Line and Staff Functions A Representative Company Organization The Concept of Corporate Development Summary CHAPTER XI: CORPORATE DEVELOPMENT Entering and Exiting Businesses Secondary Valuation Techniques The Concept of Net Present Value Mergers versus Acquisitions Goodwill Dilution The Acquisition of General Widgets Summary CHAPTER XII: THE STRATEGIC PLAN OF INTERNATIONAL MICROWIDGETS http://srd.yahoo.com/drst/481108/*http://www.hargrave.com/order.htm THE HARGRAVE CONSULTANCY TO ORDER . . . Plan for Profitability! How to Write a Strategic Business Plan by Lee Hargrave Four Seasons Publishers, 1999 300 pages ISBN 1-891929-19-4 Order the book on-line from any of these booksellers: For quantity discounts, contact the publisher. http://srd.yahoo.com/drst/8822008/*http://www.thechangeagent.com/articles.html "We also appreciate you contributing articles to our monthly newsletter. Thanks for customizing your programs and articles to meet our members' needs. I look forward to your continued work with our association." -Ernst Fischer, Ohio Provider Resource Association Don't forget to check out our newsletters which will help you strengthen you ability to deal with rapid change. Go to The CHANGE AGENT Newsletters. * Click here to recommend the CHANGE AGENT Briefing newsletter to your friends! Review Patti's Articles Change is a Many Splintered Thing (Part 1 of 2) Discover the first two phases in the Cycle of Resistance to change. Learn the typical "cat reactions" people have when they feel the pain of change and how these reactions impact them personally. Based on Patti's book, Untying the 'Nots' of Change Before You're Fit to be Tied. Click here for the entire article. Heal Thy Pain (Part 2 of 2) Discover what happens during the final two phases in the Cycle of Resistance. Learn the keys to healing the pain of resistance and how to make a commitment to new growth. Based on Patti's book, Untying the 'Nots' of Change Before You're Fit to be Tied. Click here for the entire article. Turn Whine into the Bottom-Line Your organization's greatest enemy is NOT in the marketplace. Just because you're not hearing employee whining doesn't mean resistance to change isn't paralyzing your organization. Based on Patti's book, Untying the 'Nots' of Change Before You're Fit to be Tied. Click here for the entire article. The 3 Costliest Merger Mistakes and 4 Ways to Avoid Them Discover the three most typical and costly mistakes leaders make in merger situations and what you can do to avoid them. Click here for the entire article. When You're At the End of Your Rope, Let Go! Do you sometimes find you are at the end of your rope when it comes to organizational change? Then, let go! In this article you will learn what to do with all the things you do not have control over in your change situation. (Stand alone article OR Part 1 of 3). Based on Patti's book, Untying the 'Nots' of Change Before You're Fit to be Tied. Click here for the entire article. Bye, Bye Boo Bird Have you ever wanted to change someone's attitude or behavior? Even though we may not be able to change someone else, we can decide on how we choose to influence them. In this article read about the strategies and techniques you can use to influence people. (Stand alone article OR Part 2 of 3) . Based on Patti's book, Untying the 'Nots' of Change Before You're Fit to be Tied. Click here for the entire article. An Eye for an Eye and a Tooth for a Tooth, Can Leave You Blind and Toothless Has the lack of forgiveness for past decisions or perceived wrongs in your organization impeded your ability to move forward in change? Discover why forgiveness has everything to do with you and very little to do with the person who has hurt you. Based on Patti's book, Untying the 'Nots' of Change Before You're Fit to be Tied. Click here for the entire article. The 5 Most Important (& Most Valuable) Things You Will Miss Out On When You Refuse to Change People tend to focus on what they have lost because of work change. Discover what valuable and important things you will miss out on when you refuse to change. Click here for the entire article. Whining with Purpose Not all work changes are good or work as they were conceived. Team members must be honest with the leaders of change if the change is not working properly. Our natural tendency is to "whine" about these changes. Learn how to "whine with purpose" by developing your ability to give constructive feedback to change leaders. Based on Patti's book, Untying the 'Nots' of Change Before You're Fit to be Tied. Click here for the entire article. The Customer Doesn't Always Ring Twice: Making Seamless Changes to Keep Customers Loyal With change, often comes internal chaos and resistance. As a result, the customer may experience confusion and disruption in service and/or product delivery. Learn specific strategies to keep your customers coming back despite internal organizational changes. Click here for the entire article. The Taming of the Critic When it comes to criticism, most people think it's more blessed to give criticism than to receive it. Learn some effective techniques to handle critical situations. Based on Patti's book, Giving and Receiving Feedback. Click here for the entire article. Ten Tips to Improve the Effectiveness of Your Meetings This article offers 3 meeting guidelines and ten tips to improve the efficiency and effectiveness of your meetings. Click here for the entire article. Finding Balance in an Unbalanced World How can we become maintain balance when there is less time to do all the things that are demanded of us? Discover ideas that can help you to balance your work and family responsibilities. Click here for the entire article. Managing Upward: Creating Working Partnerships Learn to manage yourself in ways to better manage those above you. Based on Patti's book, Managing Upward: Strategies for Succeeding with Your Boss. Click here for the entire article. Win Your Audience Over From the Start Learn the secret for how to develop a dynamite opening to your next presentation and win your audience over from the start. Click here for the entire article. Avoiding the Gender Fender Benders If you're not prepared for the hazards while on the interpersonal road of life, you may find yourself in a wreck. Understanding the differences between men and women will help you avoid slippery conditions and poor visibility. Gain enlightening, career-building knowledge which will help prevent you from sustaining a gender fender bender. Click here for the entire article. Make a Powerful First Impression Every Time You never get a second chance to make a good first impression. In this article, you will learn the 12 x 12 x 12 rule for making good first impressions and how to network. Click here for the entire article. The 3 Rs of Business Success: Rapport, Repeat, and Referral It is no longer enough to have technical knowledge of your products and services, most people buy as a result of "relationship selling". Are you confident of your ability to build rapport within minutes of meeting your prospective clients? Are you able to keep clients and get referral business or are you constantly making cold calls? If you can't answer "yes" to both of these questions, you'll want to read this article. Click here for the entire article. The Critic's Corner Shouldn't be Lonely Criticism is one thing most people think is more blessed to give than to receive. Strengthen your personal relationships, feel less stressed, and learn how to work through daily conflict situations using straight-forward skills based on Patti's best-selling book, Giving and Receiving Feedback. Click here for the entire article. Powerful Communication Skills that Get Results! Powerful Communication Skills that Get Results - For most of us, success in our life depends heavily on how well -- or how poorly -- we communicate with others. Learn how to establish productive relationships and work effectively with others. Discover a cutting edge communication technique that will help you build a climate of trust and cooperation in which people will be happy to work with you and for you. Click here for the entire article. Ten Tips for Taking Criticism Ten quick tips that will help you handle criticism more effectively. Based on Patti's best-selling book, Giving and Receiving Feedback. Click here for the entire article. Back to top © Copyright 1999 The CHANGE AGENT. All articles belong to Patti Hathaway, but you are free to reprint or repost them providing that you note Patti's copyright, leave the article unaltered, and include Patti's phone number (800) 339-0973 and email address ( patti@thechangeagent.com). On websites, adding the URL and the navigation button at right to point to this web site (http://www.thechangeagent.com) would be appreciated. In any other case, you need permission to re-use this material. Contact: Patti Hathaway, CSP, 1016 Woodglen Road, Westerville, Ohio 43081. Phone: (614) 523-3633 Toll Free: (800) 339-0973 Fax: (614) 523-3515. Comments about this site? Please send mail to Patti Hathaway. http://srd.yahoo.com/drst/8822008/*http://www.thechangeagent.com/casestudies.html "All the participants felt that they left with new skills to deal with agency and personal change. Many have asked for follow-up support in maintaining and implementing the knowledge gained" -Fred Valerius, Ed.D, Butler County Board of Mental Retardation & Developmental Disabilities See How Patti Hathaway Helped These Organizations An agent is someone who produces an effect; an instrument by which a guiding intelligence achieves a result. The CHANGE AGENT's extensive research and customization produce results. Patti Hathaway interviews your people to gain insider (intelligence) information which guides her in customizing the program content to meet your specific concerns. Perspective is the capacity to view things in their true relative importance. When you're so close to the change situation, it is hard to have perspective. The CHANGE AGENT has worked with thousands of people across the United States. This provides her with an outside perspective that is credible and powerful. When Patti Hathaway blends her outside perspective with your specific issues, the results speak for themselves. The following real cases demonstrate the results and recommendations of The CHANGE AGENT. Meet Your New Boss Lady Sleeping with "the Enemy"- Merging Two Practices If It Ain't Broke, Don't Fix It - Dealing with a Reorganization For more information on how you can contribute to Patti's next book content click here. Meet Your New Boss Lady Real Audio Excerpts: "Mourning the Past"(2.58 minutes) "Patti's Unique Approach to Change"(7.40 minutes) Situation: When a new president comes on board, excitement and apprehension go hand in hand. The arrival of the new president to Wright State University in Dayton, Ohio, was met with great excitement. As the new leader, he appointed all new Vice Presidents to his cabinet. The Vice President selected for the Business and Fiscal Affairs division quickly implemented some changes in the way her division conducted business. Some of her expectations included: preparing trend analyses rather than just producing numbers on the fiscal reports, and the implementation of business process improvement for the paper flow in the entire division. Her main goal was to have people think for themselves rather than having someone give them step-by-step instructions of what to do as was the norm. The new VP's style was met with fear (for job security), mistrust of her motives, and frustration at having to change the way staff had done their job (have we done everything wrong all these years?). She tried to keep the communication channels open by writing a monthly division newsletter and hosting division-wide informal chats. These efforts were met with a lukewarm response. Solution: After discussions with the Assistant Vice President for Human Resources, it was agreed to bring in Patti Hathaway, The CHANGE AGENT, to do some confidential focus groups in order to develop a full-day training program for the management team and a half day training session for the rest of the division's staff (approximately 250 employees). As a result of the success of the programs delivered in the Business and Fiscal Affairs division, Patti Hathaway was asked to conduct a two-day retreat for the President and Deans to assist them in building more effective partnerships. She also worked with several other departments to facilitate team retreats. "Thanks for an impactful series of programs on change for our entire division. Your programs made a difference from the President, Cabinet, and Deans to the maintenance workers! Because of your unique ability to understand our needs and customize your content to address those needs, we're excited you are doing a series of management and professional development programs for the entire university staff." Joyce Carter, Assistant Vice President for Human Resources Wright State University Recommendations for Similar New Leadership Situations The CHANGE AGENT's Recommendations for Management: Ease the number of changes being implemented simultaneously. Avoid making comparisons to previous organizations you have worked for and previous employees. Copy your staff on articles which discuss higher education trends and changes. Encourage management and line staff to attend higher education conferences and continue to upgrade their skills. Involve staff in providing input for reorganization recommendations. The CHANGE AGENT's Recommendations for Staff: Attend the Vice President's chat sessions and ask questions and provide input. Keep upgrading your technical and non-technical skills. Professionals are committed to continual learning. Look for ways to get rid of reports or work that is no longer valuable to your institution. Volunteer to serve on committees which are dealing directly with the change process. Learn how to analyze problems, be creative, and find solutions. Do not become comfortable with status quo. Back to top Sleeping with "the Enemy"- Merging Two Practices Real Audio Excerpts: "Are You Sitting Down?"(2.50 minutes) "Our Natural Reactions to Change"(13.35 minutes) "Patti's Unique Approach to Change"(7.40 minutes) Situation: In 1991, Dr. William Martin was doing his annual strategic planning session. He interviewed several insurance executives to try and predict what would happen in the marketplace with managed care. He was convinced that insurers would prefer to deal with as few providers as possible. His medical practice would need to become vertically integrated to be successful. After examining several options, he decided to contact the five-office, eight-doctor Kahn & Diehl Centers for Progressive Eye Care to discuss joining forces. Optometrist and co-owner Paul Kahn would consider it only if the transaction were a merger and they could be equal partners. After consulting with legal consultants, two professional corporations were developed - one medical and one optometric. Once the merger was consummated, more problems started. Internally, it was a challenge to make diverse backgrounds come together. For instance, the medical side of the business made extensive use of computers and used comprehensive financial controls and management information systems. The optometric practice used 3x5 cards and used a hand-written ledger system. Dr. Martin and Mary Martin, the operations director, pushed the optometric business into modernization and received "tremendous opposition". Some of the employees felt like it was a "hostile takeover" and 30% of the employees left. There was tremendous financial pressure and the expected surge in capitated med-surgical contracts was slow to come. The practice earned next to nothing the first year of operation. The end result however is producing several key benefits: surgical volume increased and was profitable from the first year of operation. The practice as a whole last year also posted a profit. Preparedness. When managed care fully arrives in Northwestern Ohio, the practice is well-positioned to bid on contracts. They can offer the whole package or cafeteria style. Economies of scale. The practice has been able to economize on expensive instruments. They have also been able to hire a full-time advertising executive which would not have been possible with an individual practice. Patient care. The merger has increased the technical abilities of the entire practice. Dr. Kahn states, "I see patients I wouldn't have seen before and I've learned to use techs, including scribes. I have learned more in the past two years than I did in the previous 23." Solution: Merging is never easy, particularly when melding two cultures as diverse as optometry and opthomology. Dealing with the employees was incredibly challenging. Getting them to see how the practice was doing something that was leading edge and to take pride in being a pioneer was not simple. Kahn & Diehl Centers hired Patti Hathaway, The CHANGE AGENT to help them with that process. After extensive research and interviews, Patti developed a 3.5 hour program for all the employees, followed by an additional 3 hour training session for the supervisors. "She was not a waste of money' -- that's a high compliment coming from one of our employees following your workshop. The owners second that. Our only regret is that we didn't have you come in sooner after merging our practices." William Martin, M.D., Managing Partner The Kahn and Diehl Centers for Progressive Eye Care Recommendations for Similar Merger Situations The CHANGE AGENT's Recommendations for Management: Share the fiscal books openly with staff so they can see the logic behind the merger and the need to implement new management systems. Encourage employee input into changes which directly impact them. Keep staff up-to-date with managed care happenings so they can see the "bigger picture". Teach not only technical skills but explain the "why" and benefits behind the need for modernization. Address rumors as they occur. Praise progress in learning and celebrate small successes. Hire replacement employees as much for their positive attitude and ability to deal with change as for their technical abilities and expertise. The CHANGE AGENT's Recommendations for Staff: Ask questions of the owners and management. Provide on-going input. Embrace technology and more efficient ways of doing business. Always remember the importance of customer service no matter what. Keep in mind the big picture and the vision for where the organization is going. Take pride in being a pioneer in your field. Look for ways to build a team between offices and locations. Take an interest in cross-training so you can be of assistance to others in your office. Keep healthy and raise your resistance to stress. Minimize other personal changes in your life. Back to top If It Ain't Broke, Don't Fix It - Dealing with a Reorganization Real Audio Excerpts: "Job Security Fears"(4.30 minutes) "Patti's Unique Approach to Change"(7.40 minutes) Situation: As part of the governor's effort to streamline government to better serve the citizens of Ohio, the Department of Commerce's Division of Financial Institutions was created. The division reorganized the Division of Banks, Credit Unions and Savings and Loans/Savings Banks into a single coordinated entity. The consolidation forced the reorganization of the management structure as well as the regions. The major goal was to reduce the annual expenditure of the three former divisions by a significant amount. This would be accomplished in part by reducing the administrative redundancy that resulted from the operation of three relatively small divisions engaged in very similar work. An additional goal of the reorganization was to cross train examiners to be able to assist other examiners for institutions outside of their areas of specialty. The division staff's initial response was one of fear for their job security. People were concerned about how the organizational structure was created and how it was to be implemented. The new superintendent asked for input and received none. The staff wanted to provide input but were unsure of who to tell. In general, there was a lack of trust and communication among administration and staff. A major concern was who the field examiners were to go to in the main office with questions. Solution: As part of the reorganization, all three former divisions met together for their first annual combined conference. Patti Hathaway, The Change Agent, was invited to be speaker for the opening day of the conference. "Your opening day presentation received "rave" reviews and provided the perfect ice breaker for the conference. The staff was especially impressed with your knowledge and insights of where we are in the change process, and they appreciated your helping us to recognize and deal with our feeling toward the changes that have taken place during the past months. I look forward to working with you again in the future." Brian K. Morgan, Training Coordinator Ohio Department of Commerce, Division of Financial Institutions Recommendations for Similar Reorganization Situations The CHANGE AGENT's Recommendations for Management: Provide avenues for input to the management structure with the caveat that the director will have the final say. Ask for feedback from those employees who will be directly affected. Develop a newsletter to address the concerns as they arise. Consider including a "Rumor of the Month" section and provide facts to refute the rumor(s). Try to minimize extra layers of management with the new structure since the original goal was to save $1 million in expenses. Management is considered by line staff to be an expense. Once the management structure has been defined, allow for focus group feedback on how to implement the new structure. Allow staff to state their concerns and try to address those concerns. Provide a flow chart outlining the new responsibilities in the main office so people know whom to contact. The CHANGE AGENTs's Recommendations for Staff: Provide constructive feedback on the originally proposed structure. Give feedback to the director when asked. Volunteer to work on a transition team. Concentrate on doing your job to the best of your ability. Don't waste time on rumors. Ask questions. Develop your own career plan to continue your own growth. Look at all new career options in the new structure. Upgrade skills as needed. Volunteer to be cross-trained. Back to top © Copyright 1999 The CHANGE AGENT. Patti Hathaway, CSP, 1016 Woodglen Road, Westerville, Ohio 43081. Phone: (614) 523-3633 Toll Free: (800) 339-0973 Fax: (614) 523-3515. Comments about this site? Please send mail to Patti Hathaway. http://srd.yahoo.com/drst/8822008/*http://www.thechangeagent.com/topics.html "You have been rated consistently '11' or '12' on a 12 point scale over the last few months of delivering programs to our management team on dealing with change. Our managers can be a tough group because many of them have been with USS/KOBE Steel for over 25 years and can be cynical when it comes to training. Our managers particularly value the practical applications and techniques they can go back and use immediately...We look forward to a long and continuing relationship with you." -Robert A. Sabota, Training and Development Manager USS/KOBE Steel Company Patti Hathaway, CSP, The CHANGE AGENT, has built her reputation since 1987 as a speaker who is invited back repeatedly for delivering customized, practical programs on (1) change and (2) customer service. Speaking Topic 1: Mastering the Essential Change Agent Skills Patti works with organizations who want to make change work and with people who want to move forward in change. Speaking Topic 2: Changing the Customer Service Culture to Create Customer Loyalty Often when a major change initiative occurs in an organization, the customer feels forgotten. The chaos from change can cause problems with your customer service. Patti helps organizations increase their customer loyalty and motivates people to feel passionate about service. Speaking Topic 1: Mastering the Essential Change Agent Skills Patti Hathaway, CSP, The CHANGE AGENT, customizes the content in her programs to help organizations make change work and empowers people to move forward in change. Following are descriptions of the change programs which Patti offers: Untying the 'Not's' of Change (Before You're Fit to be Tied) According to Senior executives in Fortune 500 companies, less than half of the changes in their organizations were successful. They attributed these failures to employee resistance. One of the reasons employees naturally resist organizational change is because they are"Mourning the Past"(for more details, listen to this 3.08 minute RealAudio excerpt). They also are fearful for their job security (hear why"Job Security Fears" is a concern in this 4.30 minute RealAudio segment). Patti designs her program to give you specific solutions for how to deal with your organizational changes. It is difficult to change until you understand why it is in your personal best interest to change. Discover why you tend to resist change. Gain strategies for what you can do to lessen the pain and stress that organizational change causes you. Learn how to untie the knots of confusion before you become fit to be tied. (Offered in a keynote or a longer format) Mastering the Leadership Challenge of Change How many of you have received a phone call that started with"Are You Sitting Down?"(Listen to Patti's downsizing story in this 2.50 minute RealAudio excerpt). Leading organizations through change can be as discouraging as that phone call and may seem like "mission impossible" at times. Embrace becoming a change agent. Learn how employees react when going through change (hear Patti "live" in this realistic 13.10 minute RealAudio segment entitled"Our Natural Reactions to Change"). Build a motivated and productive workforce in the midst of change. Understand change issues and implement practical techniques to help yourself and others cope with change. (Offered in a keynote or a longer format) Here's what some of Patti's recent clients have to say about her programs on change: Thank you for presenting the best external program we have had to date. The information was practical and immediately applicable! I have taught change management and we have had programs presented in our management development curriculum for a decade, yet I can say I feel that I doubled the amount of practical information that I learned... -Colleen Dolgan Director of Management Development Meridia/Cleveland Clinic Health System She tailored the program to our organization and was both direct and insightful with her presentation. Patti is an excellent speaker and clearly enjoys working with a challenging audience. -Peggy Jacobs Vice President National Desktop Services Bank One You provided real-world specific information on how they (managers) can utilize specific techniques for working through change situations. You received high compliments coming from a group of broadcast managers who understand the critical importance of solid content delivered in an entertaining manner! -Michael J. Fiorile President and CEO Dispatch Broadcast Group The Customization Process to develop Change Programs that Impact the Bottom-Line: This is how we work with clients to custom-design a program to meet your specific needs. Hear how the process works in this RealAudio segment on"Patti's Unique Approach to Change"(7.40 minutes) The Steps Patti Takes to Customize Your Change Program Step 1) Prior to her program, an e-mail or faxable questionnaire is sent to all participants via the meeting planner. Participants return their anonymous comments directly to Patti. She uses your people's comments (with their permission and without their name) throughout her program to illustrate her program content on how people react to change. It is difficult for participants to argue with their own data which makes Patti's programs highly relevant and applicable. Step 2) Patti does a detailed review of your company's changes over the last 18 months and it's impact on the program participants. She discusses these changes throughout her program. Step 3) A complete review of your company's literature (annual report, internal and external newsletters, web site, etc.) helps Patti understand your culture. For associations, Patti reviews your new member literature and the past newsletters. The End Result: A program custom-tailored to meet your needs and concerns. Free Bonus: For those companies with e-mail capability, Patti offers a complimentary Executive Debriefing/Coaching Session in which she organizes the verbatim comments she received via e-mail and provides your executives with recommendations for next steps in making your change work. Back to top Speaking Topic 2: Changing the Customer Service Culture to Create Customer Loyalty Patti Hathaway, CSP, customizes the content in her customer service programs to help companies increase their customer loyalty and to motivate people to feel passionate about service. She works with you to develop a customer service culture that will increase customer and employee retention and loyalty. Following are descriptions of the customer service programs that Patti offers: "Rudolph" Secrets to Customer Loyalty Customer satisfaction is not worth much, customer loyalty is worth everything! Practice powerful techniques that will give your organization the edge in pleasing today's demanding customers. Learn why"Customers Reflect Your Attitude"(Patti dramatizes the importance of attitude in this 2.35 minute RealAudio segment). In this highly entertaining and interactive program, Patti equips you with proven, practical "Rudolph" techniques for dealing with external and internal customers. One excerpt of Patti's complaint-handling techniques can be listened to during this 9.51 minute RealAudio excerpt"Fog, Don't Flog Your Critics". (Offered as a keynote or longer format) Leading a Loyalty-Creating Customer Service Culture Passion for exceptional customer service begins with the leadership team. You may recognize your own reaction to complaints and criticism as you listen to this 5.50 minute RealAudio excerpt entitled"Typical Reactions to Complaints and Criticism". Gain skills in handling customer complaints. Discover why you get yourself in trouble if you "assume" your customer has certain knowledge (hear as Patti explains"The Problem with Information Assumption" in this 5.46 minute RealAudio excerpt). Gain enlightening strategies which will increase employee satisfaction and retention which can result in improving your customer loyalty. Profit from new synergy and enthusiasm by practicing techniques which will help your leadership team develop a high performance customer-service culture. (Offered as a keynote or longer format) Here's what some of Patti's recent clients have to say about her programs on customer service: You were selected after previewing 12 other national speakers because of your humorous style and ability to motivate and inspire your audience. Nationwiders were not disappointed. Comments included: 'the best speaker we have ever heard on customer service' and 'an educational piece camouflaged by comedy'. Arlene Reilly Customer Relations Officer Nationwide Thank you for the fabulous job you have done in customizing your training for our specific needs at Fifth Third Bank. We have never had an external speaker receive such high ratings from all 600+ employees and managers. We are confident that your practical skills spiced with humor and a jolt of reality from our customers' perspective will reap a positive bottom-line impact for our bank. Dan Sadlier President Western Ohio Region Fifth Third Bank Your unique perspective and strong passion for customer loyalty is extremely motivating. The evaluations from the 1,086 employees who attended have been excellent. Debra Ball, M.S., Ed., CHES Training and Development Director St. Luke's Hospital The Customization Process to Deliver Customer Service Programs that Impact the Bottom-Line: This is how we work with clients to custom-design a program to meet your specific needs and incorporate your customer service research. Listen how the process works in this RealAudio segment on"Patti's Unique Approach to Customer Service"(7.40 minutes) The Steps Patti Takes to Customize Your Customer Service Program Step 1) Prior to her program, an e-mail or faxable questionnaire is sent to all participants via the meeting planner. With their permission, the anonymous employee comments are used throughout Patti's program to illustrate what hinders and demonstrates exceptional customer service. Step 2) If available, Patti reviews your company's customer service research. She also reads the last 12-24 months of positive and negative customer letters. From this research, Patti designs the program content and uses your customer feedback to address your specific needs. This customer perspective is critical in helping your employees understand the impact of their actions with your customers. Step 3) A complete review of your company's literature (annual report, internal and external newsletters, web site, etc.) helps Patti understand your culture. The End Result: A program custom-designed to meet your needs and concerns. Additional Customer Service Consulting Projects: Based on your needs and budget, Patti can consult with you to help you enhance your culture to be more customer service focused. Consulting projects may include: (1) developing a reward and recognition program; (2) changes to your performance appraisal system to incorporate customer service elements; and (3) designing a continuity program for continued learning and development. These services help instill a truly impactful customer service culture change. Back to top © Copyright 1999 The CHANGE AGENT. Patti Hathaway, CSP, 1016 Woodglen Road, Westerville, Ohio 43081. Phone: (614) 523-3633 Toll Free: (800) 339-0973 Fax: (614) 523-3515. Comments about this site? Please send mail to Patti Hathaway. http://srd.yahoo.com/drst/8822008/*http://www.thechangeagent.com/clients.html "Thank you again for providing the kind of instruction that makes learning both fun and educational for our Fort Benjamin Harrison workforce" -Department of Defense, United States Army Corporate Clients Association Clients Public Sector Clients Partial Listing of Corporate Clients Ashland Chemical Company Aultman Health Foundation Bank One Bethany Christian Services Centerior Energy CompuServe, Inc. Crane Plastics Grange Mutual Companies Hewlett Packard Honda of America, Inc. Kahn & Diehl Centers for Progressive Eye Care Ohio Motorists Association (AAA Auto Club) Riverside Methodist Hospitals St. Luke's Hospital US Health Corporation USS/KOBE Steel Company Westfield Companies Back to top Partial Listing of Associations American Agri-Women Association American Society for Training and Development International Management Council National Association of Insurance Women National Association of Secretaries of State National Management Association National Society of Fundraising Executives Ohio Association of Adult Services Ohio Bankers Association Ohio Credit Union League Ohio Hospital Association Ohio Provider Resource Association Ohio Society of Association Executives Ohio State Medical Association Ohio Valley Meeting Professionals International Professional Secretaries International Back to top Partial Listing of Public Sector Clients Butler County Board of Mental Retardation/Developmental Disabilities Cuyahoga County Board of Mental Retardation/Developmental Disabilities Federal Reserve Bank NASA Ohio Department of Commerce Ohio Department of Health Ohio Department of Transportation Ohio University Purdue University US Army Weatherhead School of Management Women in Government Wright State University Back to top © Copyright 1999 The CHANGE AGENT. Patti Hathaway, CSP, 1016 Woodglen Road, Westerville, Ohio 43081. Phone: (614) 523-3633 Toll Free: (800) 339-0973 Fax: (614) 523-3515. Comments about this site? Please send mail to Patti Hathaway. http://srd.yahoo.com/drst/493190/*http://www.howlandgroup.com/employee_recognition_rewards.htm In the News and What's Happening Blueprints for Change Anger Management Individual & Team Learning Strategic Positioning Organization Design Mergers & Acquisitions Human Resource Systems Presentation Topics Our President What Clients Say About Us Links Contact Us Return to Main Page Management Consultants to Organizational Change S pecializing in organizational effectiveness and change strategy, we advise clients in the development and implementation of effective management practices. Paperback, 1st. ed., 188pp. ISBN: 0071356177 Publisher: McGraw-Hill Companies, The Pub. Date: June 2000 FREE Discussion Guide Reviews: What Others are Saying! Recognizing and Rewarding Employees by: R. Brayton Bowen Recognizing and Rewarding Employees includes hands-on information on key topics, including: hundreds of ways to reward employees; ways to be an effective leader; how to say thank you; creative awards that influence employee performance and enhance motivation; how to communicate appreciation; the best intrinsic and extrinsic rewards. The book focuses on specific strategies managers can use to express appreciation when their employees, department, company, etc. perform well and exceed expectations. Order On-line Now! Special Amazon.com Pricing Available Available in Louisville, KY Area! McGraw-Hill Notes: Title: Recognizing and Rewarding Employees Author: R. Brayton Bowen Innovative Tools of Recognition and Reward?for Today?s New Breed of Employee. As qualified employees become increasingly scarce, successful managers must develop a deeper understanding of human motivation, recognition, and reward systems. Recognizing and Rewarding Employees is the first book to provide employers with a comprehensive understanding of up-to-the-minute motivational findings?combined with hundreds of hands-on applications. Look to this powerful book for tips and guidelines on: Alternative pay and benefit programs Establishing a constructive culture Coaching Embracing diversity Building self-esteem Sharing power Stewarding Unlocking innovation Career banding Performance planning and reviewing Rites of recognition Aligning strategy and rewards Collaboration versus competition Integrative management In today?s technology based, free agent/employee environment, virtually every aspect of business?including management and supervision?has become more complex. Let Recognizing and Rewarding Employees show you how to use these complexities to your advantage and to employ the complementary tools of recognition and reward to create a more energized, empowered employee?and more productive workplace. Special Features What Others Are Saying: The notion of leading from the inside out was refreshing and relevant in today's world where managers often believe that changing their behavior is sufficient. I am using the notion of Recognition As A Whole Person Experience in my graduate management class. It is well stated and is representative of the book as a whole. The eye-catching icons, checklists, and sidebars make the book easy to read and apply to practical situations. The book is very useful to practicing managers and this is the primary group in our MBA program. I will recommend the book to them without reservation. John T. Byrd, PhD Professor of Management Bellarmine University Today's employees are no longer captive agents. In a time of unprecedented business growth and record low unemployment, attracting and retaining employees has never been more challenging. Recognizing and Rewarding Employees identifies ways in which managers can confront these challenges with tools and proven approaches to improving performance. The book serves as an instructional primer and source of motivation for leaders and managers concerned with maintaining a workplace that honors both performance and people. Alan Briskin, PhD The Stirring of Soul in the Workplace Bringing Your Soul to Work T alent is scarce and the ability to use the talent you have is even scarcer. Recognizing and Rewarding Employees provides practical, intelligent recommendations for not only winning the "war for talent" but also for unleashing the human potential in all of your people. Jeffrey Pfeffer, PhD Stanford Graduate School of Business Co-author, Hidden Value: How Great Companies Achieve Extraordinary Results with Ordinary People. In today's tight labor markets every manager needs to hold on to the best and brightest employees and keep them motivated and energized. This book presents all the insights and commonsense approaches you need to make this happen. And it presents the information so you understand not only what to do but why. It is obvious that the author understands the theories and psychology underlying the managerial tips and tools he presents in a clear and easy to work with form. This is one of those books you'll stick post-its in and keep nearby to remind yourself what to do and what not to do when under stress. Beverly Goldberg Vice President, The Century Foundation Co-author of Corporation on a Tightrope: Balancing Leadership, Governance, and Technology in an Age of Complexity Recognizing and rewarding employees is critical to the success of any manager and, more than that, any organization. While Brayton Bowen has served as the chief H.R. officer in five major corporations, he was not afraid to include the aspects of heart, spirit, and soul in this book. In doing so, he has taken this basic subject and brought it to life with fresh perspectives, examples, and persuasive logic for thinking anew about this important field. From first-line supervisor to chief executive officer, for anyone who has to recognize and reward the work of others, this book is required reading. Tom Brown, PhD Editor, Management General Contributing Writer, Harvard Business School's Management Update Newsletter top Special Features The idea behind the books written in the Briefcase Series is to give you practical information written in a friendly person-to-person style. The chapters are short, deal with tactical issues, and include lots of examples. They also feature numerous boxes designed to give you different types of specific information. Here?s a description of the boxes you?ll find in this book. These boxes do just what they say: give you tips and tactics for being smart about recognition and rewards. These boxes provide warnings for where things could go wrong when you?re trying to recognize and reward employees. Here you?ll find how-to hints to effectively recognize and reward your employees. Every subject has its special jargon and terms. These boxes provide definitions of these concepts. Want to know how others have done it? Look for these boxes. Here you?ll find specific procedures you can follow when you want to recognize and reward an employee or team. How can you make sure you won?t make a mistake when managing? You can?t, but these boxes will give you practical advice on how to minimize the possibility. top For an initial consultation at no obligation, contact in confidence: The Howland Group, Inc. Waterfront Plaza 325 West Main, Suite 1600 Post Office Box 7745 Louisville, Kentucky 40257 Office: (502) 585-3535 Fax: (502) 589-3555 E-Mail: rbbowen@howlandgroup. com The Howland Group© 1998,1999, 2000, 2001 http://www.howlandgroup.com/presentations.htm FREE Discussion Guide In the News and What's Happening Blueprints for Change Anger Management Individual & Team Learning Strategic Positioning Organization Design Mergers & Acquisitions Human Resource Systems Presentation Topics Our President What Clients Say About Us Links Contact Us Return to Main Page Management Consultants to Organizational Change S pecializing in organizational effectiveness and change strategy, we advise clients in the development and implementation of effective management practices. Currently Scheduled Presentation Topics & Audiences Topic Schedule Caught in the Crossfire Defusing Today's Angry Workplace Kentucky Society of CPAs Thursday, September 20, 2001 Executive West Hotel, Louisville, KY 10:00 AM to 11:15 AM and 11:15 AM to 12:30 PM Reservations: 502.266.5272 Event Schedule Recent Talk Shows R. Brayton Bowen R. Brayton Bowen, President & Senior Consultant of THE HOWLAND GROUP has been invited to appear at the above locations. For information regarding joining the audience at one of Mr. Bowen's seminars/presentations or scheduling him for your audience, please contact us! For an initial consultation at no obligation, contact in confidence: The Howland Group, Inc. Waterfront Plaza 325 West Main, Suite 1600 Post Office Box 7745 Louisville, Kentucky 40257 Office: (502) 585-3535 Fax: (502) 589-3555 E-Mail: rbbowen@howlandgroup. com The Howland Group© 1998,1999, 2000, 2001 http://www.howlandgroup.com/anger.htm FREE Discussion Guide In the News and What's Happening Blueprints for Change Anger Management Individual & Team Learning Strategic Positioning Organization Design Mergers & Acquisitions Human Resource Systems Presentation Topics Our President What Clients Say About Us Links Contact Us Return to Main Page Management Consultants to Organizational Change S pecializing in organizational effectiveness and change strategy, we advise clients in the development and implementation of effective management practices. Anger Management The American workplace is changing at an unprecedented rate of speed. Workplace issues, including those involving harassment, work rage, and even violence, are on the rise. Whether it?s the US Postal Service in Milwaukee, Wisconsin or Xerox in Honolulu, Hawaii, leadership in every organization is being challenged to confront business issues affecting employee safety, customer welfare, and bottom line profitability. Approximately 1000 homicides are reported in the workplace annually and 18,000 assaults weekly, according to Government reports. These are alarming statistics that translate to real losses both in human lives and in billions of dollars annually, but the underlying causes are often left unnoticed and unattended until it?s too late. The Howland Group offers real solutions to these serious issues: Risk and Vulnerability Analyses- Determine how vulnerable your organization is to workplace rage, including sabotage, personal assaults, and information piracy. Climate Assessments- Learn how disposed your managers, employees, and customers are to harming your organization. Prevention Programs - Develop a comprehensive plan and related policies to protect your organization against acts of anger, violence, and sabotage. Leadership Training- Identify the ways in which your managers may be contributing to a hostile work environment and what they can do about it. Anger Management Workshops- Train your organization in the effective use and control of anger before it gets out of control. Intervention- Utilize the services of our trained counselors and advisors to intervene in those areas that represent "hot spots" in your organization. If you aren?t aware of your legal responsibility to provide a safe environment for your employees; if you have concerns about personal safety; if you?re aware of threats against someone in your organization; if you are uncertain about how to read the warning signs of imminent danger, call or contact us today. You can?t afford not to. For an initial consultation at no obligation, contact in confidence: The Howland Group, Inc. 11519 Spring Heath Louisville, Kentucky 40223-2658 Post Office Box 7745 Louisville, Kentucky 40257 Office: (502) 585-3535 Fax: (502) 589-3555 E-Mail: rbbowen@howlandgroup. com The Howland Group© 1998,1999, 2000, 2001 Anger Management http://www.howlandgroup.com/team.htm FREE Discussion Guide In the News and What's Happening Blueprints for Change Anger Management Individual & Team Learning Strategic Positioning Organization Design Mergers & Acquisitions Human Resource Systems Presentation Topics Our President What Clients Say About Us Links Contact Us Return to Main Page Management Consultants to Organizational Change S pecializing in organizational effectiveness and change strategy, we advise clients in the development and implementation of effective management practices. Individual and Team Learning To compete successfully in a global economy, today?s organizations must identify and develop the critical skills and competencies of their people. Learning, which is the result of training and education, is no longer a nicety. It?s a necessity! It is the regenerative process by which organizations assimilate, adjust, adapt, and advance to meet ongoing challenges. The Howland Group assists clients in the identification of these critical skills and competencies. We also design and deliver customized learning experiences for leadership and team members alike. Whether on site or over distance, we offer real solutions with: Custom-designed leadership development workshops. Off-site retreats. Team formation, skills development, and team effectiveness programs. On-line universities, customized and "branded" for your organization, with access to recognized thinkers, authorities, and real-world CEOs as faculty. Supervisory skills development programs. Competency modeling and testing. Succession planning. We?re making it easier for firms like yours to realize the kinds of returns of clients like ours. And, while every assignment is different, you can improve the performance of your people even more. Call or contact us for further information. You can?t afford not to. For an initial consultation at no obligation, contact in confidence: The Howland Group, Inc. 11519 Spring Heath Louisville, Kentucky 40223-2658 Post Office Box 7745 Louisville, Kentucky 40257 Office: (502) 585-3535 Fax: (502) 589-3555 E-Mail: rbbowen@howlandgroup. com The Howland Group© 1998,1999, 2000, 2001 http://srd.yahoo.com/drst/444756/*http://www.ibt.co.uk/transformation/pmg/pmguide.htm Project Management Guide This guide is provided and maintained by Imago Business Transformation Limited, and is authorised for free use on INTERNET. It must not be copied in any form without prior authorisation. A copy of the Project Management Guide may be authorised for installation on an individual PC, a local area network or an INTRANET. The authorisation may be obtained by e-mail from pmg@ibt.co.uk- a diskette version is available for a fee of 60 US dollars or 35 UK pounds. The guide will be updated periodically. To suggest improvements, request changes, or ask for support, e-mail to projects@ibt.co.uk. To access the guide, click on the button below: © Imago Business Transformation Limited 1996, 2000 updated 4 July 2000 Return to Imago... home page http://srd.yahoo.com/drst/444756/*http://www.ibt.co.uk/transformation/pmg/pmmod.htm The Project Management Model Introduction"Project Management" is the term used to describe a systematic way of managing to deliver required business changes or benefits in a controlled way. A project usually operates with constraints of time, cost and specification. The following model shows where a clearly defined systematic approach is required for successful project management. [ business need / investment / governance / benefit] [ initiation| definition| organisation| planning| exceptions| tracking| assurance| completion] © Imago Business Transformation Limited 1996, 2000 http://srd.yahoo.com/drst/444756/*http://www.ibt.co.uk/transformation/pmg/business.htm Business Investment and Governance A Project does not exist in isolation; it is conducted within an environment which is subject to change, and there are likely to be many external influences, pressures and constraints. A project governance structure is required to control how the project is positioned within its external environment. There are three stages to consider: Business commitment Business investment Business benefit Business commitment starts before the project begins, and carries on through project initiation up to the point where a decision to invest is made. This stage is often driven by a 'champion', i.e. by someone who is personally motivated to get the business to invest in this 'idea'. Business investment is the period from the point when the decision to invest is taken through to the closure of the project. During this period, a formal governance structure is needed. Typically this will consist of: A sponsor senior executive representation chair project board escalation route for project manager front the publicity recognition of achievements A project board appoint / guide the project manager appoint auditors / assurers approve plans and commit budgets sign-off completion of stages or products decide change requests monitor progress close the project Executive Senior User Technical sponsor - represent executive proj mgr auditor represent the users / customers represent designers / developers / providers Business benefit is the period after the completion of the project during which the benefit is made to happen. It is essential that the project delivers benefit realisation plans, and that responsibility for achieving them and monitoring or auditing them is committed at project completion. [ initiation| definition| organisation| planning| exceptions| tracking| assurance| completion] © Imago Business Transformation Limited 1996. http://srd.yahoo.com/drst/444756/*http://www.ibt.co.uk/transformation/pmg/init.htm Project Initiation The real project starts when there is a chosen solution to the business need, and the decision to invest has been made. All work leading up to this decision is 'Project Initiation'. The main areas to be addressed in project initiation are: Who needs this business change? ( clue: where will the benefit be?) Which solution is recommended? (why is it preferred to the alternatives?) What are the benefits? (are they real and enforceable?) Estimated project costs and assumptions. What are the significant risks? (things which may get in the way of success) For very small projects such as may be implemented within an existing departmental budget, the initiation work may simply be developing from an 'idea' to a 'proposal'. For medium projects which may impact several areas of an organisation, and require a formal business justification or 'business case', the initiation work should include all the topics above. It is usually carried out by a small team of people who bring the necessary skills together, and may be doing it as an addition to their other responsibilities. For large projects there may be substantial effort and cost incurred in project initiation. There will often be more than one stage before committing the 'implementation project'. e.g. 1st stage Initial proposal and case for committing limited resources and funds to research alternatives. 2nd stage Investigation of alternatives, including limited design of solutions and outline business case. 3rd stage Feasibility study, design and costing of preferred solution and development of full business case. [ initiation| definition| organisation| planning| exceptions| tracking| assurance| completion] © Imago Business Transformation Limited 1996. http://srd.yahoo.com/drst/303143/*http://www.interactionassociates.com/html/contact_us.html Search | Locations | Contact Us | Home Who We Are Products & Services Client Stories News & Publications What's New Tips & Techniques locations & phone numbers>> career opportunities>> privacy policy>> download brochures>> Contact Us Thank you for your interest in Interaction Associates. If you prefer, you may contact us by telephone. Boston: 617-234-2700 San Francisco: 415-241-8000 Dallas: 214-303-0382 For more information about our organization, products or services please provide the following information: PLEASE NOTE: The fields marked with a red asterisk (*) are required for submission of this form. * First Name * Last Name * Title/Department * Organization * Address 1 Address 2 * City * State/Province * Zip Country * E-mail * Phone Fax Please identify the services that you would like to learn more about: Collaborative Change Consulting Business Needs: Facilitation of strategy development Building successful teams Building commitment in the organization Leadership development Launching a new business initiative Facilitation services Implementation of a change effort Other (describe briefly) Executive coaching Training Products and Services Public Workshops Brochure Teams in Action? Essential Facilitation® Team Sponsorship? Facilitative Leadership® Team Meetings? The Coaching Edge® The Masterful Trainer? 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Please send any comments or questions about this site to our webmaster Site Map | Privacy Policy © 2001 Interaction Associates, Inc. http://srd.yahoo.com/drst/303143/*http://www.interactionassociates.com/html/locations.html Search | Locations | Contact Us | Home Who We Are Products & Services Client Stories News & Publications What's New Tips & Techniques Our Results Our People Our Values History Institute for Social Change Locations Careers Boston Office Directions Map Recommended Hotels San Francisco Office Directions Map Recommended Hotels Dallas Office Directions Map Recommended Hotels Locations We have offices in the following locations: Boston San Francisco 20 University Road 4th floor Cambridge, MA 02138 Tel. 617-234-2700 Fax 617-234-2727 iabn@interactionassociates.com 600 Townsend Street Suite 550W San Francisco, CA 94103 Tel. 415-241-8000 Fax 415-241-8010 iasf@interactionassociates.com Dallas London 2626 Howell Street Suite 880 Dallas, TX 75204 Tel. 214-303-0382 Fax 214-303-0409 dallas@interactionassociates.com Suite 1 2 Vanbrugh Park Road West London SE3 7QD England Tel. 0208-488-7099 Fax 0208-488-6995 europe@interactionassociates.com Interaction Associates also has a joint venture in Israel. Please send any comments or questions about this site to our webmaster Site Map | Privacy Policy © 2001 Interaction Associates, Inc. http://srd.yahoo.com/drst/303143/*http://www.interactionassociates.com/html/contact_us.html Search | Locations | Contact Us | Home Who We Are Products & Services Client Stories News & Publications What's New Tips & Techniques locations & phone numbers>> career opportunities>> privacy policy>> download brochures>> Contact Us Thank you for your interest in Interaction Associates. If you prefer, you may contact us by telephone. Boston: 617-234-2700 San Francisco: 415-241-8000 Dallas: 214-303-0382 For more information about our organization, products or services please provide the following information: PLEASE NOTE: The fields marked with a red asterisk (*) are required for submission of this form. * First Name * Last Name * Title/Department * Organization * Address 1 Address 2 * City * State/Province * Zip Country * E-mail * Phone Fax Please identify the services that you would like to learn more about: Collaborative Change Consulting Business Needs: Facilitation of strategy development Building successful teams Building commitment in the organization Leadership development Launching a new business initiative Facilitation services Implementation of a change effort Other (describe briefly) Executive coaching Training Products and Services Public Workshops Brochure Teams in Action? Essential Facilitation® Team Sponsorship? Facilitative Leadership® Team Meetings? The Coaching Edge® The Masterful Trainer? Mastering Meetings? Strategic Thinking? Facilitating Change? Learning Processes Information about our Learning Process service Please describe briefly the current situation that prompts you to inquire about these products and services. General Questions and Comments * How May We Contact You? Telephone E-mail Yes, I want to be on the mailing list to receive Interaction Associates updates via electronic and regular mail. We will keep you abreast of new products and services, special events and useful tips & techniques. Please send me the following free information as mentioned on this web site. NOTE: You can also download the articles from our Download page. The following links will open in a new window. " Redesigning Leadership Structures" from Manage Magazine " Launching High Performance Teams" from Customer Service Management Magazine " The Do's and Don'ts of System Implementation" reprint from The Professional Journal " The Job of Leaders" reprint from Human Resources Professional® " Outsource 'Thinking'?" reprint from Inc. Magazine " Productive Meetings" reprint from Inc. Magazine " Strategy to Action" reprint from Inc. Magazine " Group Facilitation" reprint from IAF Quarterly Journal " What Gifted Strategic Thinkers Do" reprint from Training & Development Magazine " Organization as Identity" white paper How Did You Hear About Us? Internet (URL) Tradeshow Mail Piece (Mail Code) Speech Referral (Name & Organization) Media Mention/Article In-house Workshop Directory Listing/Ad Forum/Briefing Other__ Privacy Policy (back to top) Please send any comments or questions about this site to our webmaster Site Map | Privacy Policy © 2001 Interaction Associates, Inc. http://srd.yahoo.com/drst/851915/*http://www.linkresources.com/howwework.html Copyright © 2001 Link Resources, Inc Disclaimer HOW WE WORK T o promote the various needs of our clients, experts from each of our business groups work together as a team to secure integrated solutions. Each member is carefully screened and selected to provide our customers a broad range of expertise. We then apply an organizational approach which: maximizes output consistency allows for clear and concise communications ensures quality results promotes acceptance and support, and eliminates surprises when we conclude recommendations and findings. We work with our clients, not for them. We endorse the old adage:"Two heads are better than one." And unlike traditional consulting companies, our proven models and processes are used to design customized solutions, versus off-the-shelf results. At Link Resources, our mindset is different. We recognize "one size doesn?t fit all." Our philosophy is quite simple - to exceed client expectations every time. What does this mean? It means a willingness to partner and work together in a two-way,trust-based relationship. It means flexibility, because its not always possible to plan for all combinations of events. It means doing the right thing every time regardless of the circumstances. It means designing fee schedules which are performanced-based and ultimately tie to the value added to the client. And at any time our client concludes we are not producing anticipated results, we expect our working relationship to be terminated. Likewise, if we no longer add value to the work, we?ll recommend we withdraw from the assignment. http://srd.yahoo.com/drst/851915/*http://www.linkresources.com/transitions.html Copyright © 2001 Link Resources, Inc Disclaimer TRANSITIONS ( THE MEAT AND POTATOES) COMPETITION AND CHANGE... The Reason for Transition Planning Almost everyone would agree that today?s business environment can be characterized as one of rapid change. For example, mergers and acquisitions continue on the rise. Restructuring, reengineering, and rejuvenation are common. Deregulation trends, privatization agendas, and government rule making complicate business. External drivers such as deregulation and radical market change typically shape a company's strategic objectives. A company's strategic objectives often drive the merger, restructuring, or other "internally generated" change. More frequently, the top management of organizations view acquisitions, mergers, and restructuring as events which precipitate change which, in turn, leads to their objective. Link Resources contends these affects are better characterized as avalanche processes which have sweeping and often unintended effects on organizations for years into the future. At Link, we insist transition management is the control mechanism. SOME FACTS... Consider for the moment, a good acquisition or merger. One which can significantly increase growth, strengthen company capabilities, and even amend weaknesses. Yet, by some estimates, between 50 and 80 percent of mergers and acquisitions: fail to meet their target criteria for success, experience a decline in profitability over the first 3-5 years, and create environments where more than ½ of the managers state the M&A failed. Research on mergers completed in the first five years of this decade indicate that 83 percent of the mergers studied actually destroyed value or created only marginal returns (Business Week, October 30, 1995). Mergers & acquisitions, unfortunately, often create change that leads to significant problems within organizations. Perceived synergies, economies of scale, and complimentary services often do not materialize without a long-term, concerted effort to bring them to fruition. Worse yet, if not managed properly, an acquisition can create overly dysfunctional individual and organizational outcomes. This results in an underachieving, if not aborted, acquisition. So why does this happen? And what can companies do to ensure an acceptable level of success? The vast majority of companies making an acquisition, merging, or restructuring closely analyze the financial aspects of the arrangement, since the perceived price vs. value ratio encompasses the essence of the incentive to "do the deal." Likewise, after the "deal is done" an overwhelming emphasis is still financially-oriented, with focus on day-to-day performance. While short-term performance is important and clearly a component of success, the development and execution of a transition plan is equally critical since the objectives of the "new" organization cannot be achieved without a focused effort. Operational strategy, organizational design, culture, infrastructure, processes, and people must be valued and addressed. The trick is to develop, manage, and implement a transition plan which prompts incremental change in the right areas, in the right direction, with the right focus on objectives, delivering the desired financial and non-financial performance results. Whether change is a result of an acquisition, merger, or restructuing, Link's role is to assist companies in developing and implementing transition plans. We help fill the gap. We help manage the transition. And during transitions or other periods of time when companies lack the resource, Link provides hands-on operations and administrative services including third-party operations and maintenance. We welcome you to learn more about our services and how we can help you with your next transition. http://srd.yahoo.com/drst/851915/*http://www.linkresources.com/careers.html Copyright © 2001 Link Resources, Inc Disclaimer EMPLOYMENT OPPORTUNITIES Link Resources offers highly competitive compensation and benefits packages to experienced professionals working in such disciplines as business development, business management, plant operations & maintenance, training and engineering. Applicants should e-mail or mail resume with salary history and salary requirements to Link Resources, 145 Church Street, Marietta, Georgia 30060, Attention: Human Resources. Link Resources is an Equal Opportunity Employer http://srd.yahoo.com/drst/851915/*http://www.linkresources.com/press.html Copyright © 2001 Link Resources, Inc Disclaimer NEWS RELEASES August 15, 2000: LINK RESOURCES SPINS OFF E-COMMERCE BUSINESS, ECORX.COM, TO DEVELOP SUSTAINABILITY B2B ENTERPRISE May 8, 2000: MYPLANT.COM APPOINTS G.A. SANDEN TO THE POWER INDUSTRY ADVISORY BOARD March 18, 1999: MANITOBA HYDRO INTERNATIONAL AND LINK RESOURCES ANNOUNCE THE FORMATION OF AN ALLIANCE TO PURSUE SERVICES RELATING TO HYDRO, TRANSMISSION, AND REMOTE LOCATION FACILITIES Jan. 27, 1999: AEP RESCO, LINK RESOURCES FORM UNIQUE ALLIANCE TO ASSIST COMPANIES ACQUIRING, DIVESTING GENERATION June 23, 1997: UNION CAMP CORPORATION AWARDS STARTUP AND OPERATIONS CONTRACT TO LINK RESOURCES August 21, 1996: VIRGINIA POWER AWARDS OPERATION AND MAINTENANCE CONTRACT TO LINK RESOURCES FOR NEWLY ACQUIRED 225MW COMBINED CYCLE POWER PLANT March 31, 1995: VIRGINIA POWER AWARDS OPERATION AND MAINTENANCE CONTRACT TO LINK RESOURCES FOR NEWLY ACQUIRED WASTE-COAL POWER PLANT Jan 10, 1995: MCGRAW HILL AND LINK RESOURCES, INC. ANNOUNCE THE PUBLICATION OF A STUDY ON O&M PRACTICES OF THE INDEPENDENT POWER INDUSTRY http://srd.yahoo.com/drst/461643/*http://www.loden.com/history.html Loden Associates, I nc. is a full service consulting firm with broad experience and state-of-the-art expertise in the management of organizational change and the implementation of successful diversity initiatives. As one of the oldest diversity consulting firms in the country, Loden Associates has served client organizations across the United States and internationally including a diverse mix of Fortune 500 corporations, government agencies, universities, law firms and management consulting firms for over 15 years. A partial listing of our clients includes: AT&T Citibank GTE Corporation Genentech, Inc. Household International Kraft General Foods Lotus Development Corporation NCR Corporation NYNEX Corporation Procter & Gamble Charles Schwab The University of California The University of Texas The University of Wisconsin U.S. General Accounting Office U.S. Treasury Department © 1996 Loden Associates, Inc. http://srd.yahoo.com/drst/461643/*http://www.loden.com/expert.html Loden Associates, Inc. offers an integrated set of consulting and educational services addressing all aspects of diversity change management. Over the past two decades, the firm has acquired in-depth expertise in the areas of: organization climate assessment, executive coaching and development, human resources planning, design and implementation of diversity-related employee education, facilitator training and certification, multicultural team development, development of mentoring initiatives for managers and diverse employee groups. Loden Associates, Inc. operates on the principle of quality partnership. As such, all projects are staffed and managed to maximize effective client-consultant teamwork, innovation and cooperation. The firm is committed to providing clients with the most appropriate and cost effective consultation and training to help achieve long-term growth, productivity and profit goals. © 1996 Loden Associates, Inc. http://srd.yahoo.com/drst/461643/*http://www.loden.com/consult.html Loden Associates takes a comprehensive approach to the design and implementation of diversity initiatives that maximizes synergy with strategic business goals and support for organizational culture change. All client consultation and program development are based on proven behavioral science principles that facilitate broad acceptance of change as they minimize resistance. Loden Associates, Inc. consulting systems and educational programs are calibrated to support clients' overall business strategies. Firm capabilities include: implementation of cultural audits - including development of customized diagnostics, data collection, analysis and comprehensive feedback regarding organization, climate, management and team effectiveness issues, benchmarking studies for specific industry groups, customized upward feedback processes to enhance individual manager effectiveness and align behaviors with the value of diversity, leadership education and one-on-one executive coaching regarding communication style and diversity management issues, diversity strategy development and tactical implementation of specific client programs, customized diversity training to increase cross-cultural awareness, leverage employee skills and enhance client/customer service, training and certification of client-sponsored facilitators to deliver educational programs, training and certification of client-sponsored mediation teams for productive intergroup conflict resolution. The Diversity Adoption Curve (from Implementing Diversity.© 1996, Irwin Professional Publishing) Click on each segment of the curve below to learn more about a particular profile. Loden Associates Inc. utilizes proven behavioral science tools such as the diversity adoption curve in all project planning and implemenatation. © 1996 Loden Associates, Inc. http://srd.yahoo.com/drst/461643/*http://www.loden.com/daw.html Loden Associates, Inc. is a recognized leader in the diversity education field and has developed awareness and skills training programs for clients in the financial services, consumer products, technology and telecommunications industries. The firm's "Diversity at Work" training series includes behavioral and attitudinal training programs that can be customized for executives, managers and employees in large and smaller organizations. Our training curriculum includes workshops focused on: diversity awareness and effective communication, diversity leadership development, cross-cultural mentoring, cross-cultural coaching and performance feedback, intergroup conflict resolution, conflict mediation team training and certification. The Diversity Wheel This model illustrates both the primary and secondary dimensions of diversity that exert an impact on each of us at home, work and in society. While each dimension adds a layer of complexity to individual identity, it is the dynamic interaction among all the dimensions that influences self-image, values, opportunities and expectations. Together, the primary and secondary dimensions of diversity give definition and meaning to our lives by contributing to a synergistic, integrated whole -- the diverse person. Click on the inner or outer segments below to learn more about primary or secondary dimensions of diversity. (from Implementing Diversity© 1996. Irwin Professional Publishing.) Loden Associates designs innovative models such as the diversity wheel to facilitate understanding of a broad range of primary and secondary dimensions of diversity. Primary Dimensions Secondary Dimensions © 1996 Loden Associates, Inc. http://srd.yahoo.com/drst/38291375/*http://www.millerconsultants.com/about/history.htm History Staff Approach Commitments Products Clients Articles Helpful Links Miller Consultants Transformation Clients Among FORTUNE's Most Admired Contact Information Request Information Permission to Reprint As president of Miller Consultants, I would like to give you a capsulated version of my personal, educational, and professional history. I grew up in a small town in the Midwest, among farmers, teachers, and factory workers. I worked summers in a glass factory (along with my father) in a nearby city to help with college expenses. When I completed my Ph.D. in social psychology, I accepted a position on a university faculty, and at the same time I began teaching night classes at a local IBM plant. I discovered that I enjoy teaching working adults. Factories were experiencing major changes as this time, such as the introduction of very sophisticated automation systems. Company leaders at IBM knew they must retrain workers whose jobs were being replaced by new technology. They knew how to teach new technical skills, but they were not sure how to approach the social side of the transition. They hired me to help. During ensuing years I worked with personnel at IBM corporate headquarters in Armonk, New York and ultimately was sent to virtually every IBM plant in North America to assist with retraining. I assisted in the technical training, and I incorporated social transition interventions as well. I left the university and founded Miller Consultants. Over the years, we have developed a reputation for providing cutting edge products and services made to order for our select client partners. Miller Consultants, Inc. 1653 Beechwood Avenue, Louisville, KY 40204 Phone: (502) 451-2929 Fax: (502) 451-8121 kathy@millerconsultants.com Copyright © 1999-2001 http://srd.yahoo.com/drst/38291375/*http://www.millerconsultants.com/default.htm History Staff Approach Commitments Products Clients Articles Helpful Links Miller Consultants Transformation Clients Among FORTUNE's Most Admired Contact Information Request Information Permission to Reprint Welcome to Miller Consultants' web site. We help companies around the world achieve competitive advantage by aligning organizational and human performance systems with business strategy. Creating a masterful company is similar to painting a masterpiece. The process is part art and part science. It is a transformation process that requires a perfect combination of talent, tools and resources. During the past 20 years, we have developed the precise tools as well as the business insight to help you transform knowledge into tangible value for your company. President By selecting the links on the left or below, you will find the following information. About Miller Consultants: who we are and what we stand for History: an introductory letter from Kathy Miller, president of Miller Consultants, in which she explains why she founded Miller Consultants Staff: team photos and bios Approach: overview of our consulting philosophy and how our approach sets us apart from other consulting firms Commitments: a list of the commitments that drive our work with our client- partners Products: overview of our areas of expertise and a list of sample products and services Clients: a representative list of our clients and examples of our work in partnership with them Resources: a place where we share information with you Articles: overviews, tools, and case studies Favorite Links: our favorite sites for business information Features: highlights, updates, and bits of news and information Contact Us: electronic forms you can use to contact us Contact Information: address, phone numbers, and e-mail address (which also appears at the bottom of every page) Request for Information: an easy way to get started with Miller Consultants Request to Reprint: a request to reprint one of our articles Miller Consultants, Inc. 1653 Beechwood Avenue, Louisville, KY 40204 Phone: (502) 451-2929 Fax: (502) 451-8121 kathy@millerconsultants.com Copyright © 1999-2001 http://srd.yahoo.com/drst/38291375/*http://www.millerconsultants.com/about/staff.htm History Staff Approach Commitments Products Clients Articles Helpful Links Miller Consultants Transformation Clients Among FORTUNE's Most Admired Contact Information Request Information Permission to Reprint A team is only as good as the players it puts on the field. Maybe this is why our team has such a winning record of success. Our team is a "virtual" team. The players reside in several states, but we are able to work as one cohesive team through the use of technology. This allows us to recruit and retain the best talent, regardless of where they live. And chances are, one of our consultants is located near you! Select the BIO link beneath each photo below to learn about each team member's background and talents. BIO BIO BIO BIO BIO BIO BIO BIO BIO Miller Consultants, Inc. 1653 Beechwood Avenue, Louisville, KY 40204 Phone: (502) 451-2929 Fax: (502) 451-8121 kathy@millerconsultants.com Copyright © 1999-2001 http://srd.yahoo.com/drst/45480577/*http://www.newmillennia.net/services.htm What We Do Services: New Millennia offers our clients any or all of the following services: Change Management Systems Integration End User Preparation and Training Post “Go Live” Optimization Business Process Reengineering IT Strategy and Organizational Analysis Key Areas of Focus: SAP R/3 Utilities Local and State government Manufacturing http://srd.yahoo.com/drst/45480577/*http://www.newmillennia.net/new_page_1.htm Our Clients Integrating Technology - Managing Change New Millennia has consulted in a broad range of industries including: Fortune 500 corporations Utilities: Electric, Gas and Water, both public and investor owned Manufacturing State and Local Government Food packaging and processing Pharmaceuticals For a brief description of some of our engagements, refer to the following client profiles: Nebraska Public Power CA Dept of Water Resources Public Service Electric and Gas Rexam Beverage Cans Sempra Energy Block Drug Sacramento Municipal Utility District http://srd.yahoo.com/drst/45480577/*http://www.newmillennia.net/new_page_2.htm Why Us? Indicative Client Quote: When the vice president of Transmission at a New Millennia utility client met with the eight members of his larger project team to monitor progress and obtain feedback, he reported: “When I asked my team members about the quality of services being provided by New Millennia, the responses were unanimously positive. The group was especially complimentary of New Millennia’s focus on people and processes, not just on the software. There appears to be a feeling that New Millennia truly cares about seeing us be successful in this endeavor as opposed to it being ‘just another consulting job.’” New Millennia’s Core Advantage and Key Differentiators: Free of the big firm constraints, we can provide our clients with the targeted advice and flexible solutions they need and focus our entire consulting energies on delivering these. Our ability to develop creative solutions that map to the client’s unique needs is recognized by our clients as adding real value and one that differentiates our approach. New Millennia has extensive experience in delivering change management solutions in the plant environment from our work at numerous utilities and manufacturing companies, and has in-depth SAP R/3 plant maintenance (PM), project systems (PS), materials management (MM) and quality management (QM) experience. By forming close interdependent relationships with our clients and our solution partners New Millennia works seamlessly as members of the entire project team that makes up “ TeamSAP”. New Millennia has proven its ability to do so by working seemlessly with a number of different systems integrators over the years. Our firm has developed in-depth expertise and a proprietary methodology for managing SAP driven change as a part of large scale enterprise wide SAP R/3 implementations. Our consulting approach is built around leveraging client teams as “change agents” that act as the “arms and legs” of the change management plan rollout. To achieve this, knowledge transfer is built into everything we do. This also ensures the most efficient use of client consulting dollars. New Millennia has extensive experience in the utility industry, with the most experienced nuclear implementation team in North America. Our experience in this industry provides us extensive insights, knowledge and experience related to integrating technology and facilitating changes associated with regulated environments in a time of great change for the industry. http://srd.yahoo.com/drst/2807498/*http://www.optionsforchange.com/Wedopage.html We help our clients reach their unique goals through our world class integration of systems thinking, family therapy, and change management: Supported the growth of a large bank's business units by developing the change leadership capabilities of their HR business partners. Provided the knowledge and tools for engineers in a dynamic, entrepreneurial software company to become effective team leaders. Shortened the product development cycle time of a large globally distributed high tech company by enabling their teams to work across time, space and cultural diversity. Increased customer satisfaction for a media communications firm by developing a client centered approach to project management. Coached change leaders in the design and implementation of Vision 2003, a 2-year culture change initiative to decentralize a large public sector organization. Benefits to you http://srd.yahoo.com/drst/2807498/*http://www.optionsforchange.com/leverspage.html We provide knowledge, tools, and support for dealing with the tough issues of change. Our three levers for change are: Change Leadership Implement business strategy and processes ? De-escalate and depersonalize resistance Culture Create a boundaryless organization ? Break through the barriers that prevent communication, collaboration, and cooperation Teams Launch and steer project and work teams ? Prevent getting stuck, derailed, or slowed down http://srd.yahoo.com/drst/2807498/*http://www.optionsforchange.com/productspage.html The training, coaching, and tools shown here can be customized to meet your specific needs. Change Leaders Change Leader Success Predictor TM(CLSP) Making Change Happen TM(MCH) Culture Planning for Change Culture Change Indicator TM(CCI) Organizational Interventions Teams FASTEAMS® FASTEAMS® for Leaders Customized Team Interventions http://srd.yahoo.com/drst/2807498/*http://www.optionsforchange.com/principalspage.html Deborah Lipman Slobodnik, co-founder and principal, is an organizational change agent with more than two decades of direct experience helping organizations, teams, and leaders manage change through a human systems approach. From Fortune 500 corporations to small organizations, she has shown a unique ability to apply systems thinking and empower change agents to obtain the kinds of behavioral changes that get a system to act differently. Her cutting-edge understanding of human systems models and strategies and how to apply them to make change happen has put her in the forefront of her field. To her credit, Ms. Slobodnik has been honored as a presenter for the Inc. Magazine Speakers' Bureau and is a seminar presenter at Boston University. Over the years, her workshops and trainings have been attended by professionals at all levels, from $100 million division heads, to sophisticated change agents, to VP and Director-level human resource professionals. As president of DLS & Associates and Options for Change, Ms. Slobodnik has consulted with a wide variety of corporations and organizations, including: Digital Equipment Corporation, The New York Times, Canadian Imperial Bank of Commerce, The Commonwealth of Massachusetts, Niagara Mohawk Power Corporation, Kaiser Permanente, Boston City Hospital, Boston University, John Hancock Mutual Life Insurance, The MathWorks, and The Boston Financial Group. Ms. Slobodnik's academic credentials include an advanced degree in Organizational Development from Antioch College, a degree in Psychology from the University of Massachusetts, and training at both the National Training Labs and the Kantor Family Institute. She is a member of the Advisory Council of the Boston Management Consortium. Her well-reputed workshops, Systems Consulting and Tactics for Change Agents, have been praised as "the antidote to the real human issues that undermine all change efforts." They have been presented to hundreds of organizational change professionals and those in leadership positions from numerous corporations and organizations requiring human systems change. Alan Slobodnik, co-founder and principal, is a senior management and training professional with thirty years' expertise in making change happen. Mr. Slobodnik and his wife, Deborah, were pioneers in "marrying" state-of-the-art systems thinking from the family therapy field with current organizational development theory to create a dynamic new and practical model for intervening in human systems on the behavioral level. A specialist in working with high level executive teams and individuals, Mr. Slobodnik is known for his powerful, creative and effective interventions. His diverse roster of clients includes BASF, Canadian Imperial Bank of Commerce, Digital Equipment Corporation, Bell Atlantic, Motorola, Ford Motor Company, John Hancock Mutual Life Insurance, Harvard Pilgrim Health Care, Shell Oil Company, General Electric and numerous mid-sized hi-tech companies. Typical engagements include change management, strategic planning, leadership development, team development, virtual teams and networked organizations, and customer satisfaction. Mr. Slobodnik has been recognized as a talented presenter and teacher for over twenty years. He served as Director and core faculty member at the Kantor Family Institute, as well as guest lecturer at Harvard University and instructor at Boston University and the Massachusetts School of Professional Psychology. Mr. Slobodnik's academic credentials include an engineering degree from MIT, where he also studied Organizational Development at the Sloan School, and an MSSS from Boston University. A comment from one of his seminar attendees best sums up Mr. Slobodnik's impact as a presenter/trainer:"It's not that I purposely saved you from more embarrassing thank-you's, it's just that I couldn't get to you through the crowd after the seminar. But I do want you to know: this experience has been more powerful than I can do justice to. You stimulated us intellectually. You jarred us out of complacency. You startled us with fresh viewpoints." Bonnie Gorbaty, principal, has more than twenty-five years of business and consulting experience in both corporate and entrepreneurial organizations. With an emphasis on strategic planning, her expertise includes executive team facilitation, strategy implementation, leadership and team development, and executive coaching. Ms. Gorbaty combines her business knowledge and experience with an understanding of the behavioral sciences to assist executives in bringing about needed organizational growth and change to effectively implement their business strategy. With a keen sense for assessing an individual, group or organization's skills and behaviors in taking the right strategic actions, she is able to design, customize and implement the appropriate processes and programs that engage and tap her client's potential to succeed. In the course of her consulting experience, Ms. Gorbaty has worked with a diversity of companies including: Athena Neurosciences, Cabot Corporation, Jordan's Furniture, Trigen Boston Energy, New England Life, NECS, Dean Witter as well as emerging growth, high technology companies within the New England area. Ms. Gorbaty's business experiences range from corporate executive positions in marketing and strategic planning to successful growth of her own business and affiliations with several consulting firms. She holds a B.S. from Rochester Institute of Technology and an M.A. from Lesley College. Harry Hutson, Ph.D., principal, is a leadership and organization consultant with more than twenty years senior experience in human resources at three multinational corporations - Cummins Engine Company, Avery Dennison, and Global Knowledge Network. At Cummins, Mr. Hutson was human resources director for marketing, subsidiary companies, and research and engineering. At Avery Dennison, he was vice president for organization and leadership development. At Global Knowledge, he was corporate vice president of human resources. He has been successful working and consulting in many cultures and many countries, and at every organizational level. Mr. Hutson's consulting clients have included Fannie Mae, Banta Corporation, Continental CableVision, and CSC Index. Adept at working with groups, from executive teams to large-scale gatherings such as search conferences, his practice focuses on the human side of organizational change. He has benefited from his lived experience with multiple startups, turnarounds, acquisitions and divestitures. Among his publications, Mr. Hutson co-authored a prize-winning paper published by the Organization Development Network on readiness for change. He has presented workshops at professional meetings sponsored by organizations such as Training Magazine, Organizational Development Network, New England Human Resources Association, Learning Conference (UK and US), Association for Quality and Participation, and Pegasus/Systems Thinking. With a doctorate from Indiana University and advanced degrees from Harvard University and Stanford University, Mr. Hutson has extended his formal education in multi-year programs sponsored by Berkeley Developmental Resources, the Concord Institute, and the Assisi Group. In addition, he has served for many years on the Board of Directors of the New England Center for Children, a school for autism and other disabilities. A client once observed of Mr. Hutson: "While he acts as a consultant-facilitator, he exercises strong leadership in creating a constructive and enthusiastic problem-solving environment and in encouraging people to start acting in situations in which people are stuck." Victoria Schubert, principal, has leveraged her unique background in design, communication, marketing and business into a key product development role at Options for Change. Her skillset has proven increasingly valuable to customers as OFC products and services have moved from the face-to-face to the virtual environment. As our client's need to assimilate to the virtual environment has increased, we have devoted more energy to developing products and services supportive of distributed, collaborative work. Ms. Schubert has taken the lead in this area, seamlessly embedding our human systems model into practical strategies and tools for teams and change leaders. As a product developer, she brings insight and rigorous standards to product design from content to user interface. Ms. Schubert has worked extensively on our FASTEAMS® product set from its beginnings as a face-to-face team training vehicle at The MathWorks through its virtualization and beta testing with General Electric and Shell Oil Company. She is a primary member of the team developing the distance learning version of FASTEAMS® to be piloted with Global Knowledge project managers. She has also played a key role in the development of our two online assessment instruments, the Change Leader Success Predictor and the Culture Change Indicator. Ms. Schubert holds a bachelor's degree from George Washington University, and an M.S. in Management from Lesley College. Kelli Boyle, office manager and webmaster joins Options for Change from the Human Resource group at Avid Technology, Inc. Her extensive experience, including a PeopleSoft implementation, uniquely enables her to understand our clients' needs. At the center of our small distributed consulting team, Ms. Boyle keeps OFC running smoothly. Beyond overseeing the day to day requirements of the office, coordinating our technical resources and managing tradeshow and workshop preparations, she serves as the systems administrator for our web-based products. To the role of Webmaster, Ms. Boyle brings a facility for web design and confidence navigating the Internet environment that is becoming increasingly important to OFC's consulting and training activities. A member of several HR organizations, Ms. Boyle holds a bachelor's degree in Psychology and Business From Stonehill College. http://srd.yahoo.com/drst/28990794/*http://www.paulnalle.com/stress_management.htm More About Paul Nalle, Ph.D. Envisioning Business Ethics and Effective Stress Management Paul Nalle Ph.D. and Associates Motivational public speaking and business management consulting. More About Paul Nalle Ph.D. Envisioning personal accountability and business ethics. Program Offerings Conflict resolution, stress management, team building, and more. Testimonials Client feedback about our corporate trainings and motivational speakers. Request Information Contact us about sales training seminars, management training, or any of our other program offerings. "Look for the opportunities in life and in yourself." Only after Paul transformed the pain of personal hardship into a comprehensive philosophy about what it takes to achieve success and fulfillment did he begin a career as a keynote speaker and business consultant. From personal experiences he developed a belief in the individual's responsibility to value life through positive action. This view underlies all of Paul's work as an inspirational leader in the field of business ethics and corporate development. His interest in behavioral science and psychology led him to pursue his doctorate in London. Under the mentorship of Dr. Henry Singer, former colleague of Albert Einstein and Executive Officer of the Human Resource Institute International, Paul became interested in helping people and organizations reach their true potential through the application of humanitarian principles within corporate settings - often referred to as "Business Ethics." Since completing his formal education, he has dedicated himself to his work as a business consultant and keynote speaker, assisting the private and public sectors with business ethics, as well as stress management, change management, human resource development, and more. "Practice the art of listening - hear what people are telling you." Paul's greatest joy in life comes from his family; he continually applies what he has learned from them to his work as an inspirational keynote speaker, business ethics expert, and business consultant. From his children and grandchildren he has learned that "commitments are the basis of a person's integrity." And, he likes to think that as an involved father and grandfather, he practices stress management all the time! "Do things differently than everyone else." Paul is a published poet and writer. His upcoming book, Positive Realism, is a synthesis of his work in the field of business ethics and change management. The book offers insight into the way we live and work, and expands our vision of who we are and what we can accomplish. It is filled with realistic strategies to implement at home and in the workplace, and motivational anecdotes that inspire a desire for self-improvement. He offers keynote addresses and business consultation based on the themes in his book. "Good enough is often times the worst enemy of the best." Paul's style is, in the words of one client, "unmatched." And the results of his programs are felt throughout the workplace and at home. He has a sense of humor and a knack for disarming even the most resistant audiences. Even when he discusses such serious issues as stress management or business ethics as a keynote speaker or business consultant, Paul gets people to loosen up. Offering new skills, interventions, and inspiration, program participants leave with a renewed sense of purpose and focus. Hear what audience members have to say about Paul's presentations by reading some testimonials. If you are looking for a keynote speaker or business consultant, feel free to contact Paul Nalle Ph.D.and Associates. You'll find great programs on Stress Management, Change Management, Business Ethics, and more! And, remember that Paul has extensive expertise in all aspects of sales and management training. Paul Nalle Ph.D. & Associates 1-800-470-6644 info@paulnalle.com "Helping others is the rent we pay for our space on earth." - Paul Nalle, Ph.D. "It has been a pleasure sharing a moment with you, I shall cherish it." "Your in-house management consulting services get immediate and tangible results." "Your message was heard loud and clear, and was received - quite happily - by all in attendance." Paul Nalle Ph.D. & Assoc. More about Paul Nalle Ph.D. Program Offerings Testimonials Contact us http://srd.yahoo.com/drst/28990794/*http://www.paulnalle.com/human_resources.htm Motivational Speaking and Seminar Topics Conflict Resolution, Team Building, and More! Paul Nalle Ph.D. and Associates Motivational public speaking and business management consulting. More About Paul Nalle Ph.D. Envisioning personal accountability and business ethics. Program Offerings Conflict resolution, stress management, team building, and more. Testimonials Client feedback about our corporate trainings and motivational speakers. Request Information Contact us about sales training seminars, management training, or any of our other program offerings. Addressing such areas as human resource development, conflict resolution, humanitarian sales, team building, and business ethics, Paul helps people, teams, and organizations achieve real success. Just listen to what one salesman had to say: "For the latest reported month, using your unique approach, I ranked #2 in 400 salesman nationwide. I expect to have a $2,000,000 sales year, and if not for your methodologies, the amount would be less than half of that!" We can help you and your team too - contact us today! Lecture and Seminar Topics Conflict resolution and intervention Transitional stress and change management Listening skills and General Communication Skills Feedback training: Positive Praise - Positive Reprimand Team Building and Organizational Development The Art of Proactive Intervention Humanitarian Sales Training Humanitarian Business Management Human Resource Development Leadership and team building compression workshops Positive Realism Types of Programs Paul Nalle Ph.D.and Associates offers interactive and experiential: Motivational and keynote speaking Customized seminars Compression workshops: Intensive workshops that bring members from all levels of an organization together to identify challenges, resolve conflicts, and build solutions. In-house consulting We customize all public speaking engagements and seminars to meet the needs of clients. So, for instance, the general topics of humanitarian sales, conflict resolution, team building, or human resource development can become specific by honing in on the relevant organizational issues at hand. Building from strengths, we offer approaches that are practical and effective for each client we serve. Paul Nalle Ph.D. & Associates 1-800-470-6644 info@paulnalle.com "Helping others is the rent we pay for our space on earth." - Paul Nalle, Ph.D. "I can honestly say that I have been fine tuned by knowing you." "Your presentation was the perfect finale to two days of personal and professional development. "I thank you for an enlightening commencement speech." Paul Nalle Ph.D. & Assoc. More about Paul Nalle Ph.D. Program Offerings Testimonials Contact us http://srd.yahoo.com/drst/28990794/*http://www.paulnalle.com/change_management.htm What you learn may change the way you see the world. We offer more than just expertise in customer relationship management, corporate training, or change management. Paul Nalle Ph.D. and Associates Motivational public speaking and business management consulting. More About Paul Nalle Ph.D. Envisioning personal accountability and business ethics. Program Offerings Conflict resolution, stress management, team building, and more. Testimonials Client feedback about our corporate trainings and motivational speakers. Request Information Contact us about sales training seminars, management training, or any of our other program offerings. Client testimonials in response to our corporate training tell the story of personal, professional, and organizational transformation. There is no way to accurately measure the degree to which our interventions help with customer relationship management. And, when dealing with the enormous challenge of change management, there is no way to truly know just how much our services helped. But client feedback about our corporate training and motivational talks tells us that we are definitely on to something. Contact us for more information. We practice active listening. The voices of our clients mean more to us as corporate trainers than anything else...it is how we know that we make a difference. We feel honored to share these letters with you. We know that customer relationship management is one key to a successful business - so we listen to the feedback we get from you. "You can always be counted on to add the finishing touch...Your presentation at our Fall Classic kick-off was the perfect finale to two days of personal and professional development. Your message was heard loud and clear, and was received - quite happily - by all in attendance. And your style, Paul...well it's unmatched." --Richard P. Zampiceni, CLU, The New England Insurance and Investment, Pittsfield, MA "You are to be congratulated, you did what you said you would. Your message - 'You can be a sensitive, effective business person while making your employees happy and your business profitable,' is a message that must be told." --Martin Therrien, Eagle Publishing, Pittsfield, MA "I wish to express our gratitude for an absolutely wonderful and uplifting day. More private non-profit agencies doing human service work should have this training for their staff." --Tom Salter, New England Farm Workers Council, Springfield, MA "I've had the pleasure of hearing many good speakers and can say yours was one of the best ever. Your words were informative, entertaining, and the humor was well timed. Most importantly, however, your message was revealing and motivational." --Chris Hodges, Hodges Advertising, Inc., Charlotte, NC "Thank you for speaking at our regional meeting. Your motivational techniques provided us with the opportunity to contemplate matters on a professional as well as a personal level." --Lynne Barnard, Muscular Dystrophy Association, Albany, NY "Paul Nalle's sales & management school has increased our sales volume, gross profits, and bottom line significantly. He has given us a plan and direction in which to go. His school, coupled with his hands-on, in-house consulting, has produced results far beyond our expectations." --Scott Laffin, Laffin Chevrolet, So. River, NJ "It seems that the "Nalle name" has found a home in the banking industry, along with the many other business arenas you have left your mark upon. Again, I thank you Paul, both personally and professionally, for always coming through for me in a most outstanding manner." --Maureen Dion, Credit Data Services, Springfield, MA Next time you are seeking a corporate trainer or motivational speaker to help you deepen your understanding of such issues as customer relationship management, sales strategies, or change management, think of Paul Nalle, Ph.D & Associates. Paul Nalle Ph.D. & Associates 1-800-470-6644 info@paulnalle.com "Helping others is the rent we pay for our space on earth." - Paul Nalle, Ph.D. "Thanks for the new tools and insights." "Me and my family will benefit from your course. "Now that I've seen you in action I under- stand why you are so highly recommended." Paul Nalle Ph.D. & Assoc. More about Paul Nalle Ph.D. Program Offerings Testimonials Contact us http://srd.yahoo.com/drst/28990794/*http://www.paulnalle.com/motivational_speaker.htm Interested in sales training seminars, motivational speakers, or management training? Contact Us Today. Paul Nalle Ph.D. and Associates Motivational public speaking and business management consulting. More About Paul Nalle Ph.D. Envisioning personal accountability and business ethics. Program Offerings Conflict resolution, stress management, team building, and more. Testimonials Client feedback about our corporate trainings and motivational speakers. Request Information Contact us about sales training seminars, management training, or any of our other program offerings. If you are interested in learning more about Paul Nalle Ph.D. and Associates, just fill out the following form and we will get back to you as soon as possible. Let us know what your needs are - sales training seminars, motivational speakers, compression workshops, management training, or any other organizational issue - and we will work with you to come up with the ideal plan for your organization. Check out our Program Offerings for more information about the range of issues we can address and the types of programs we can offer your organization. We offer many types of programs for the private and public sectors, including public motivational speaking, interactive workshops, and in-house consulting. "Right actions bring right results." --Paul Nalle, Ph.D. "Helping others is the rent we pay for our space on earth." - Paul Nalle, Ph.D. Name: Title: Company: Address: City: State: ZIP: Phone Number: Fax Number: E-mail: Please tell us how you found this web site, e.g., in which search engine and what keywords you typed, or what advertisement, or whether by word of mouth. This information helps us to reach you and serve you better. Questions? Comments? We'd love to hear what you have to say. Paul Nalle Ph.D. & Associates 1-800-470-6644 info@paulnalle.com "Your first appearance was exciting, enlightening and just pure fun." "You aspire toward excellence in all that you do." "Thank you for sharing words of inspiration... your enthusiasm and sincerity shine through." Paul Nalle Ph.D. & Assoc. More about Paul Nalle Ph.D. Program Offerings Testimonials Contact us http://srd.yahoo.com/drst/12875912/*http://www.personaglobal.com/partners.htm Persona International Welcome to Persona International, Inc. Home About Us Partners Clients Network Programs Publications Find Us Contact Us Persona International Headquarters P.O. Box 100 Sausalito, CA 94966 Tel: (415) 331-3900 Fax: (415) 331 3903 info@personaglobal.com New !!! Project Managemen t & CTE Global Connector This page is still under construction and will be available soon. For more info and online survey please contact us at info@personaglobal.com. Thank you. © 2001 Persona International, Inc. All rights reserved. http://srd.yahoo.com/drst/12875912/*http://www.personaglobal.com/network.htm Persona International Welcome to Persona International, Inc. Home About Us Partners Clients Network Programs Publications Find Us Contact Us Persona International Headquarters P.O. Box 100 Sausalito, CA 94966 Tel: (415) 331-3900 Fax: (415) 331 3903 info@personaglobal.com New !!! Project Managemen t & CTE Global Connector Corporate Headquarters Persona, Inc. 307 Bridgeway P.O. Box 100 Sausalito, California 94966 U.S.A. Phone: 415-331-3900 Fax: 415-331-3903 Web site: www.personaglobal.com E-mail: info@personaglobal.com European Regional Headquarters P ersona Europe Jean-Benoit Parat, Partner François Pham, Partner 12, rue Désiré Ruggieri Paris, 75018 France Telephone: (33) 1 42 54 26 66 Fax: (33) 1 53 09 20 41 Web site: www.openact.com E-mail: contact@openact.com Asia & Northern America E-Mail: myen@personaglobal.com Europe & Southern America E-Mail: aalf@personaglobal.com Persona affiliate offices are located in: Argentina Australia Austria Belgium Brazil Chile China Finland France Germany Greece Hong Kong Indonesia Italy Japan Korea Liechtenstein Malaysia Mexico New Zealand Norway Peru Philippines Portugal Scotland Singapore South Africa Spain Switzerland Taiwan The Netherlands United Kingdom United States Uruguay Venezuela Certified Trainer of Persona's methodologies and metrics. © 2001 Persona International, Inc. All rights reserved. http://srd.yahoo.com/drst/12875912/*http://www.personaglobal.com/programs.htm Persona International Welcome to Persona International, Inc. Home About Us Partners Clients Network Programs Publications Find Us Contact Us Persona International Headquarters P.O. Box 100 Sausalito, CA 94966 Tel: (415) 331-3900 Fax: (415) 331 3903 info@personaglobal.com New !!! Project Managemen t & CTE Global Connector Persona Programs & Services are available in these following languages Chinese, Danish, Dutch, English, Finnish, Hemish & French, German, Greek, Hebrew, Indonesian, Italian, Japanese, Korean, Malay, Norwegian, Portuguese, Spanish, Swedish, Thai, etc. Assessments Tools Organizational Agility Organizational Alignment Survey Customer Value Survey Management Action Profile Sales Competency Assessment Communication Skills Series Mentoring and Coaching Interactive Leadership Selling your Technological Solution The Persuasive Salesperson The Persuasive Communicator Transition to Management Interactive Selling Team Building Training Selling to Key Accounts Leadership Series Professional Manager Leadership Project Management Performance Development Series Pride Managing First Class Managing Performance Strategic Approach Series Getting Preferential Treatment Chronos Cooperation & Beyond Partnering Innovative Thinking Series Creative Decision Making © 2001 Persona International, Inc. All rights reserved. http://srd.yahoo.com/drst/12875912/*http://www.personaglobal.com/publications.htm Persona International Welcome to Persona International, Inc. Home About Us Partners Clients Network Programs Publications Find Us Contact Us Persona International Headquarters P.O. Box 100 Sausalito, CA 94966 Tel: (415) 331-3900 Fax: (415) 331 3903 info@personaglobal.com New !!! Project Managemen t & CTE Global Connector Newsletters Articles Around the World Events What's new? Newsletters Persona Newsletter are published twice every year: Spring 2001 News Fall 2000 News Spring 2000 News Fall 1999 News Articles The following articles are available in PDF format and can be viewed with the Adobe Acrobat Reader (available free at http://www.adobe.com/products/acrobat/readstep2.html) Global Partner Networks Come of Age Organizational Alignment Survey – Achieving profitable growth through outstanding Customer Service Case Studies People and Technology NEW!! Around the World NEW!! Persona events around the world in: January 2001 February 2001 March 2001 April 2001 May 2001 Events The International Conference will take place in Nice ( click here to see pictures) at the picturesque Côte d'Azur August 12-17, 2001. What a perfect place to learn the latest training and development news from exciting speakers, get certified in our workshop, Project Management, and network with Persona and PASport Partners from all over the world. So mark your calendars for this special event. NEW!! What's new? The CTE Global Connector your single destination portal to everything you want to know concerning the world of Consulting, Training and Education. For further details please contact: jgor@personaglobal.com. NEW!! You can view all our of certified trainer list under Certified Trainer of Persona's methodologies and metrics. NEW!! We will be launching Project Management as our new workshop in the International Conference. This workshop offers a unique 360° feedback. Check here for more info. NEW!! Latest news on Organizational Alignment Survey. Check out www.ftdynamo.com for the new publication from for the new publication from Shaun Smith (The author of OAS). http://srd.yahoo.com/drst/29111/*http://www.plawry.aus.net/perflead.htm END TO END We understand business from a process perspective across customer supplier boundaries, and have done many joint customer/supplier interventions. This means that your customers and suppliers real needs are included in every intervention, increasing business success and sustainability. PL&A knows the language, the acronyms, the jargon and understands the way high tech companies do business. This means that you get sharper focused interventions targeted to your real needs - saving time and money. CROSS CULTURAL We have worked with many different cultures and peoples. We understand cultural differences. Australia is one of the most multicultural environments on earth. We are used to working with many different cultures simultaneously. We have worked in many countries: the U.S., U.K., Canada, China, New Zealand, the Netherlands, Sweden and Norway; and are sensitive to people's needs, fears and desires. This means that successful interventions are assured. We transfer our knowledge and skills so your people are sensitive to cultural issues ensuring more effective business interventions and interactions around the world. HOLISTIC APPROACH Our holistic integrated approach avoids much of the duplication and wasted efforts associated with many change programs. By aligning cultural change, with strategic planning, cascading of objectives, performance management and leadership education you get a focused, cost effective intervention, saving time and money. LEADERSHIP DRIVEN The management team owns the process, driving the changes and demonstrating by their behaviour what is required. This means there is a high degree of ownership and commitment to the process. BEHAVIOURALLY BASED The process focusses on behaviour: what is wanted and how to do what is required. This creates incredible clarity and focus as people are reinforced for demonstrating the required behaviours. W.I.F.M. SATISFIED (What's In it For Me) The skills and tools taught are relevant and applicable to every sphere of a person's life. People become more effective as parents, in their personal and social relationships and their own development. Consequently people are highly motivated to apply the learnings to their work and feel very bonded and committed to the organisation. FOCUS ON REAL WORK There are no exercises or extra tasks in our Performance Leadership approach. In the modules the managers work on their business, exploring ways to be even more effective in their work. Any homework tasks are business tasks. This means that the program is seen as a valuable support to transforming the business rather than an extra. MODULAR APPROACH There are a number of modules spaced throughout the year with time to apply the learnings to the business and reflect on effectiveness. The learnings build on each other over time ensuring that the changes stick and new behavours are created. INTEGRATED APPROACH The process starts with a strategic framework with objectives, key performance indicators and goals clearly agreed on. The modular performance leadership program is designed to align with the quarterly reviews so that the performance against plan can be monitored and re-planned accordingly. Our collaborative approach ensures that all other initiatives integrate, creating alignment and building effectiveness - saving time and money. CONTINUOUS LEARNING Continuous learning is built into our approach so that we constantly improve the process ensuring the best possible intervention. All learnings are collated and analysed and used to improve the process to ensure your business continually improves. MULTI FOCUSED PARALLEL PROCESSES Change is not linear it is concurrent, multi-dimensional with different simultaneous foci. Performance Leadership engages the complexity of change issues focusing: - externally on the customer/supplier environment, - across the business improving processes, - up the organisation positioning the business politically, - down the organisation changing the culture of the company and enlivening staff. This means that a real paradign shift happens, creating a win- win for the organisation, the people, the customers, partners and suppliers, rather than change one part at the expense of another. INDEPENDENCE BUILT IN - SKILLS ARE TRANSFERRED We are not interested in dependency relationships. The Performance Leadership approach develops a new style of leader - the facilitator - able to bring out the best in his/her people. This means that the leadership team learns and drives the Change process ensuring the business both immediate and longer term benefits from its investment in leadership education. Home| Our Approach | How to Contact us| Our Services © Copyright 1995 by Peter Lawry & Associates Pty Ltd WebCraft by the Reef at reef@theReef.com.au http://srd.yahoo.com/drst/41893540/*http://www.sustainablechange.org/resource.htm Testimonials About Kate Powers Terms Books Built to Last: Successful Habits of Visionary Companies by James C. Collins and Jerry Porras The Dance of Change-The Challenges to Sustaining Momentum in Learning Organizations by Peter Senge, Art Kleiner, Charlotte Roberts, Richard Ross, George Roth, and Bryan Smith Earthdance: Living Systems in Evolution by Elisabet Sahtouris and James Lovelock Ecology of Commerce: A Declaration of Sustainability by Paul Hawken The Four Agreements by Don Miguel Ruiz The Four Fold Way: Walking the Path of the Warrior, Teacher, Healer and Visionary by Angeles Arrien, Ph.D. Mastery by George Leonard The Natural Step for Business: Wealth, Ecology and the Evolutionary Corporation by Brian Nattrass & Mary Altomare The New Pioneers by Thomas Petzinger, Jr. Organizing Genius: The Secrets of Creative Collaboration by Warren Bennis and Patricia Ward Biederman A Simpler Way by Margaret J. Wheatley and Myron Kellner-Rogers Synchronicity: The Inner Path of Leadership by Joseph Jaworski Transforming Your Dragons: Turning Personality Fear Patterns into Personal Power by Jose Stevens, Ph.D. Transitions by William Bridges Articles "Changing How We Work Together" by Peter Senge and Margaret Wheatley. Shambala Sun, January, 2001 Links Fast Company The Four Fold Way Paul Hawken Institute of Noetic Sciences International Forum on Globalization LOHAS Journal The Natural Step Elisabet Sahtouris Society for Organizational Leaning Spirit at Work The Thoreau Center for Sustainability home about services resources contact ©2001 http://srd.yahoo.com/drst/41893540/*http://www.sustainablechange.org/testim.htm About Kate Powers Terms "Kate has great clarity about identifying the current issues facing an organization, assessing the forces that are impacting the outcome, and designing a customized intervention based on extensive research of the applicable principles. One of the most powerful impacts of Kate’s approach is that she models the principles she is teaching or mentoring. This reinforces the concepts in her interventions and builds her credibility with all those she works with. Kate’s positive energy is contagious. I have recommended Kate without reservation for a variety of situations, because she is exceptionally adaptable and always expanding her own knowledge. Kate’s biggest impact on me personally has been a better understanding of right timing. Understanding the timing of others is critical to success. Kate has excellent insight into others personal style (strengths and weaknesses) that enhance the effectiveness of her interventions." --Carrie Carter Schulman Consultant, Pricewaterhouse Coopers "It is rare in a corporate setting to engage in work that addresses the larger issues of the human family while relating directly to a work community. In a very wise, powerful and non-threatening way, Kate challenges her audience to discover how to become the best of who they are so that they may focus their unique gifts on the workplace and add greater value. The gift of Kate's work, though, is in providing life skills, that, yes, influence the bottom line, but more importantly, open the door to a more authentically powerful way of being in this world." --Sr. Vice President/Chief Learning Officer major international credit card company "Kate Powers is both unique and exceptionally valuable in the business training and coaching world. By bringing enormous energy and vitality to her expert consulting and training work, she mobilizes teams, empowers management, and effectively communicates a wealth of cutting edge ideas and creative solutions to typically complex corporate challenges. She is insightful, incredibly well prepared, and has a wonderful sense of humor that brightens up a room. I cannot recommend her highly enough." --Jose Luis Stevens Ph.D. CEO, Power Path Seminars and Pivotal Resources, Author of Transforming Your Dragons "Kate brings a positive spirit into the workplace. People who work with her are drawn to her enthusiasm, passion for her work and sincere commitment to creating and sustaining effective change in the workplace. I have always been impressed by how Kate carefully balances her curricula between personal transformation and work-related change management. Kate has a unique ability to facilitate meaningful change in people and organizations. Her teaching style encourages her course participants to look introspectively and then apply their personal realizations into effective changes in their workplaces. I find that I always learn in Kate's presence, whether we are designing a course, planning organization development work or implementing a customized project." --Carina Celesia Moore, Manager Staff Development & Professional Services University of California, Davis " Kate is a trainer who truly 'walks the walk,' not just presenting material, but living the principles and training by example. She is grounded, honest, open, caring, talented, intelligent, flexible and mature. She is a great role model for the material she trains, in her way of being and her mode of behavior. In training the Four-Fold Way, as an example, I have seen Kate enact the guidelines, providing a living and effective example of the principles, applicable for us trainees both personally and professionally, in all of our interpersonal relationships. An excellent example of this was during a tailored team-building session that was derailed halfway through by the participants. Kate was open to and perceptive about the changes necessary to effectively get the session back on track, and spontaneously and creatively implemented them with ease." --Melanie Cullen Principal, TerraSys Consulting "Kate is refreshingly genuine and non-conventional. Her approach is non-threatening and nurturing. Kate believes in having fun and her enthusiasm is infectious, to say the least! I have personally grown 'into myself' - more self-aware, self-assured and confident in who I am and what I offer and my work with Kate has been a major catalyst in that evolution. All of this has translated into greatly enhanced personal and professional relationships and communication. Lastly, I struggled for several years to articulate a personal vision. After working with Kate, I wrote my vision in 20 minutes! Now I can finally focus my energy and attention where my vision and passion is." --Dawn M. Karner Consultant, Quantum Consulting "I had the wonderful opportunity of working with Kate for over a year at Valley Media. As soon as I met her, I knew that she would be someone who would have a positive impact on me and on our company. Kate has an easy, approachable manner that makes people feel comfortable and safe opening up to her. She is a warm and caring person, generous of spirit. Because of this warmth, she lent an air of humanness to the corporate structure. Kate is a wonderful observer. She is able to use her observations to help others on their journey. There were many times that I would go to Kate to ask her advice on things that were happening at work. I always found that after talking with Kate, I had received valuable knowledge that I could always apply to both the workplace and myself. Kate has provided insights and support that gave me the confidence I needed to move my career forward. She was inspirational and supportive. It is with wholehearted pleasure that I recommend Kate Powers. She has deep, insightful knowledge about people and how they interact in the workplace. I know many people who feel that knowing Kate has helped them to know themselves better." --Dianna Barsotti, HR Manager, Nor-Cal Beverage Co., Inc. "Working with Kate Powers is an enlightening experience. Her insightful approach to understanding both who we are and why we do the things we do has infinite applications in the workplace. After participating in Kate's program I found myself listening in a new way that helped me better understand the needs of my employees and customers. But most importantly, Kate provides a framework within which a company can better see and discuss issues, and make effective and lasting changes." --Richard Plummer-Raphael Director of Sales - Entertainment OneChannel.net home about services resources contact ©2001 http://srd.yahoo.com/drst/41893540/*http://www.sustainablechange.org/bio.htm Testimonials Philosophy Terms Kate has always been insatiably curious about applying interdisciplinary approaches to problems. For example, Kate’s love of nature led her to complete an inter-disciplinary master’s degree in coastal geology with a specialty in hazard mitigation. She looked at geologic hazards from a biological, geological, engineering, environmental, and social perspective. Kate’s work in the 70’s and 80’s as a scientist and educator led her to teaching communities and organizations about the geologic processes of earthquakes, floods, and coastal storms and how to prevent the related damage from happening again. She worked with private communities, oil companies, and private institutions throughout the United States including the California Coastal Commission and the United States Geological Survey. Kate was known for her easy, fun style in teaching complex geologic processes in simple, practical terms that motivated people to change the way they organized their communities around fault zones, rivers and the coast line. Throughout her work in geology, Kate realized that understanding earth processes was also of great relevance for understanding psychology, spirituality, and how people and organizations deal with change. She began using the earth’s processes as a metaphor for personal and organizational processes, adopting a deep ecological mindset toward life. Kate began to study other cultures that also used nature as a teacher. Throughout the 80’s and 90’s, she traveled to Nepal, Peru, Mexico, and throughout the United States, following the common thread of cross cultural values and wisdom found in indigenous and eastern cultures. She has had the great honor and privilege to work with many gifted healers and teachers, including native healers in the Amazon jungle and Mexican highlands, as well as modern day equals like Angeles Arrien and Jose Luis Stevens. Kate found the cross-cultural values to be inherently practical and essentially overlapping the ecologic perspective of life. She began to weave these two sets of similar values into her personal life and professional work with organizations and the people in them. Kate’s use of nature as a teacher and her active study in indigenous and eastern wisdom is a way of life for her. Now referred to as a “wise woman” among Fortune 500 executives, Kate’s gift is the practical application of ecology and cross-cultural wisdom to creating sustainable change in our personal and professional lives. home about services resources contact ©2001 http://srd.yahoo.com/drst/41893540/*http://www.sustainablechange.org/terms.htm Testimonials About Kate Powers Terms We have included in-depth explanations for key terms that Powers Consulting uses to talk about the work we do. Living System Living Systems are ecosystems and as the Wall Street Journal says, "Business is Biology." Paradigm A paradigm is a belief system that governs your thoughts, feelings, assumptions, results and possibilities in life. To change your operating paradigm is to change your results. Progressive Organizations Progressive organizations want to be “built to last,” and they realize that sustainability is the key watch word for the 21st century. These organizations tend toward being innovative, pioneers in their field. Sustainable Change Sustainable change is change that is enduring for the long term, and creates a win-win for everyone. Sustained Learning Community People are born with an intrinsic curiosity and motivation and to learn. It’s not only our nature to learn, we love to learn. People thrive on it. That’s why life long learning is ageless. Most of us have been part of a great team experience where we accomplished extraordinary results... Universal Cross-Cultural Wisdom Throughout time, human beings in every culture have had to deal with the ageless questions of living and dying, of change, relationship, survival, success, and meaning. Each culture has recorded its own collection of wisdom that is interestingly similar to other cultures. home about services resources contact ©2001 http://srd.yahoo.com/drst/12276482/*http://www.reifer.com/product.htm Home PRODUCTS AND SERVICES Assessments RCI conducts assessment aimed at identifying areas of improvement particularly in the area of acquisition management. (licensing, supplier management, COTS utilization, etc.) Management Consulting RCI assists clients in making necessary process improvements, harnessing product line management concepts and putting new technology to work when it makes good business sense to do so. Training RCI conducts seminars to build skills, knowledge and abilities and educate executives in selected topics (see the seminar listing that follows). Technology Transfer Packages RCI offers a number of technology transfer packages which can be tailored to the needs of its clients. Each package is aimed at developing the "know-how" clients' need to effectively utilize the technology under a wide range of situations. LIST OF SEMINARS Introducing Software Reuse (3 day) Teaches the fundamentals of software reuse with an emphasis on technology transfer. Concepts of product lines, architectures and reuse are covered in this workshop. Large-Scale Software Project Management (3 day) Teaches how to plan and control large software-intensive projects where work is done by geographically-dispersed teams from different organizations. Managing Object-Oriented Projects (3 day) Teaches how to use standard project management techniques to plan, organize, staff, direct and control software projects which are introducing object-oriented techniques. Software Estimating (COCOMO II) (2 day) Teaches the rudiments of software economics with an emphasis on the COCOMO II estimating model. Students will be exposed to SEI-compliant cost and schedule estimating processes and learn how to use the COCOMO II model. http://srd.yahoo.com/drst/12276482/*http://www.reifer.com/cocomo_eff.htm Home COCOMO EFFORTS As members of the University of Southern California (USC) COCOMO team, RCI is helping to define, refine and calibrate this new and exciting family of software estimating tools. Specific efforts that we are contributing to include: COCOMO II The next generation software cost and schedule estimating tool. COCOMO II uses function points and lines of code to develop accurate resource estimates based upon its parametric formulation. COCOTS This new estimation model has been developed to estimate the costs of using COTS software packages in an application. COQUALMO This quality model extension of the COCOMO II model estimates defect find and fix rates. RCI offers the following COCOMO II products and services: Training RCI offers 2 and 3 day hands-on workshops in the use of COCOMO II. These are offered both publically and in-house. To view a course perspectus, click on COCOMO Workshop. Calibration RCI works with clients to gather the project data to calibrate the COCOMO II model to their history. Consulting RCI helps clients to use models like COCOMO II. RCI also generates independent estimates to serve as benchmarks for competitive procurements. http://srd.yahoo.com/drst/12276482/*http://www.reifer.com/cocomo_sem.htm Home COCOMO WORKSHOP OUTLINE OVERVIEW This two or three day workshop introduces participants to the subject of software economics. Emphasis is placed on developing practical software cost and schedule estimating skills using the latest version of the popular COCOMO II model. Guidance is provided on how to use models to develop estimates, perform "what-if" analysis, bound risks and conduct a variety of trade studies. The seminar uses a variety of real-world examples and case studies to develop estimating skills, knowledge and abilities. Participants will leave the seminar fully prepared to use the COCOMO II model to develop or validate a software estimate. WHO SHOULD ATTEND Anyone interested in developing software estimating skills, knowledge and abilities. Program managers, software managers and system/software engineers could derive benefits from this seminar. SEMINAR LENGTH: two or three days, 8:30 a.m. to 4:30 p.m. SEMINAR OUTLINE: Day 1 - The Fundamentals Introduction to software economics SEI compliant estimating processes Resource estimating Size estimating The COCOMO model (in depth) Demo1: Developing a cost estimate Summary of the First Day Day 2 - Advanced Concepts The COCOMO II model architecture Applications composition model Early design model Post architecture model Demo 2: Performing "what-if" analysis Advanced estimating topics COTS estimating models Demo 3: Exploring the use of models Summary and conclusions SEMINAR MATERIALS In addition to copies of the presentation materials, participants will receive Selected reprints An estimating bibliography and A disk containing the most recent version of the USC software. http://srd.yahoo.com/drst/12276482/*http://www.reifer.com/public.htm Home CALENDAR 9-12 March 2001 Speaking Tour of Brazil 17-18 April 2001 Attend National Science Foundation meeting in Arlington, VA 1-3 May 2001 Present paper at Software Technology Conference in Salt Lake City, UT 4-6 June 2001 Attend IEEE Editorial Board Meeting in Santa Fe, NM 23-26 July 2001 Speak at Rational User's Conference in Denver, CO 6-25 September 2001 Speaking tour of Peru http://srd.yahoo.com/drst/557852/*http://www.capelleassociates.com/text/index.html Capelle Associates Inc. Optimizing Organization Performance ... By Design? Capelle Associates specializes in helping executives to improve organization performance through better organization design. Organization design focuses on how work is done. This includes organization structure, workflow process and related systems and processes. A well-designed organization facilitates effective and efficient work. An organization that is not well-designed impedes effective and efficient work. Organizations Can Obtain the Following Benefits from Improved Organization Design Better Employee Satisfaction Our research shows that better organization design is related to better employee satisfaction. Clarifying the work and working relationships removes unnecessary barriers and obstacles. Better clarity of position requirements allows better matching of employees to positions. Better Customer Satisfaction Our research shows that better organization design is related to better customer satisfaction. Better design of work facilitates better focus on customer requirements. Better Financial Performance Our research shows that better organization design is related to better financial performance. Doing things right is related to the bottom line. Sustainable Competitive Advantage Since improved organization design is related to better employee satisfaction, customer satisfaction and financial performance, this can provide competitive advantage. Some competitive advantages are easily copied. Successful improvement of organization design requires capability and commitment. It is not easily copied, and can therefore be a more sustainable competitive advantage. Contrary to popular view, competitive advantage is as important in the public and non-profit sectors as it is in the private sector. Significant Return on Investment As shown above, an investment in improving organization design can lead to significant returns. Organization Design Conference 2001 Click here for more information Click Here to Request Information on Organization Design Capelle Associates Inc. 21 The Kingsway Toronto, Ontario Canada M8X 2S9 Tel.: (416)236-3044 Fax.: (416)231-9915 http://www.capelleassociates.com E-mail: info@capelleassociates.com Copyright © 2001, Capelle Associates Inc. All rights reserved. http://srd.yahoo.com/drst/557852/*http://www.capelleassociates.com/text/research.html Research Our Research Shows that Better Organization Design Is Related to Better Organization Performance Our research includes information on organization layering, delegation, compensation, employee satisfaction, customer satisfaction and financial performance. It builds upon over fifty years of field research conducted by Dr. Elliott Jaques. Capelle Associates Inc. uses a valid, research based approach. These examples demonstrate the ways in which we can provide unique added value in helping you meet your performance targets. The Manager-Employee Relationship Relationships between Organization Design and Organization Performance -a Model Relationships between Organization Design and Organization Performance in Canadian Private Sector Companies: Results from Canada's First National Survey Organization Design, Customer Satisfaction and Employee Satisfaction Improve at a Financial Services Company Financial Institutions with Better Organization Design have Higher Employee Satisfaction Organization Design, Customer Satisfaction and Employee Satisfaction of a Bioscience Company Organization Design and Performance of the Global Pension Fund Industry Improvements in Organization Design, Financial Performance and Employee Satisfaction in a Financial Services Business Organization Design and Employee Satisfaction in a Call Centre Improvement in Organization Design and Job Satisfaction in a Distribution Division of a Major Retailer Organization Design, Manager-Employee Relationships and Organization Commitment in a Transportation Division of a Major Retailer Research on Mental Processing Capability Additional Research Additional Research and Materials are available to Senior Executives who are considering using organization design to improve company performance. To obtain access to these restricted pages, please click here and complete the form. Capelle Associates Inc. 21 The Kingsway Toronto, Ontario Canada M8X 2S9 Tel.: (416) 236-3044 Fax.: (416) 231-9915 http://www.capelleassociates.com E-mail: info@capelleassociates.com Copyright © 2001, Capelle Associates Inc. All rights reserved. http://srd.yahoo.com/drst/557852/*http://www.capelleassociates.com/text/index.html Capelle Associates Inc. Optimizing Organization Performance ... By Design? Capelle Associates specializes in helping executives to improve organization performance through better organization design. Organization design focuses on how work is done. This includes organization structure, workflow process and related systems and processes. A well-designed organization facilitates effective and efficient work. An organization that is not well-designed impedes effective and efficient work. Organizations Can Obtain the Following Benefits from Improved Organization Design Better Employee Satisfaction Our research shows that better organization design is related to better employee satisfaction. Clarifying the work and working relationships removes unnecessary barriers and obstacles. Better clarity of position requirements allows better matching of employees to positions. Better Customer Satisfaction Our research shows that better organization design is related to better customer satisfaction. Better design of work facilitates better focus on customer requirements. Better Financial Performance Our research shows that better organization design is related to better financial performance. Doing things right is related to the bottom line. Sustainable Competitive Advantage Since improved organization design is related to better employee satisfaction, customer satisfaction and financial performance, this can provide competitive advantage. Some competitive advantages are easily copied. Successful improvement of organization design requires capability and commitment. It is not easily copied, and can therefore be a more sustainable competitive advantage. Contrary to popular view, competitive advantage is as important in the public and non-profit sectors as it is in the private sector. Significant Return on Investment As shown above, an investment in improving organization design can lead to significant returns. Organization Design Conference 2001 Click here for more information Click Here to Request Information on Organization Design Capelle Associates Inc. 21 The Kingsway Toronto, Ontario Canada M8X 2S9 Tel.: (416)236-3044 Fax.: (416)231-9915 http://www.capelleassociates.com E-mail: info@capelleassociates.com Copyright © 2001, Capelle Associates Inc. All rights reserved. http://srd.yahoo.com/drst/557852/*http://www.capelleassociates.com/text/your_benefits.html Your Benefits Better Organization Structure Better Workflow Process Better Alignment of Positions Better Quality Better Staffing Better Team Working Better Management Better Learning Organization Better Support Function Performance Better Reward and Compensation Systems Better Interpersonal and Intergroup Relations Better Communication Better Performance Management Better Organization Structure Organization structure consists of vertical alignment (number of layers and placement of positions in the correct layers) and functional alignment (grouping of positions). Vertical alignment is improved with the elimination of compression and gaps. Functional alignment is improved with the optimal groupings of functions. The organization structure is the spine of the organization upon which all other organization factors are overlaid. We believe that getting the spine properly aligned is a necessary condition for optimal organization performance. If it is not properly aligned, other factors will be suboptimal. Better Alignment of Positions When the spine is properly aligned, positions can be better aligned. This includes both vertical alignment and functional alignment. It should be noted that the work requirements are different in each layer of an organization. This can lead to better position specifications, including mental processing requirements and competencies. Better alignment of positions also includes both managerial and cross-functional accountabilities and authorities. Better Staffing The work in each layer of an organization is distinct from the work in other layers. It therefore requires a different mental processing capability. This can be assessed and used to manage the organization talent pool. To be successful in a particular position, one requires the appropriate mental processing capability, competencies and valuing of the work. Assessment of capability can be used to determine bench strength to deal with the imminent retirement of many baby boomers. This can also be important in recruiting to better identify high potential candidates. Better Management Removing gaps and compression from the structure is a necessary but not sufficient condition for better management. There should also be a focus on basic managerial work. This varies from layer to layer in the organization. General management accountabilities include providing context and prescribed limits, clarifying outcome expectations, clarifying resource provision, and ensuring the appropriate delegation of authority. Better Support Function Performance Support functions are internally focused functions such as finance, human resources and information technology. Cross-functional accountabilities and authorities can be properly specified and aligned with managerial accountabilities and authorities. Better Interpersonal and Intergroup Relations Interpersonal and intergroup conflict can often result from unclear positions, accountabilities and authorities. Their clarification can significantly reduce conflict and improve working relations. Better Performance Management This usually requires enhancing organization business planning systems and integrating them with individual performance management systems. This also requires building in learning loops to enhance continuous learning. Better Workflow Process Organization design includes the improvement of workflow process. The accountabilities and authorities overlaid on the organization structure clarify who is accountable for every workflow process. A culture of continuous improvement can facilitate continuous improvement of the workflow processes. Better Quality The essence of quality is doing what you say you will do on a continual basis. Quality can be enhanced by the organization structure, position descriptions including accountabilities and authorities, and the performance management system. Better Team Working Teams are primarily natural work teams (a manager and immediate employees) and cross-functional teams (brought together for projects). A clear organization structure is the spine upon which successful teams can be overlaid. This allows for the optimal selection of team leaders and team members, as well as for the optimal positioning of the team within the organization. Better Learning Organization An optimal organization design is the foundation for a Learning Organization. It allows for assessment of both the complexity of work and the requisite mental processing capability. It also provides a talent pool method for projecting future mental processing capability and matching it to future organization requirements. Better Reward and Compensation Systems There is often a lack of alignment between the complexity of work and compensation. Our approach to measuring the complexity of work can rectify many issues. This increases the probability that people who do more complex work will receive higher compensation. Better Communication The organization design provides the framework for organization communication. It is the basis for dissemination of information and for meetings. Meetings are more likely to be effective when overlaid on an organization design that is aligned properly in terms of both vertical and functional alignment. Capelle Associates Inc. 21 The Kingsway Toronto, Ontario Canada M8X 2S9 Tel.: (416)236-3044 Fax.: (416)231-9915 http://www.capelleassociates.com E-mail: info@capelleassociates.com Copyright © 2001, Capelle Associates Inc. All rights reserved. http://srd.yahoo.com/drst/8575603/*http://www.schillercenter.org/WhoAre.htm We are The Schiller Center. We are experts at helping organizations manage change in order to achieve their goals. Founded in 1985, The Schiller Center is a not-for-profit 501(c)3 organization based in Alexandria, Virginia. Sherry Schiller, Ph.D., founder and President of The Schiller Center, is an internationally acclaimed organizational strategist. She has helped thousands of business, government, education and nonprofit leaders understand, anticipate, and effect change. Through Schiller's guidance, these leaders have successfully led their organizations through culture transformations, strategic planning, and realignments. Dr. Schiller is an instructor in the Graduate Executive Development Program at George Washington University. She has taught at numerous other universities, including the University of Michigan, where she earned her Ph.D. Her doctoral dissertation, a study of large-scale innovation efforts, won the university's highest scholarship award. Dr. Schiller has earned a reputation for challenging established assumptions and offering fresh solutions to organizational problems. Her book, Dispelling the Megatrends Myth: A Leader's Guide to Managing Change, offers an effective model for strategic leadership. The Schiller Center is a 501(c)(3) nonprofit organization. HOME who we are | what we do| our philosophy who we help| associations and nonprofits| government agencies private sector companies| arts organizations| education organizations news, views, and reviews| test your leadership| mailbox/book order form http://srd.yahoo.com/drst/8575603/*http://www.schillercenter.org/Mailbox.htm Dispelling the Megatrends Myth: A Leader's Guide to Managing Change "Believing each person can make a difference is the most important first step anyone can take in shaping a positive future. But today something more is required. We must understand the nature of contemporary change and appreciate that it calls for fresh approaches to solving problems. . . . Dr. Sherry Schiller understands that we need to challenge our old assumptions about the future, about change, and about leadership. In this book, she provides a positive framework for managing our entering into that future." --Robert McNamara, from the Foreword "My shelves are full of books on leadership and change, but Dispelling the Megatrends Myth is the one book I come back to over and over. This book has provided guidance when my career has required me to take on new leadership responsibilities and to launch new initiatives. I guard my copy--now dog-eared and underlined in a variety of colors--and make it a policy to lend it only to those I know will return it promptly." --Ann Meier Baker, Director, National School Boards Foundation "It is essential that we not accept the notion that trends alone predicate the future. This is a book of special significance for America as we enter the 21st century." --James Duffy, Former President, ABC-TV Network, and Co-Founder, Project Literacy, U.S. Please visit this page for information on how to order Dispelling the Megatrends Myth: A Leader's Guide to Managing Change. Contact The Schiller Center Get in touch with us at the mailing address or phone number below, or by returning the on-line form below. We welcome your questions and comments! The Schiller Center 801 Duke Street Alexandria, VA 22314 schiller@schillercenter.org Phone: 703-684-4735 Fax: 703-684-4738 I would like to learn more about The Schiller Center. Name: E-mail: Would you like to be on The Schiller Center's mailing list? Yes---- No Mailing address: Additional comments or questions: The Schiller Center is a 501(c)(3) nonprofit organization. HOME who we are| what we do| our philosophy who we help| associations and nonprofits| government agencies private sector companies| arts organizations| education organizations news, views, and reviews| test your leadership| mailbox/book order form http://srd.yahoo.com/drst/8575603/*http://www.schillercenter.org/Form1.htm Dispelling the Megatrends Myth: A Leader's Guide to Managing Change Please print and mail this order form. Please send me copies of Dispelling the Megatrends Myth at $28 per book plus $4 for shipping and handling. My check, payable to The Schiller Center, is enclosed. Virginia residents add 4.5% sales tax. Name Company Address Phone E-mail Would you like to be included on The Schiller Center's mailing list? Yes No Mail to: The Schiller Center 801 Duke Street Alexandria, VA 22314 Any Questions? Phone: 703-684-4735 Fax: 703-684-4738 email: schiller@schillercenter.org http://srd.yahoo.com/drst/8575603/*http://www.schillercenter.org/WhatDo.htm Regardless of its shape or size, every organization today is facing rapid, unprecedented change. Organizational leaders increasingly recognize that in order to keep their competitive edge they need to adopt practices that encourage excellence, promote innovation, improve communications, and reinforce cooperation and teamwork. More and more, these leaders become frustrated with their inability to get their organizations and employees to behave in new ways. When they decide to seek help in understanding and managing change, they turn to The Schiller Center. One key to the Center's success is its ability to clarify an organization's purpose and then assist that organization in aligning its policies, practices, systems, structures, and culture with that purpose. Another key to success stems from The Schiller Center's ability to assess the specific needs of each client and then provide leverage-point interventions that shift the organization toward optimal performance. To meet the assessment and training needs of its clients, The Schiller Center employs a host of outstanding diagnostic instruments and inventories. The Schiller Center is intimately familiar with the complexity of organizational change, having inaugurated change initiatives in such diverse organizations as the National Rural Electric Cooperative Association, the Royal Winnipeg Ballet, the Minnetonka, Minnesota Public Schools, and the Corporation for National Service. We help people in organizations: Provide collaborative, strategic leadership Build and maintain constructive cultures Align organizational competencies, structures, systems, and technologies with mission and goals Optimize individual, team, and organizational performance Improve communications and trust We help clients achieve tangible and visible results in these areas by providing: Strategic planning facilitation On-site consulting Keynote presentations Organizational effectiveness audits Training Planning retreats and forums Meeting facilitation Executive counseling and mentoring The Schiller Center is a 501(c)(3) nonprofit organization. HOME who we are| what we do | our philosophy who we help| associations and nonprofits| government agencies private sector companies| arts organizations| education organizations news, views, and reviews| test your leadership| mailbox/book order form http://srd.yahoo.com/drst/42773432/*http://www.tapventures.com/htm/press_2001/press_june13.htm June 13, 2001 Innovative Future Shop Project Awarded to TAP Vancouver, BC- TAP Ventures is delighted to have been awarded a vital contract by Future Shop to develop their new corporate electronic communication vehicle, known as the Future Shop Gateway. The goal of the Future Shop Gateway is to act as the single portal for employees to access all corporate information and applications. It will allow all Future Shop associates to easily gain access to the various operational systems and data sources throughout the organization. TAP was the only company to demonstrate a working prototype of its proposal to Future Shop, based on its own employee portal, OnTAP. "This is a fundamental part of our long-term business strategy, which is to practice what we preach," says David Crouch, President and CEO of TAP. TAP's approach met with approval from the decision team at Future Shop, beating off strong competition to win this key contract. Bill Akam, Director Strategic Programs for Future Shop, says "With TAP we got everything we were looking for in a partner for our Future Shop Gateway initiative. They created the proposal with the best value, backed it up with a strong visual presentation of what to expect and have since demonstrated an approach which encourages a team culture as opposed to the typical contractor/supplier relationship." TAP Ventures, Inc. is a next-generation consulting company that specializes in web-enabled service delivery, web-based knowledge management, web-accessible business intelligence, and employee and customer service portals. For more information, visit www.tap.ca or www.tap.TV- Knowledge hub for the next economy. About Future Shop: Future Shop is Canada's largest, fastest-growing national retailer and e-tailer of consumer electronics products for the digital age, with 88 superstores, and the nation's premier online electronics superstore, at futureshop.ca. Future Shop and its 7,500 associates are committed to providing Canadians with fast, friendly service, the latest digital products such as DVD players and wireless internet devices, and a wide selection of televisions, computers, music, and appliances. Future Shop is listed on the Toronto Stock Exchange under the symbol FSS. For more information about Future Shop, please visit us online at www.futureshop.ca. CONTACT: TAP Ventures Kelly Dickinson, Marketing Phone: 604.609.6259 Email: kdickinson@tap.ca http://srd.yahoo.com/drst/42773432/*http://www.tapventures.com/index.htm http://srd.yahoo.com/drst/42773432/*http://www.tapventures.com/htm/overview.htm TAP Advantage Clients from our early days are still with us. That's because we work hard to give our clients all the benefits of the TAP advantage: Total solutions- With the breadth in our team, we can deliver a total solution for solving your business challenges in all key areas of business performance - technology, activities and people. Business partnering- We share our skills and insights with you so the benefits of our relationship continue beyond the contract. Teamwork- We work with our clients and each other to create a team that delivers success. Effective project management- We manage your project professionally to ensure we deliver on time and within budget. Quality- We assign a Quality Partner to your project to ensure we meet your requirements and continuously challenge our standards of quality. Technological innovation- We use state-of-the-market technologies to create innovative and creative solutions with long-lasting benefits. http://srd.yahoo.com/drst/42773432/*http://www.tapventures.com/htm/our_clients_partners.htm Client Philosophy Our focus is to be our clients' preferred partner. We are proud of our diverse client base, and long-term client relationships. Clients from our early days are still with us, and we're working with new clients on recently awarded opportunities. Some of our most outstanding work includes: Mellon Investor Services Future Shop Air Canada BC Hydro BC Government Partner Philosophy Complimenting the range of our service lines are selected strategic partnerships, giving us access to next generation products, including: Autonomy, Baydon Solutions (Assistware Product), Microsoft, Oracle. We are strategically and operationally committed to our partnerships and alliances. We select organizations that enable us to: Provide comprehensive client solutions Grow our organization Provide a faster implementation focus path http://srd.yahoo.com/drst/468769/*http://www.totallearning.com.au/public_html/learning_nf.html Learning Site Index "They know enough who know how to learn" Henry Adams About Us Anagrams Archtypes Bookmarks Catalyst Change Clarifying Clients Coaching Communication Consoling Contact Culture Elements Empowerment Five Guestbook Home Learning Needs Paradigms Quotes Read Me ! Responses Services Software Archive Spirit of Business Test Page Trends TLC Info WWW links The Four Stages of Learning A simple Learning Model The Experiential Learning Cycle How to learn from EVERY experience you have in life Learning and Brain Chemistry Some prerequisites for Learning Learning and Change What is the relationship between them? The TLC Learning Centre Four Stages of Learning Top The Four Stages of Learning 1 Unconsciously Unskilled We don't know what we don't know... 2 Consciously Unskilled We discover a learning defecit 3 Consciously Skilled We grasp the basics of the new skill 4 Unconsciously Skilled We master the ability Let's look at this cycle through an example... A child sees other children riding bikes. It looks fun and exciting. She wants one. At this stage she is completely unaware of the physical requirements - balance, hand-eye co-ordination etc which are necessary. She is Unconsciously Unskilled The child gets the bike. In a state of great excitement and anticipation gets on the bike and starts to ride ... She overbalances and falls off, surprise, pain, dignity injured! She is now Consciously Unskilled The child gets encouragement, a 'helping hand' and some coaching. Gives the task lots of focus and regularly "get's up and climbs back on". She learns by correction. She becomes Consciously Skilled Over time, with regular riding and experience of a variety of conditions and locations, she becomes Unconsciously Skilled. She can ride without thinking, she has mastered (this type of) cycling. Never allow the confidence of Unconsciously Skilled to become the arrogance of Unconsciously Unskilled Learning Cycle Experiencing Publishing Processing Generalising Applying The Experiential Learning Cycle The five stages in the experiential learning cycle are; A structured group Activity Experiencing - The Activity Phase Experiencing occurs naturally in all life situations, in training we structure events to generate specific experiences. Almost any activity that involves either interpersonal interaction or some form of self-assessment can be regarded as the "activity phase" of the cycle. Obviously, if the process stops after this stage all potential learning has not occurred. Common individual and group activities include: solving problems and sharing information giving and receiving feedback making products or models planning, analysing and negotiating role playing communicating verbally or non verbally The Objectives for these 'staged' activities are often general and are expressed in terms such as "to explore ...", "to examine..." and "to identify..." as the intention is to create an environment where participants can learn through discovery. The precise learning cannot be established beforehand; all that can be established prior to the experience is the process the group will follow to publish, process, generalise and apply the learning that arises from whatever happens, whether expected or not. CYCLE I felt ... I heard ... I saw ... My state .. Publishing - Sharing Reactions and Observations The purpose of this phase is to make available to the group the experience of each individual. It involves finding out what happened within and to individuals while the activity was in progress. It's a general 'data gathering' phase and it is important to stick to sharing feelings, reactions and observations and NOT to skip ahead to generalising - inferring principles from what happened. Structured techniques such as the following help to create the right environment for publishing; Recording or logging events during the activity; charting things such as: productivity satisfaction confidence communication leadership Subgroup sharing; generating lists such as "What I saw / How I felt" Ratings; develop a means of rating the relevant dimensions of the activity - tally and average these measures Posting; record entire groups input on flip charts CYCLE Review: What really happened? Processing - Discussing Patterns and Dynamics This is the key phase of experiential learning - the systematic examination of the commonly shared experience by those involved. During this stage the group addresses the question "What actually happened?" and attempts to reconstruct the patterns and interactions of the activity. Processing must be structured and focused if it is to produce useful input for the next phase, Generalising. Unprocessed data is 'unfinished business' and can interfere with participant concentration... Some useful techniques for processing are; Key terms; posting a list of dimensions to guide discussion Thematic discussion; looking for recurring topics from the individual reports Interpersonal feedback; the effect of behaviours on other participants Data Analysis; examining trends and correlations in ratings CYCLE This step should be worked through thoroughly before progressing; participants need to look at what happened in terms of group dynamics and behavioral trends NOT in terms of 'meaning'. Participants often anticipate the next phase and make premature generalisations. Look for Patterns Habits Generalising - Developing 'Real World' Principles The key question to be answered now is"So what?" The major premise of experiential learning is that of pattern. Pattern implies that there is an order, an inter-relationship, to the elements of a situation and that these elements occur with some regularity. The concept of pattern unites previously isolated phenomena. When the inter-relationship of elements is understood in one situation, this understanding can be generalised and applied to other situations. If Learning is to transfer to the 'real world' it is important that participants extrapolate the experience from the training scenario to the outside world. The group focus on situations in their work or personal lives which are similar to those in the activity. Their task is to abstract from the processing phase some principles which could be applied 'outside'. Generalisations are made about "what tends to happen" NOT "what happened in this particular case". This phase is what makes structured experiences practical. Useful Generalisation strategies include; Key terms; posting topics such as "leadership","communication","feelings" to focus generalisations Individual analysis; writing or saying "What I learned today was ...","What I'm beginning to learn is ..." Sentence completion; completing phrases such as "The effectiveness of shared leadership depends on ..." Guided Imagery; imaging realistic situations 'back home' and determining what they have learned which may be applicable CYCLE How do I apply the learning? Now what? Applying - Planning Effective Use of Learning The final phase of the cycle is the purpose for which the previous four have taken place. The central question in this phase is"Now what?", as the group applies generalisations to actual situations. Structure is important here for both effective learning and commitment to action. Practices which can be used include; Contracting; making explicit agreements with one another about applications Subgrouping; in interest groups, discussing specific generalisations in terms of what can be done more effectively Consulting pairs or triads; taking turns helping one another with back-home problem situations and applying generalisations Goal setting; developing applications of generalisations according to goal criteria Practice session; role playing situations to practice 'new' behaviour or simulations to apply new knowledge It is important to note that the cycle passes from the Applying phase on to the Experiencing phase. This is because the application of the learning is a new experience in itself and should be examined inductively. Top What structured experiences "teach" is a way of using one's everyday experiences as data for conscious learning- sometimes called "re-learning how to learn". Brain Chemistry Learning and Brain Chemistry Our brain needs particular levels of key chemicals to function properly. One of the key chemicals for learning is adrenalin. We need adrenalin in our brain to enable the synapses to pass the electrical spark from one neuron to another. Without sufficient adrenalin the spark does not cross the cell boundary and a new electrical pattern is not created. Learning (a new electrical pattern in our brain) has not taken place. In many learning situations 'teachers' often cause high levels of adrenalin through excitement, passion, thrill, anxiety, and a variety of other stimuli. Although they may not often understand why, this helps their 'pupils' to learn as it has increased adrenalin levels and hence the chance of new electrical patterns emerging. Research is beginning to show that people who suffer from Alzheimer's Disease have a non-functioning adrenal gland. Their systems never get enough chemical to spark, therefore they have few new learnings - and have considerable difficulty in recalling 'old' ones. Without the 'oil in the engine' the car just won't go... The most effective learning uses all stages of the experiential learning cycle above. Top For TOTAL LEARNING to take place; i.e. a meaningful and permanent change to occur on all levels, then all the essential elements must be included in each phase of the cycle. Learning and Change Learning and Change - What's the Relationship? LEARNING CHANGES YOU and CHANGE REQUIRES LEARNING They are two aspects of the same continuum ... Top Copyright ©2000 Total Learning Company Pty Ltd ACN 060 801 792 All Rights Reserved Home http://srd.yahoo.com/drst/468769/*http://www.totallearning.com.au/public_html/about_us_nf.html About Us Site Index a boutique australian consultancy About Us Anagrams Archtypes Bookmarks Catalyst Change Clarifying Clients Coaching Communication Consoling Contact Culture Elements Empowerment Five Guestbook Home Learning Needs Paradigms Quotes Read Me ! Responses Services Software Archive Spirit of Business Test Page Trends TLC Info WWW links We are a Learning and Change consultancy offering a range of specialist advisory, business development, training and personal services. We have extensive experience in change and project management across many industries. The company operates on a knowledge network basis, bringing a specific blend of skills and expertise to bear on the unique set of challenges faced by our clients. Many of those involved in TLC run successful businesses of their own, each has a particular area of expertise - all are highly experienced in change. The idea of networking is not new to anyone in business, however, networking professional skills and business expertise in the design and delivery of development programmes for the benefit of a client is unusual. By synthesising skills and expertise in this way we can access and utilise the best possible thinking and abilities available - thereby delivering high quality outcomes for our clients. Key Differentiators; Our experience and expertise Our perspective of long-term relationships over a short-term sale Working in partnership throughout implementation and beyond Using integrated, highly effective facilitation and delivery styles Being outcome driven with tight measurement criteria Understanding the challenges faced by the initiators of change ... and those faced by the recipients and participants of change We design all our own materials to specifically addresses your needs local content and style highly flexible and adaptable accelerated learning methodology your own "brand" on the training programme or material Contact Us Copyright ©2000 Total Learning Company Pty Ltd ACN 060 801 792 All Rights Reserved Home http://srd.yahoo.com/drst/468769/*http://www.totallearning.com.au/public_html/anagrams_nf.html Anagrams Site Index of TOTAL LEARNING COMPANY ... About Us Anagrams Archtypes Bookmarks Catalyst Change Clarifying Clients Coaching Communication Consoling Contact Culture Elements Empowerment Five Guestbook Home Learning Needs Paradigms Quotes Read Me ! Responses Services Software Archive Spirit of Business Test Page Trends TLC Info WWW links ARCTANGENT POLYNOMIAL LATERAL COMPANY TONING INTOLERANT COMPANY LAG ORNAMENTAL ACTING PLOY PROTECTING LOYAL MANNA TONNAGE TYPICAL NORMAL ALIGNMENT COLONY APART TOLERANTLY AMONG PANIC LIT PENTAGONAL ACRONYM PATROLLING YEOMAN CANT COMPLIANT NOTARY ANGEL ANNOTATING CLEARLY MOP CONGENITAL PARLAY MONT IGNORANTLY PLANET COMA ENCRYPTING ATONAL LOAM ANNOTATING CALMER PLOY POLYGLOT MAN INCARNATE Thomas A. Truelove ALIGNMENT CARTOON PLAY TEMPORALLY ACTING ANON Do you have an Anagram of Total Learning Company ? email your entry to: anagram@totallearning.com.au Copryright©2000 Total Learning Company Pty Ltd ACN 060 801 792 All Rights Reserved Home http://srd.yahoo.com/drst/468769/*http://www.totallearning.com.au/public_html/energy_a_nf.html Energetic Archtypes Site Index Prince / Prisoner . Motivator / Moaner .Villain /Victim . Rebel / Rescuer About Us Anagrams Archtypes Bookmarks Catalyst Change Clarifying Clients Coaching Communication Consoling Contact Culture Elements Empowerment Five Guestbook Home Learning Needs Paradigms Quotes Read Me ! Responses Services Software Archive Spirit of Business Test Page Trends TLC Info WWW links All of humanity is dealing with similar life issues, albeit from some very different perspectives, and within a wide range of environmental circumstances. We have similar life issues because we are 'responding' to a number of common stimulii with similar psychological drivers. These drivers exist as a blend within us all - the exact blend depends on our parents, upbringing, education and adult role models to name but a few of the influeners at work. < ---------- Four scales map out the drivers ---------- > OPEN Emotionally mature Objective Honest Expressive Responsive TOWARD Empathic Building Compromise Future focussed Physical contact HIGH ENERGY Energising Inspiring Empowering HIGH SELF ESTEEM I make a difference "Whatever it takes..." Optimism CLOSED Emotionally Immature Subjective Deceipt & Denial Monotone Reactive AGAINST Self absorbed Destroying Win Lost in nostalgia Isolation LOW ENERGY Ennervating Demoralising Recruiting LOW SELF ESTEEM I'm powerless "What won't work..." Pessimism Prince Rescuer Victim Moaner Prisoner Villain Rebel Motivator Return Here How we deal with these drivers, how we respond to life stimulii and how we behave and interact with others, all play a key part in our effectiveness as a fully rounded human being. Prince OPEN, HIGH SELF-ESTEEM, EMPATHY, TOWARD Characteristics Generous, confident, caring, thinker Goals Doing 'good' (by own definition and value set) Fears Lack of purpose and meaning to life Grow by Doing physical tasks with no chance of reward or recognition Rescuer TOWARD, HIGH SELF-ESTEEM, SYMPATHY,OPEN Characteristics Intense, clinging, arrogant, listener Goals Demonstrating skills and expertise Fears Being seen as needy Grow by Taking a bigger perspective; some things are best left alone Victim TOWARD, LOW ENERGY, SYMPATHY,CLOSED Characteristics Attentive, needy, apathetic, talker Goals Being proved right (about self-beliefs) Fears Personal responsibility Grow by Set a goal, work to acheive that goal, set another goal Moaner CLOSED, LOW ENERGY, APATHY, TOWARD Characteristics Negative, despondant, fault-finding, complainer Goals Everyone around me feeling as bad as I do Fears Optimism, enthusiasm, determination Grow by Channelling your verbal energies elsewhere; keeping quiet & listening Prisoner CLOSED, LOW SELF-ESTEEM, APATHY, AGAINST Characteristics Wronged, bitter, defensive, protagonist Goals Getting back Fears Being hurt or restrained Grow by Facing and assessing your thoughts and feelings Villain AGAINST, LOW SELF-ESTEEM, ANTIPATHY, CLOSED Characteristics Quick, sharp, secretive, ruthless Goals To be first, to be safe Fears Losing anything Grow by Willingly sharing all that you have Rebel AGAINST, HIGH ENERGY, ANTIPATHY, OPEN Characteristics Charismatic, values-driven, opinionated, warrior Goals To fight and win for a cause Fears Lack of purpose, stability Grow by Finding like-minded souls and working for the highest purpose Motivator OPEN, HIGH ENERGY, EMPATHY, AGAINST Characteristics Inspirational, passionate, purposeful, leader Goals Achieving a change for the common good Fears Not achieving 'life purpose' Grow by Focussing your energies Most people are a mixture of two adjacent 'types' The most effective, and those following self-actualisation needs, strive for the Motivator - Prince combination Copyright©2000 Total Learning Company Pty Ltd ACN 060 801 792 All Rights Reserved Home http://srd.yahoo.com/drst/29229/*http://www.waria.com/books-wf1.htm Workflow And Reengineering International Association Home Bookstore Comparative Study Excellence Awards Industry News Databases WF Vendors A-L WF Vendors M-Z WF Consultants Groupware Vendors Groupware Consultants Web Sites Job Exchange Industry Events Join WARIA WARIA Benefits Visit these associated organizations: AIIM BPMI.org e-workflow.org WfMC Workflow Titles Business Process Implementation : Building Workflow Systems~ Usually ships in 24 hours Michael Jackson, Graham Twaddle / Hardcover / Published 1997 Our Price: $42.19 Excellence in Practice : Innovation and Excellence in Workflow and Imaging Usually ships in 24 hours Layna Fischer, Connie Moore (Introduction) / Hardcover / Published 1997 Our Price: $40.00~ You Save: $10.00 (20%) Average Customer Review: Read more about this title... Excellence in Practice : Innovation and Excellence in Workflow and Imaging Vol II Usually ships in 24 hours Layna Fischer / Hardcover / Published 1999 Our Price: $50.00 Average Customer Review: Read more about this title... Excellence in Practice Volume III: Innovation & Excellence in Workflow Process and Knowledge Management Usually ships in 24 hours Layna Fischer / Hardcover, Published 2000 Average Customer Review: Our Price: $50.00 Read more about this title... Excellence in Practice Volume IV: Innovation & Excellence in Workflow and Knowledge Management To be published October 2000 Layna Fischer / Hardcover, Published 2000 Our Price: $50.00 Read more about this title... Groupware, Workflow and Intranets : Reengineering the Enterprise with Collaborative Software~ Usually ships in 24 hours Our Price: $29.56 ~ You Save: $7.39 (20%) Introduction to Groupware, Workflow, and Workgroup Computing~ Usually ships in 24 hours Setrag Khoshafian, Marek Buckiewicz (Contributor) / Paperback / Published 1995 Our Price: $33.99 ~ You Save: $6.00 (15%) Average Customer Review: New Tools for New Times : The Workflow Paradigm ~ Usually ships in 24 hours Layna Fischer / Paperback / Published 1995 Our Price: $29.70 You Save: $5.24 (15%) Average Customer Review: Read more about this title... Production Workflow: Concepts and Techniques ~ Usually ships in 24 hours Frank Leymann, et al / Textbook Binding / Published 1999 Our Price: $58.00 Average Customer Review: The Workflow Imperative: Building Real World Business Solutions~ Usually ships in 24 hours Thomas M. Koulopolous / Hardcover / Published 1995 Our Price: $36.95 Average Customer Review: Workflow Handbook 2001 ~ Usually ships in 24 hours edited by Layna Fischer Published OCTOBER 2000 Quality hardcover. 420 pages. US $95.00 Retail. Size: 7" x 10" ISBN 0-9703509-0-2 Average Customer Review: Quality laminated hardcover. Illustrations, charts, references, appendices, bibliography, index. More Workflow Titles >> BOOKSTORE Reengineering Titles Workflow Titles Research/Papers Workflow Groupware ORDER FORM CD ROM Companion to Workflow Handbook 2001 Now shipping! Order your copy today! [ Home ] [ Bookstore ] [ Comparative Study ] [ Excellence Awards ] [ Industry News ] [ Databases ] [ WF Vendors A-L ] [ WF Vendors M-Z ] [ WF Consultants ] [ Groupware Vendors ] [ Groupware Consultants ] [ Web Sites ] [ Job Exchange ] [ Industry Events ] [ Join WARIA ] [ WARIA Benefits ] Send mail to webmiz@waria.com with questions or comments about this web site. Copyright © 2000 Workflow And Reengineering International Association All rights reserved. Last modified: June 18, 2001 http://srd.yahoo.com/drst/29229/*http://www.waria.com/study-2001.htm Workflow And Reengineering International Association Home Bookstore Comparative Study Excellence Awards Industry News Databases WF Vendors A-L WF Vendors M-Z WF Consultants Groupware Vendors Groupware Consultants Web Sites Job Exchange Industry Events Join WARIA WARIA Benefits Visit these associated organizations: AIIM BPMI.org e-workflow.org WfMC Volume I, Management Summary Volume II, Definition of Workflow Comparison Criteria Volume III, Workflow Comparative Analysis PRODUCT DESCRIPTIONS WORKFLOW COMPARATIVE STUDY 2001 Edition ORDER FORM The 2001 edition introduces two new products: Eastman Enterprise Workflow high-end production workflow with integrated imaging capabilities; Bizflow 2000 a flexible administrative and light production form-based workflow for the Internet recently introduced in the US Market by Korean Handysoft company. The new Study also incorporates a major review of offerings from other vendors: Staffware Internet and application integration new features, Panagon Workflo a ready-to-use Internet version of Visual Workflo with integrated document management and ease of use for end users, enhanced versions of the Dolphin entry-level product and TeamWARE Flow from Fujitsu, consolidation of MQSeries Workflow with performances optimization and XML based co-operation support, a new orientation towards application integration workflow from TIBCO/InConcert, enhanced all channels deployment of InTempo with "reach forms" form JetForm, and consolidation of the quickly ramping up W4 Internet product. "Our research indicates a strong reinforcement of the Workflow industry with products showing an ever-increasing level of features, making it even more challenging for new-comers to the market," says Martin Ader, researcher and industry analyst. READ MORE ABOUT... The Methodology Volume I, Management Summary Volume II, Definition of Workflow Comparison Criteria Volume III, Workflow Comparative Analysis Product Descriptions For IT Directors, and Architects, Consultants and Analysts as well as Workflow vendors and VAR Product Marketing and Sales Directors, this report provides a comprehensive framework for comparing workflow engines and products. It includes a competitive analysis of workflow products developed by COSA Solutions, Eastman Software, FileNet, Fujitsu (TeamWARE Group), HandySoft, IBM, JetForm, SER, Staffware, TIBCO, and W4. READ MORE ABOUT... Volume I, Management Summary Volume II, Definition of Workflow Comparison Criteria Volume III, Workflow Comparative Analysis PRODUCT DESCRIPTIONS ORDER FORM DELIVERY Electronic version delivered by email immediately upon payment; contains multiple spreadsheets to score other products 8% discount available for WARIA, and WfMC members PREVIOUS EDITIONS WAS SOLD IN THE 29 COUNTRIES, FIVE CONTINENTS ... NORTH AMERICA CANADA, USA SOUTH AMERICA CHILE, ARGENTINA ASIA TAIWAN, KOREA, JAPAN, INDIA AFRICA SOUTH AFRICA MIDDLE EAST ISRAEL AUSTRALIA AUSTRALIA EUROPE AUSTRIA, BELGIUM, DENMARK, ENGLAND, FINLAND, FRANCE, GERMANY, IRELAND, ITALY, LUXEMBOURG, NETHERLANDS, NORWAY, POLAND, PORTUGAL, SPAIN, SLOVAKIA, SWEDEN, SWITZERLAND IN ALL INDUSTRIES Utilities Air carrier, Post Offices, Telephone Operators, Airports, .... Manufacturing Electronics, Motors, Car, Computers, ... Finances Banks, Credit, Insurance, .... Government State, Local, Air Force, Labor Department, Coast Guard, ... Retail Distributors, Clothing, Machinery, .... EDP providers Software houses, Software Vendors, VAR, Computer Manufacturers, Integrators, Consultants ... Energy Petroleum, Gas, Electricity, Nuclear power, ... Communication Publishers, DotCom's, TV, Radio, .... Health Pharmaceutical, Hospitals .... SELECTED QUOTES Technical Architect in a financial services group " Your classification of workflow applications is really valuable and the best I have come across up to date. Your evaluation approach and detail is impressive " ENGLAND: Tony Hendley, Technical director, Information Management & Technology " This is an extremely valuable analysis as, in addition to the nine products evaluated, the criteria can be used to evaluate any WFM software package "....." The (volume 3 ) study provides much detailed analysis which is well worth the price of the study on its own "..." Overall, the study is worth its weight in gold, It would save any project team weeks of work.. "..." That is good value for money when you consider how long it would take to collect anything near this amount of information " GERMANY: Computerwoche A detailed description and summary of the Workflow Comparative Analysis by Martin Ader, from W&GS. FRANCE: Sabine Bohnke, 01 Informatique "Progiciels, comment s'y retrouver dans le flot des workflow" .." Pour faire son marché, une étude de W&GS compare neuf moteurs sur la base de douze critères. .. Ils ont le mérite de définir une segmentation de l'offre qui tend à prouver que le produit universel n'existe pas " ( To go shopping, a W&GS study compares 9 workflow engines on twelve criteria. .....their merit is to define a market segmentation which tends to prove that the universal product does not exist) FRANCE: Cédric Nicolas, Eric Bricier , Informatique Magazine, "Dans son étude comparative, le consultant Martin Ader a noté, suivant 247 critères, neuf des principaux moteurs de workflow "(In its comparative study, the analyst Martin Ader scored, out of 247 criteria, nine of the main workflow engines) EUROPE: Document World, "Workflow has grown into a mature software business domain with recognized potential for increasing organisation's efficiency, productivity and quality of services. But it still remains too much a concept under which different implementations find a convenient marketing umbrella. Suppliers who attract potential buyers without giving them a clear perspective won't contribute to making workflow an acceptable technology. Users need to have a means of being able to select from over a hundred product offerings available today. Martin Ader takes the challenge and analyses seven workflow engines." 2001 EDITION SAMPLE You can receive a pdf sample with some 20 pages extracted from Volumes 1, 2 and 3 with full Tables of Content from each volume. Click here A Unique report This study's characteristics make it a must for anyone involved in developing a workflow strategy or with a role in the product selection and purchase decision. It is a comparative study where each product is analyzed and ranked using the same check-list. It is a detailed study that looks at 200 features, grouped into 12 criteria. Each item is scored for each products : more than 2 000 individual scores ! It is an in-depth study, going into the smallest details of the technical documentation of each product. Save days to months For the price of a day of high level consulting you will save: days of work by reading the management summary providing three clear and concise articles. weeks of work with the comprehensive criteria definition, with a detailed justification of each of the 200 features. It will form the basis for comparing other products should you need them. months of work by going through the comparative study discussing the implementation of each item for each product. This is based on the compilation of more than 10,000 pages of product documentation. READ MORE ABOUT... Volume I, Management Summary Volume II, Definition of Workflow Comparison Criteria Volume III, Workflow Comparative Analysis PRODUCT DESCRIPTIONS ORDER FORM Who Needs this Report? IT Directors and IT Architects who have to select workflow products to support today's demanding business needs of their organizations. Workflow Consultants who need to have the best possible information to assist their customers in taking strategic decisions. Workflow Market Analysts who always need a fresh perspective on workflow to enrich their market and product knowledge. Product Marketing Directors of Workflow Vendors who have a need for comprehensive competitive analysis. This report does just that, giving them more time to concentrate on their key business: sales and marketing. Sales Directors of Workflow Distributors and Value Added Resellers (VARs) who need to position their products against other offerings when bidding for projects. This report will give them a tool for quantitative and qualitative analysis. The Methodology The methodology is based upon 12 comparison criteria representing all possible users requirements, and an in-depth analysis of the technical documentation of each product. Each criterion is classified into product features. Each product score for each criterion is the result of combining features scores through weight expressing their relative importance. Each feature comprises elementary characteristics precisely described (Volume II). The score of a product for a feature is the sum of its scores for all the feature’s characteristics. Each score is justified by a description of how it is supported (Volume III). The result is summarized in the form of a bar chart presenting the scores for the 12 criteria, the aggregated scores obtained by the product for some 200 characteristics precisely justified Criteria definition and decomposition is based upon the author ‘s experience: ten years of workflow research, competitive analysis for Bull and Wang Software, and three years of consulting for workflow users in all industries. The evaluation itself is based upon the whole technical documentation of each product, over 10,000 pages!. This is the most reliable methodology since this documentation must accurately describe each characteristic, otherwise the vendor would have to face high support costs and unsatisfied user. Each organization has in hands the means to precisely select important characteristics for their applications, and tune weights accordingly, leading to a fully tailored evaluation of each product in their specific situation. For example, the multilingual support feature weight might be of no importance in the USA, while it might be essential in a country like Switzerland. Thanks to its systematic and in-depth process, the Workflow Comparative provides you: a precisely defined set of criteria, features and characteristics that can be reused; an in depth analysis of each products based upon its technical documentation; means to adjust weights to your requirements, and to instantly re-evaluate all the charts. READ MORE ABOUT... Volume I, Management Summary Volume II, Definition of Workflow Comparison Criteria Volume III, Workflow Comparative Analysis PRODUCT DESCRIPTIONS ORDER FORM About The Author 16 years' of in-depth experience in workflow research and development, competitive analysis, and consulting. Martin Ader set up and managed the Bull Workflow research team in 1987. The team was later transferred to Wang Software (now Eastman Software), where Martin Ader became responsible for European Workflow Marketing. In 1996, he created his own consultancy firm, Workflow & Groupware Stratégies(W& GS). Martin Ader represents W& GS (a funding member) at the WfMC steering committee with voting right. Ader participates in the Workflow and Reengineering International Association ( WARIA) and is a Funding member of the Workflow Management Coalition ( WfMC). He has published books, articles, papers, and participates to conferences in Europe, USA and Asia. Matin Ader runs intensive workshops on workflow engines selection world-wide. Packaging Criteria Definition (Volume II) alone: Should you want just to compare other products, Volume II alone will provide you, at a reasonable cost, the whole product checklist from which you can instantly build your own shopping list. Paper copy: Three volumes of quality printing, in full color. Single user electronic and paper copy: Acrobat formatted color documents with hyper-links to vendor's webs. Password protected for single user and delivered with a paper copy. Company license and paper copy: includes the electronic copy, the paper copy, and a license to distribute them to full time employees of the contracting company. Each electronic copy includes your personal decision support system tool: Multiple spreadsheets allow you to add and score other products, tune weights to your own needs, instantly update 12 radar charts and 24 bar charts. Price List and ORDER FORM All countries except Europe Sales tax for Florida residents not included. Shipping charges are extra according to destination and delivery method. Criteria Definition (Volume II) alone US$ 390 Paper copy (Volumes I, II, III) US$ 1,250 Single user electronic and paper copy US$ 1,950 Company electronic and paper copy US$ 3,750 8% membership discount to WARIA or WfMC members Europe Shipping is included via certified postal service. 19,6% VAT to be added on all France resident's orders, and European orders without a VAT number. Criteria Definition (Volume II) alone EURO 500 Paper copy (Volumes I, II, III) EURO 1 500 Single user electronic and paper copy EURO 2 400 Company electronic and paper copy EURO 4 500 8% membership discount to WARIA or WfMC members Corporate and Government Library orders should be directed to info@wngs.com, or waria@waria.com. READ MORE ABOUT... Volume I, Management Summary Volume II, Definition of Workflow Comparison Criteria Volume III, Workflow Comparative Analysis PRODUCT DESCRIPTIONS ORDER FORM BOOKSTORE Reengineering Titles Workflow Titles Research/Papers Workflow Groupware ORDER FORM CD ROM Companion to Workflow Handbook 2001 Now shipping! Order your copy today! [ Home ] [ Bookstore ] [ Comparative Study ] [ Excellence Awards ] [ Industry News ] [ Databases ] [ WF Vendors A-L ] [ WF Vendors M-Z ] [ WF Consultants ] [ Groupware Vendors ] [ Groupware Consultants ] [ Web Sites ] [ Job Exchange ] [ Industry Events ] [ Join WARIA ] [ WARIA Benefits ] Send mail to webmiz@waria.com with questions or comments about this web site. Copyright © 2000 Workflow And Reengineering International Association All rights reserved. Last modified: June 18, 2001 http://srd.yahoo.com/drst/29229/*http://www.waria.com/awards_criteria.htm Workflow And Reengineering International Association Home Bookstore Comparative Study Excellence Awards Industry News Databases WF Vendors A-L WF Vendors M-Z WF Consultants Groupware Vendors Groupware Consultants Web Sites Job Exchange Industry Events Join WARIA WARIA Benefits Visit these associated organizations: AIIM BPMI.org e-workflow.org WfMC Submit an entry 2000 Winners Past winners Marvin Manheim Workflow Award Global Excellence in Workflow Awards 2001 Deadline is November 30, 2001 Awards Rules, Criteria and Overview Please read these rules, criteria and guidelines BEFORE proceeding to the ENTRY FORM This year, the Awards (now being presented for the 12 th time) will be presented at AIIM San Francisco being held in March 2002. The awards are sponsored jointly b y t he Workflow Management Coalition(WfMC), Giga Information Group and the Workflow And Reengineering International Association (WARIA). These prestigious awards are used to recognize user organizations that have demonstrably excelled in implementing innovative workflow solutions to meet strategic business objectives. The date of the Awards ceremony will be announced shortly. In addition to receiving awards, the case studies of the winning corporations and selected finalists will be published in the NEXT Volume of Excellence in Practice by Future Strategies Inc., publishers of the best-selling New Tools for New Times series ( The Workflow Paradigm and Electronic Commerce) and will be edited by Layna Fischer, WARIA chair. If feasible, demonstration software of the technology used by the winning case studies will be included on a CD-ROM accompanying the book. The Excellence Awards The awards are to user organizations demonstrating excellence in workflow. There are no sub-categories. Particular attention, however, will be paid to workflow implementations that show workflow extending beyond the corporate boundaries to support customers, suppliers, trading partners etc. There are four regions. Each region will receive one Gold and one Silver Award. 1. North America (includes Canada and Mexico) 2. Pan European area 3. Middle East and Africa 4. Pacific Rim (includes Asia, Australia and South America) (click here for entry form) GUIDELINES Nominations will be judged on proven excellence in the following areas: Innovation Innovative use of technology to further strategic corporate objectives Degree of complexity in the underlying business process and IT architecture Creative and successful deployment of advanced workflow concepts Level of integration with other advanced technologies Implementation Successful implementation approach Extent of change management process Level of overall system complexity Scope and scale of the implementation (e.g. size, geography, inter-company processes) The system can be in the middle of being installed, but what has already been installed must be able to stand on its own in terms of excellence and demonstrable benefits. Impact Extent and impact of demonstrated productivity improvements Significance of cost savings Level of increased revenues, product enhancements, customer service or quality improvements Proven strategic importance to the organization's mission Degree to which the system enabled a culture change within the organization Impact of the system on competitive positioning in the marketplace (click here for entry form) Required Issues You are required to address each of the following issues in the order given. ( If you are unsure how to proceed, you should obtain a copy of previous case studies such as published in the Excellence in Practice series. You can also download past winning case studies from www.e-workflow.org.) 1. System overview ( please provide an abstract comprising one short paragraph, followed by an optional half to one page expanded overview description) 2. The key motivations behind installing this workflow system 3. The overall business innovation, showing impact to management resulting from the new system 4. The overall technological innovation, showing process and workflow changes/improvements 5. The system users and what their jobs now entail compared to pre-installation. 6. The biggest hurdles overcome in management, business and technology 7. The new system configuration (number and type of software, servers, scanners, printers, storage devices, etc.) 8. Cost savings, increased revenues, and productivity improvements 9. Competitive advantages gained and how the competitive goal posts for this industry were moved 10. Immediate and long-term plans to sustain competitive advantage (click here for entry form) RULES 1. The workflow installations of eligible nominees must illustrate demonstrable benefits since June 1999, and have been implemented within the past three years. 2. If submitting an older workflow installation, major changes must have taken place in the past two years (for example; significant scope change, new users, new applications, or introduced new technology). Submission must detail changes and motivation. 3. Installation size is not a significant factor: Success and innovation are more important. The installation, however, must have demonstrable, innovative and proven benefits. 4. There is no limit to the number of workflow installations that you may nominate, however a non-refundable handling charge of US$200.00 is required to accompany each entry. 5. Vendors may nominate their customers and user organizations may nominate themselves. 6. All entries must be submitted electronically. Submissions should be sent in as soon as possible, but no later than October 30, 2001. Finalists will be notified by December 3, 2001. (click here for entry form) Your next steps 1. Complete your Entry Form (click here for entry form) 2. Start creating your submission... Creating Your Submission Please use WinWord 9x or compatible. Please DO start with your short one paragraph abstract summarizing the whole case study. Please do not include a Contents Page, Header or Footer data. Only page numbers at the center bottom of the page are required. Compress your file using WinZip or similar and email the completed document to awards@waria.com. (Make sure you have completed the Entry Form). No hard copy submissions will be accepted. IMPORTANT NOTE: We recognize that certain data on workflow implementations are considered sensitive and/or proprietary. The Judges undertake to keep this information confidential in both the Awards announcements and any publications unless we have your permission. We want you to feel confident that you can submit truly compelling case studies without compromising your competitive advantage. Please indicate on your submission document any data you consider confidential. Submission notes We encourage the use of colorful graphics, tables and charts. Ensure they fit on a standard portrait view page without overlapping the margins. If graphics are taken from screen shots or slides, please ensure that all information in the graphic is legible when printed in black/white. Recommended total length of submission: 12-30 pages inclusive of any images, graphs or tables. The submission must address the installation from the perspective of the USER (in other words, please avoid vendor-oriented press release type submissions. We do want to know about the technology, products, vendors and suppliers, but they should not be "hyped." T he nominator and nominee can be from the same company, and vendors and integrators may nominate customers. There is no limit to the number of workflow installations that you may nominate Use these statements following below as the topic headings in your submission. Each topic number 2-10 should be about two to three pages long with appropriate subheadings for clarity (numbered and bullet-point paragraphs are acceptable where appropriate) (click here for entry form) WHAT MAKES A WINNER? The list of the winners from 1996, 1997 and 1998 What are their secrets? The answers lie in the books Excellence in Practice, Innovation and Excellence in Imaging and Workflow Volumes I, II and III, by Layna Fischer, WARIA Chair, featuring the winners and finalists of the 1996, 1997 and 1998 Excellence Awards. The companies whose implementation studies are featured in this book have proven excellence in their creative and successful deployment of advanced workflow and imaging concepts. The positive impact to their corporations includes increased revenues, product enhancements, customer service and quality improvements. By studying these winning submissions, you will get a better understanding of what the judges find appealing, not only in content, but also the way the information is presented. Many a promising case study has lost significant advantage because of the inappropriate way in which it was submitted. Nominators and Nominees may purchase any of the Excellence in Practice titles at a special 25% discount. Please indicate accordingly on your submission entry form. You may also click here for book order form READ THESE VALUABLE HINTS! Connie Moore, Giga Vice President and leading judge of the Giga Excellence Awards has some hints on what the judges look for in a winning entry. Pay attention to the fact these awards are based on three main criteria: Innovation, Implementation, and Impact. We're looking for something that pushes the technology in new areas, has created a major change in a positive way in the organization and has clearly demonstrated major benefits. We're looking for something that stands out above the crowd, something exemplary for your particular industry The system can be in the middle of being installed, but what has already been installed must be able to stand on its own in terms of excellence. We welcome videos as a means of giving us additional insights into an installation. These are not a requirement, however. Read Connie Moore's introductory chapter in Excellence in Practice, Volume 1. (click here for entry form) Questions? Contact us at awards@waria.com The Workflow And Reengineering International Association( WARIA) 2436 North Federal Highway #374, Lighthouse Point, FL 33064 Tel: 954 782 3376 Fax: 954 782 6365 BOOKSTORE Reengineering Titles Workflow Titles Research/Papers Workflow Groupware ORDER FORM CD ROM Companion to Workflow Handbook 2001 Now shipping! Order your copy today! [ Home ] [ Bookstore ] [ Comparative Study ] [ Excellence Awards ] [ Industry News ] [ Databases ] [ WF Vendors A-L ] [ WF Vendors M-Z ] [ WF Consultants ] [ Groupware Vendors ] [ Groupware Consultants ] [ Web Sites ] [ Job Exchange ] [ Industry Events ] [ Join WARIA ] [ WARIA Benefits ] Send mail to webmiz@waria.com with questions or comments about this web site. Copyright © 2000 Workflow And Reengineering International Association All rights reserved. Last modified: June 18, 2001 http://srd.yahoo.com/drst/29229/*http://www.waria.com/databases.htm Workflow And Reengineering International Association Home Bookstore Comparative Study Excellence Awards Industry News Databases WF Vendors A-L WF Vendors M-Z WF Consultants Groupware Vendors Groupware Consultants Web Sites Job Exchange Industry Events Join WARIA WARIA Benefits Visit these associated organizations: AIIM BPMI.org e-workflow.org WfMC WARIA Databases These databases are updated frequently, bookmark this page and please visit again soon. Groupware Groupware Vendors Groupware Consultants For sale: Rare combination 1-800 GROUPWARE.COM 1-800-GROUPWARE (476-8792) Workflow/BPR Tools Workflow / BPR Consultants Workflow / BPR Vendors JOB Exchange Want a better job? Offering a job? Interesting Web Sites Our selection of non-commercial links Note to Vendors and Consultants: If the information on your organization is out of date, please give us your correct information here. In order to keep these databases current, WARIA requests a nominal fee to help cover costs of maintenance in this fast-moving industry. Discover also marketing opportunities offered by WARIA. BOOKSTORE Reengineering Titles Workflow Titles Research/Papers Workflow Groupware ORDER FORM CD ROM Companion to Workflow Handbook 2001 Now shipping! Order your copy today! [ Home ] [ Bookstore ] [ Comparative Study ] [ Excellence Awards ] [ Industry News ] [ Databases ] [ WF Vendors A-L ] [ WF Vendors M-Z ] [ WF Consultants ] [ Groupware Vendors ] [ Groupware Consultants ] [ Web Sites ] [ Job Exchange ] [ Industry Events ] [ Join WARIA ] [ WARIA Benefits ] Send mail to webmiz@waria.com with questions or comments about this web site. Copyright © 2000 Workflow And Reengineering International Association All rights reserved. Last modified: June 18, 2001 http://srd.yahoo.com/drst/29234/*http://www.wizdom.com/pressroom.htm PRESS ROOM Latest News from Wizdom Systems, Inc. June 29, 2001 Fire the Consultants! Businesses can now conduct their own improvement projects by following ‘roadmaps’ in BPR Wizdom: A Practical Guide to BPR Project Management April 19, 2001 Wizdom Announces WizdomLive!TM Release 3.7 at STC 2001 December 13, 2000 U.S Department of Defense presents Wizdom with Recognition Certificate for helping solve the Y2K Problem September 25, 2000 NETg and Wizdom Systems Team UP to Deliver Unprecedented E-Learning Customization Choices Wizdom Systems, Inc. Joins NETg Custom Developer Alliance Program June 15, 2000 Wizdom Announces Partnership with Netg to Customize NETg Courses Partnership Combines Benefits of Off-the-Shelf and Custom Training Solutions February 1, 2000 Wizdom Announces Beyond the Supply Chain, the 3rd in its 10-Book Series of Healthcare Business Practices and Processes October 29, 1999 Daniel R. Sudnick Joins Wizdom as V.P. Business Development September 2, 1999 Wizdom Announces Book and Companion CD with Complete Methodology for Implementing Business Process Reengineering Projects June 24, 1999 Wizdom Announces New COMMerce Information Technology Solutions (COMMITS) program Contract Vehicle May 10, 1999 Wizdom Announces Process Optimization in Home Healthcare book, available to healthcare organizations at prices starting at $49.95. Everything you need to provide quality care to home bound patients. April 26, 1999 Wizdom Announces WizdomLive!Pilot TM Everything you need to launch a Business Process Improvement project - Quick! April 15, 1999 Wizdom Announces Enterprise Reference Model TM For all those who hate to reinvent the wheel. January 4, 1999 Wizdom Announces First of its Kind Reference Model of Healthcare Business Practices and the Tools to Use It - in a book for only $49.95! December 7, 1998 Methodology Navigator and Wizdom Mini Minerva now bundled with WizdomWorks!98 November 7, 1998 Dennis E. Wisnosky is keynote speaker at Delphi's International Business Process Summit '98 October 13, 1998 Wizdom's Wizdom Unveils WizdomLive! project management software. August 4, 1998 Wizdom's National Capital Area Division moves to new building! June 17, 1998 Wizdom Healthcare Models Get High Marks! GartnerGroup's independent study recommends Wizdom June 16, 1998 Wizdom Presents HL7 Middleware at Telemedicine Conference April 27, 1998 Wizdom Systems, Inc. Announces available Healthcare Industry Process Models March 27, 1998 IDEF Still the Best Process Modeling Methodology November 1, 1997 Wizdom RELEASES WizdomWorks! 98 November 12, 1997 Wizdom Founder and CEO Dennis E. Wisnosky gave tutorial session at the IBPS Conference November 7, 1997 Anne Jones delivers presentation at the Koop Foundation October 21 1997 Dennis E. Wisnosky gives Keynote Address to the Second Annual Illinois Coalition SBIR Conference Frankfort, Germany, Fall '97 Dennis E. Wisnosky gives talk at CALS '97 in Frankfort, Germany. August 26, 1997 Wizdom Systems, Inc.® announces the election of John R. Garrahy, Jr. (Jack) as Wizdom President and Chief Operating Officer. August 26, 1997 WIZDOM UNVEILS AssessTech™ - A New Addition to the WizdomWorks! Suite of Products May 30, 1997 WIZDOM UNVEILS WIZDOMWORKS! VIEWERS! May 17, 1997 WIZDOM INTRODUCES METHODOLOGY NAVIGATOR! March 7, 1997 WIZDOM PARTICIPATES IN FIRST EVER CHICAGO SOFTWARE ASSOCIATION "PARTNERING" CONFERENCE! October 28, 1996 WIZDOM SHIPS WIZDOMWORKS!® VERSION 3.0 May 31, 1996 Wizdom Wins Big Contract/Wizdom Part of Team of Companies Selected for Dept. of Transportation Technology Program April 26, 1996 Wizdom Systems, Inc. Introduces Enterprise Reference Model For Manufacturing Organizations April 26, 1996 Wizdom introduces ISO 9000 software into its WizdomWorks! Business Process Reengineering Software Product Line! Home | About Us | Consulting | Software | Training Programs | Books | Press Room Contact Us | Service & Support | Site Map copyright 2000 Wizdom Systems, Inc. http://srd.yahoo.com/drst/29234/*http://www.wizdom.com/bprwizdompr2.html Contact: Jeannine Stehlin Wizdom Systems, Inc. 630.357.3000 x3080 jwiz@earthlink.net Fire the Consultants! Businesses can now conduct their own improvement projects by following ‘roadmaps’ in BPR Wizdom: A Practical Guide to BPR Project Management Naperville, IL, June 29, 2001, Virtually every corporation in the industrialized world is looking at the techniques for improving the way they do business. The great myth is that improving or “reengineering” a business cannot work without the objectivity of an outside consultant. But what many managers and decision-makers should know is that they can recreate their business from the ground up, creating an organization of the highest quality, at the lowest cost, while improving response time – without hiring expensive consultants. All they need are clear directions and a tried-and-true roadmap from someone who’s done it before. This roadmap is in BPR Wizdom: A Practical Guide to BPR Project Management by Business Process Reengineering expert Dennis E. Wisnosky and BPR project leader Rita C. Feeney. An expanded and updated second edition, BPR Wizdom, is a comprehensive guide tailored to beginner and experienced BPR project managers who want to get a new improvement project off the ground. With its clear, concise and often entertaining real-world examples, readers will learn how to achieve their true organizational goals, examine how their organization truly functions, (or doesn’t), and then design a direct course of action for realizing those goals Following the book’s step-by-step instructions, illustrations, examples and tip-giving sidebars, readers will learn the four simple questions you must answer to start your BPR project, the human factors that must be considered, and how to manage expectations and develop realistic goals. The book comes with a companion CD Rom which provides a template for starting a BPR Project. As an added bonus, BPR Wizdom includes an introductory chapter, “Performance Planning and Execution” by Jan Beckett. Dennis E. Wisnosky, founder and CEO of Wizdom Systems, Inc., has published over 100 papers in the fields of management, CAD/CAM, electronics, computer science and CIM. His contributions to Business Process Reengineering began with its conceptual foundation in the 1970's, when he founded and managed the U.S. Air Force's Integrated Computer Aided Manufacturing program. Recognition for his pioneering work includes the International Engineer of the Year Award, testimony before the U.S. House and Senate on productivity and quality of work life issues, Crain's Illinois Business High Tech Entrepreneur Award, California State University's Medallion of Distinction lifetime achievement award and the USAF Meritorious Civilian Service Award. In May of 1997, Wisnosky was recognized by Fortune Magazine as "One of the Five Heroes of Manufacturing." Rita C. Feeney has over fifteen years experience conducting, facilitating and managing full life-cycle Change Management and BPR efforts across a wide variety of business areas for both government and private industry. Ms. Feeney was the principal author of Wizdom’s Minerva, one of the first documented BPR methodologies. Jan Beckett is an executive consultant to government organizations, specializing in performance management. She co-owns and operates Beckett Consulting, which has been producing results for government organizations since 1991. About the Book BPR Wizdom: A practical Guide to BPR Project Management By Dennis E. Wisnosky and Rita C. Feeney With an Introduction to Performance Planning and Execution by Jan Beckett Completely revised, second edition Published by Wizdom Press 7 x 9, 340 pages ISBN 1-893990-08-7 Price: $49.95 US How to Order: Call Wizdom Systems, Inc at 630-357-3000 or order online: http://www.wizdom.com, www.amazon.com, www.bn.com Home | About Us | Consulting | Software | Training Programs | Books | Press Room | Glossary Knowledge Management | Case Studies | Clients | U.S. Government | Employment | Demos Links | Contact Us | Service & Support | Site Map copyright 2000, 2001 Wizdom Systems, Inc. http://www.wizdom.com/bprwizdom.html BUY BPR WIZDOM (2nd Edition) BPR Wizdom Table of Contents Other Wizdom Books: Healthcare Enterprise Reference Model Process Optimization in Home Healthcare Manufacturing Enterprise Reference Model Beyond the Supply Chain Contact Us Wizdom Business Improvement Books Present BPR Wizdom(2nd Edition) A Practical Guide to BPR Project Management By Dennis E. Wisnosky and Rita C. Feeney with an introduction to "Performance Planning and Execution" by Jan Beckett We cannot solve our problems with the same thinking that caused them. - Albert Einstein Proven Techniques for creating Organizations of the Highest Quality at the Lowest Cost while improving response time. If you've ever felt that improving your organization and the way you conduct business is a daunting task, then this book is for you. This practical and often entertaining guide is designed to clarify BPR approaches and prepare you and your team to act as change agents for your organizatin. It will help top managers to achieve their true organizational goals, examine how the organization actually functions (or does not function!), and then design a direct course of action for realizing those goals. You'll find: The four simple questions you must answer to start your BPR project How BPR started and how it relates to you The human factors that must be considered before you start your project. How to manage your expectations and develop realistic goals. A blueprint on how to carry out a BPR project, from start to finish.. How to create, analyze and utilize process and activity models. An introduction to the Wizdom Minerva TM BPR methodology. A BPR case study. an Introduction to Performance Planning and Execution: a model for the 21st century Enterprise ABOUT THE AUTHORS DENNIS E. WISNOSKY, founder and CEO of Wizdom Systems, Inc., has published over 100 papers in the fields of management, CAD/CAM, electronics, computer science and CIM. His contributions to Business Process Reengineering began with its conceptual foundation in the 1970's, when he founded and managed the U.S. Air Force's Integrated Computer Aided Manufacturing program. He went on to lead International Harvester's corporate technology initiatives, then started up a leading producer of robots, cell controllers and CIM services before founding the Wizdom companies in 1986. Recognition for his pioneering work includes the International Engineer of the Year Award, testimony before the U.S. House and Senate on productivity and quality of work life issues, Crain's Illinois Business High Tech Entrepreneur Award, California State University's Medallion of Distinction lifetime achievement award and the USAF Meritorious Civil Service Award. In May of 1997, Wisnosky was recognized by Fortune Magazine as "0ne of the "Five Heros of Manufacturing." RITA C. FEENEY , co-founder of Wizdom Systems, Inc. has over fifteen years experience conducting, facilitating and managing full life-cycle Change Management and BPR efforts across a wide variety of business areas for both government and private industry. Her experience in all aspects of BPR includes change management, strategic assessment, process modeling and analysis, benchmarking, process reengineering, and performance measurement. Ms. Feeney was the principal author of Wizdom's MinervaTM, one of the first documented BPR methodologies. For the U.S. government, she has managed several very large projects under the Department of Defense (DoD) Corporate Information Management (CIM) program. In the commercial sector, she has lead cross functional BPR teams to successful results in leading Fortune 500 companies such as General Motors and Sundstrand Corporation. JAN BECKETT is an executive consultant to government organizations, specializing in performance management. She is highly accomplished in applying today’s management principles to helping government agencies improve organizational and individual performance, having conducted scores of projects with government agencies in the U.S. and abroad. She is grounded in a distinguished career as a senior manager in the financial services industry, and applies hands-on management experience to her work with government agencies. She co-owns and operates Beckett Consulting, which has been producing results for government organizations since 1991. She is author of a book titled Government Performance Management as well as various articles and white papers on improving agency performance. Ms. Beckett’s career spans nearly 25 years in business management and innovative business practices. She holds a degree from the University of California. HOW TO PURCHASE BPR WIZDOM is available in two packages: BPR Wizdom book, with Wizdom Methodology Navigator and Minerva BPR Methodology on companion CD-ROM, for $49.95 To purchase, call Wizdom direct at (630) 357-3000, email us, or purchase online. BPR Wizdom book, with the Wizdom ProcessWorks!44 process modeling software and the DataWorks! 300 data modeling software, for $995.00 To purchase, email Wizdom Systems, or call (630)347-3000 x 3084 For more information call (630)357-3000 X3084 and ask for Robin Davies, or e-mail robind@wizdom.com. Home | About Us | Consulting | Software | Training Programs | Books | Press Room | Glossary Knowledge Management | Case Studies | Clients | U.S. Government | Employment | Demos Links | Contact Us | Service & Support | Site Map copyright 2000, 2001 Wizdom Systems, Inc. http://srd.yahoo.com/drst/42939749/*http://www.wiznami.com/toc.htm [ Home ] The WIZNAMI.COM SM Web Site is divided into several major sections. Our two primary umbrella practices are: Merger and Acquisition Integration Services Strategic Alignment and Implementation Services We also support a "Community of Practice" for Internal Change Agents[i.e., Change Agents who influence the businesses who employ them]. Professional Profiles of Our Consultants See what our clients say about our services. A More detailed map of our web site is below. Merger and Acquisition Integration Services Model of Rapid Acquisition Culture Assessment Organizational Capability Assessment Overview on Organization Capabilities Knowledge Mapping Large Interactive Meetings Actual Results Integration Team Training Pulse Surveys Transition Management Selection Processes Individual Assessment Assessment Assumptions Communications [Return to the Top] Strategic Alignment and Implementation Services Strategic Management Mission, Vision, Values Catalyzing The Strategic Thinking Within the Senior Business Team Leadership Capability Development 360 Feedback Executive Assessment Executive Coaching/Development Executive Team Development Action Learning Organization Assessment and Design Competency Model Design and Applications Strategic Staffing Managing Change Culture/Climate Assessment Employee Communications Large Group Interactive Meetings Transition Management Coaching Change Agents [Return to the Top] [ Home ] [ Contents ] [ M&A Integration Services ] [ What Our Clients Say About Us ] [ Consultant Profiles ] [ Urgent Need to Know ] [ Internal Change Agent Entry ] [ Strategic Alignment And Implementation ] [ Case Studies ] [ Rubber Room ] [ Service Mark Information ] [ Privacy Policy ] [ Feedback ] [ Search ] WIZNAMI SM General Contact Number: 847.420.2420 [USA] The Wiznami SM General Information Email can be initiated here. This Page was Last Updated on 07/08/2001 .© Copyright 2001 Wiznami, Inc. All Rights Reserved. http://srd.yahoo.com/drst/42939749/*http://www.wiznami.com/ICA%20Entry.htm [ Home ] [ Model For Managing Change ] [ Participation in The "Community" ] [ Basics of Change ] Welcome Fellow Change Agents! Welcome to a "community of practice" among internal change agents. We assume that the community of "internal change agents" includes anyone who finds themselves in the role of enabling constructive change, contrasted with those who have primary accountability for achieving the desired end results of the change [i.e. executives]. Internal consultants typically practice in the areas of Organization Development, Organization Effectiveness, Learning, Knowledge Management, and Quality. The community also includes HR Specialists, HR Generalists, or any number of new emerging organizational roles that focus on anticipating and managing change [e.g., Acquisition Integration Manager]. Other participants may include members of Action Learning Teams, Acquisition Integration Teams, or other change implementation teams. You have entered the front door and probably are wondering what this community is about. [Or, jump directly into the WIZNAMI.COM SM community ground rules before entering the discussion forum.] Introduction to the Host My name is Gary Myszkowski [pronounced "MIZ-COW-SKI"]. My friends call me "Doctor G" ["Doctor G, speak to me!"]. I am your current host for this community sponsored by WIZNAMI SM. I have been both an external and internal consultant for more than sixteen years. As an external consultant, I have worked for both medium sized global consulting firms and small consulting boutiques. I have lived both the high points and the "trials and tribulations" of both settings. If you care to see more details of my professional profile, click here. If you wish, you can reach me at 847.420.2420 [U.S.] or, by email. We are starting this virtual community initially through a chat room. We invite you to help us design and build this community. With your participation and input, we hope to grow this community and provide other services to the community in the future, such as special seminars, training in various practices, and networks of colleagues who may provide mutually beneficial assistance. We hope the WIZNAMI.COM SM discussion forum will provide an initial vehicle for you to meet other change agents from a variety of backgrounds and involved in different change interventions. Our early focus in building the communities will be to provide a forum for us to discuss: The challenges you face in dealing with rapid change. Knowledge and skills you wish to acquire to meet the new challenges you face. Approaches that seem to work well in collaborating with other internal change agents. Approaches that have worked well for you in collaborating with other external colleagues or firms. How to share knowledge, insight, and wisdom. How to tap this growing network as a source of new ideas or "best practices" [or at least "better practices"]. Things that have worked well in our environment. Successes you are proud of. Opportunities to learn from each other. To consider participating in the community, click here. WIZNAMI General Contact Telephone Number: 847.420.2420 [United States] General email inquiries can be submitted by clicking here!. [ Home ] [ Contents ] [ M&A Integration Services ] [ What Our Clients Say About Us ] [ Consultant Profiles ] [ Urgent Need to Know ] [ Internal Change Agent Entry ] [ Strategic Alignment And Implementation ] [ Case Studies ] [ Rubber Room ] [ Service Mark Information ] [ Privacy Policy ] [ Feedback ] [ Search ] WIZNAMI SM General Contact Number: 847.420.2420 [USA] The Wiznami SM General Information Email can be initiated here. This Page was Last Updated on 07/08/2001 .© Copyright 2001 Wiznami, Inc. All Rights Reserved. http://srd.yahoo.com/drst/42939749/*http://www.wiznami.com/a_general_model_for__managing_or.htm [ Home ] [ Up ] A General Model For Managing Organizational Change Gary J. Myszkowski, Ph.D. President WIZNAMI, Inc. [Note: This model is also available by request at the bottom of this page.] I. Introduction The model of change management that follows is the model we are currently using at WIZNAMI to assist in the transfer of change management capability to our clients. Because of the multiplicity of books and models on "change management," senior members of the WIZNAMI network reviewed nearly 20 change management models and determined that there was a significant amount of overlap among the models. This was considered to be an indication of "convergent validity" - those different authors and researchers seemed to be focused on very similar factors, even if they labeled them somewhat differently. WIZNAMI reworked some of the concepts and made further additions and refinements, based on practical consulting experiences with our clients. We have tried this model with many of our clients with success. Thus, the model appears to be tested, valid, and practical. We hope you find it to be a useful beginning guide. II. A Model For Managing Change While the factors to be considered below are presented in a linear or step-wise fashion, this presentation is intended to reflect the general series of events that unfold in successful organizational change processes. Change, however, is messy and dynamic. Thus, these factors should be considered as part of an iterative process, where unexpected events or the emergence of new information requires an adjustment in the process and a return to earlier factors. Factors also can overlap in time or occur concurrently. While no two organizational change experiences unfold in exactly the same way, the model should prove useful as a general guide. One assumption in the model is that the organization is at least a major function of the business, if not a product line, business unit, or entire organization. A Summary of the Factors in the Model: Factor 1. Establish a Need and Sense of Urgency for Change. Factor 2. Develop a Critical Mass of Sponsors for Change. Factor 3. Develop a Shared Vision of the Desired Future State. Factor 4. Communicate the Vision and Engage Stakeholders. Factor 5. Build Momentum Through Empowered Action. Factor 6. Monitor Progress. Factor 7. Generate Early Successes. Factor 8. Expand the Change Efforts. Factor 9. Stabilize the New Organization. Factor 10. Plant the Seeds for the Next "Revolution." A Broader Definition of Each Factor Factor 1. Establish a Need and Sense of Urgency for Change. This may involve, but is not limited to: 1. External Focus: Ensuring an external focus evaluating the organization's markets and competitive position. 2. Environmental Scan: Identifying and discussing anticipated future industry and larger global business trends and dislocations or discontinuities. 3. Competitive Analysis: Identifying and discussing emerging opportunities and competitive threats. 4. Organization Capability Analysis: Evaluating the organization's current capabilities to take advantage of these opportunities or anticipate these potential crises. 5. Identification of Performance Gaps: Develop consensus among a group of key decision makers about the current and potential future gaps of the organizations' capabilities to address crises or win in major opportunities. 6. Declare a Need or Crisis: Create a "burning platform" or dissatisfaction regarding the current state and an appreciation of the advantages of the desired future state. Return to Summary Factor 2. Develop a Critical Mass of Sponsors for Change This may involve, but is not limited to: 1. Develop a Coalition of Key Decision Makers and Leaders: Develop a set of sponsors who believe the current state is unsatisfactory and have enough power and authority to change it. 2. Legitimize the Change Effort: Formalize a change initiative either through current formal channels or through highly visible special task forces. Key Leaders/ Executives must be involved and signaling their commitment to the change effort. 3. Form a Team of Sponsors: Develop consensus among the team about the need for change and desired results of the change effort. Develop the team around this charter. 4. Develop an Initial Influence Strategy: Conduct an initial stakeholder analysis to guide future interventions. Assume every contact is an intervention. Return to Summary Factor 3. Develop a Shared Vision of the Desired Future State This may be involve, but is not limited to: 1. Articulate a Desired Future State: Select a direction and "a point on the horizon." Describe the differences between the current and the future state and the first few steps towards that future. 2. Engage Others in Developing the Vision: Increase buy in of key opinion leaders through their involvement. 3. Consider Multiple Probable Futures: Develop probably future scenarios, early indicators of the emergence of each scenario, and strategies to win in each. Return to Summary Factor 4. Communicate the Vision and Engage Stakeholders This may involve, but is not limited to: 1. Develop a Communications Strategy: Segment stakeholders and their concerns. Design intended "take aways" or messages tailored to each segment. 2. Engage the Stakeholders: Engage others through dialogue. Listen to their concerns. Learn from each other. Provide opportunities for them to "get their fingerprints all over" the vision to increase ownership. 3. Saturate Communication: Use multiple channels and venues. Err on the side of over communicating. 4. Coach the Models: Help formal and informal leaders model desired behavior in the midst of change and "walk the talk." Return to Summary Factor 5. Build Momentum Through Empowered Action This may involve, but is not limited to: 1. Celebrate Endings: Provide forums for employees to celebrate the past and then begin to let go. 2. Repeatedly Anchor in the Desired Future: Emphasize what is in it for the stakeholders. 3. Tap Employee Local Expertise: Engage multiple levels of employees in designing the actions necessary to reach the future. 4. Invest in Support: Invest more time and resources in increasing pro-change momentum than attacking resistance. 5. Visibly Reward Desired Behaviors: Send a message about the risk taking required for the new. Raise the visibility and awareness using multiple means. 6. Remove Obstacles: Provide the means to eliminate organizational processes, structures, systems, or individuals who become barriers to change employees cannot remove themselves. 7. Oversee the Shaping of Organizational Capabilities: Ensure the effective alignment and integration of larger, more complex system changes. Return to Summary Factor 6. Monitor Progress This may involve, but is not limited to: 1. Develop Specific Action Plans: Ensure alignment and clear accountabilities. 2. Identify Short and Long Term Milestones: Ensure a balance of both towards the future state. 3. Create Appropriate Measures: Include soft and hard measure of change. Avoid the trap where you ascribe importance to the things you can measure when you can't easily measure the things that are most important and reflective of the change. 4. Review Both Process and Outcomes: Regularly checking on both the results you are attaining and the processes by which you are attaining them. Return to Summary Factor 7. Generate Early Successes This may involve, but is not limited to: 1. Create Opportunities: Design opportunities for visible changes and performance improvements at all levels. 2. Visibly Reward Success: Reward and recognize the people who were accountable for realizing the outcomes of early successes at all levels. 3. Use as a Platform for Momentum: Use the momentum from early successes to stimulate the spread of effective change and experimentation. Return to Summary Factor 8. Expand the Change Efforts This may involve, but is not limited to: 1. Consistent Standards: Ensure that all key executives and managers are planning and accountable for aligned and appropriately aggressive change plans. 2. Use Multiple Channels to Signal a New Day: Use "town hall" meetings, the house organ, multiple site video conferencing, executive education, special recognition, and almost any opportunity to reinforce progress towards the desired future. 3. Enable Shared Learnings: Create processes and opportunities for sharing new insights across boundaries. 4. Eliminate the Underbrush: Eliminate antiquated and other forms of non-value-added work. Find ways to take things off of people's plates. 5. Ensure Leadership Continuity Towards the Future: Promote, select, and reward the people who are capable of leading the necessary changes and new ways of performing. Return to Summary Factor 9. Stabilize the New Organization This may involve, but is not limited to: 1. Give People an Opportunity to Change: Use training, performance appraisal, 360 feedback, coaching, peer feedback, education, benchmarking experiences, or rotational assignments to give people an opportunity to be successful in the "new world." 2. Allow Some to Leave Gracefully: Treat those who must or choose to leave with dignity. The treatment of those leaving also sends a message about the culture to those who remain. 3. Cultural Levers: Ensure that the changes in leadership, management behaviors, process changes, structural changes, rewards, etc. all are consistent and reinforce the common expectations about how we now do business [the "desired future state"]. 4. Slay the Ancient Sacred Cows: Send clear symbols of the end of old ways of working and the beginning of new ways of working. 5. Develop Self-Correcting Mechanisms: Provide values, measures, feedback, or other processes for the organization to enable it to reflect on whether it is fulfilling the intended vision and culture. Return to Summary Factor 10. Plant the Seeds for the Next "Revolution" This may involve, but is not limited to: 1. Encourage Experimentation and Learning: Create venues for manageable experimentation, innovation, and learning. Learn bottom up from the front lines. 2. Provide Opportunities to Reinvent Yourself: Don't wait to react to emerging competitive threats. Decide to be "first to the future." Reinvent your current products and services before the competition does. 3. Ensure Discontent with the Status Quo: Raise the bar for current performance, even if it takes creating a composite of your current and anticipated competitors as your performance comparison. 4. Search for Ways to Reinvent the Industry: Find ways to change the rules instead of winning by the current rules. 5. Involve Outside Stakeholders: Let your customers and your suppliers help you design your future products and services. Return to Summary Copyright 2000 WIZNAMI, Inc. All Rights Reserved. Published on WIZNAMI.COM. Information Request Form Select the items that apply, and then let us know how to contact you. Email a copy of "A General Model For Managing Organizational Change." Send company literature. Have a Senior Consultant contact me. Name Title Company Address E-mail Phone [ Home ] [ Up ] [ Contents ] [ M&A Integration Services ] [ What Our Clients Say About Us ] [ Consultant Profiles ] [ Urgent Need to Know ] [ Strategic Alignment And Implementation ] [ Case Studies ] [ Rubber Room ] [ Service Mark Information ] [ Privacy Policy ] [ Feedback ] [ Search ] WIZNAMI SM General Contact Number: 847.420.2420 [USA] The Wiznami SM General Information Email can be initiated here. This Page was Last Updated on 07/08/2001 .© Copyright 2001 Wiznami, Inc. All Rights Reserved. http://srd.yahoo.com/drst/42939749/*http://www.wiznami.com/M&A%20Services.htm [ Home ] [ Rapid Acquisition Integration ] [ Culture Assessment ] [ Org Capability Assessment ] [ Large Interactive Meetings ] [ Integration Team Training ] [ Pulse Surveys ] [ Transition Management ] [ Selection Processes ] [ Communications ] [ M&A Quiz ] Merger and Acquisition Integration Services The Need 1. How Do You Avoid Becoming"A Statistic?" 2. Typical Errors in Attempting to Realize the Intended Value of the Acquisition Some Solutions 3. Selected WIZNAMI SM Services to Avoid the Land Minds 4. WIZNAMI SM Capabilities The Need 1. How Do You Avoid Becoming"A Statistic"? 75% of mergers and acquisitions fail to achieve their intended value. Some studies have shown that more than 75% of acquisitions have failed to increase shareholder value and more than 50% have actually reduced shareholder value. 25% of acquisitions return the cost of capital. Productivity typically drops off 40% to 60% during the first four to eight months after the merger is announced. Nearly 50% of the acquired company's senior executives leave in the first three years after being acquired. Competitors rush in during the typical 24 month transition period to steal clients and your best talent. One primary way of not becoming "an acquisition statistic" is to effectively manage the integration process from the earliest stages of the acquisition process. [Return to Top] 2. Typical Errors in Attempting to Realize the Intended Value of the Acquisition Failure to establish an Integration Manager accountable for managing the integration process achieving the integration targets through post-closing completion. Selecting"C" grade talent to populate the Core Integration Team. Assigning no full time members to the Core Acquisition Team, assuming integration can be done as a "hobby" in addition to their "day job." Ambiguity concerning the overlap or transition of accountabilities between the Integration Manager and the General Manager accountable for the new business [i.e., "Newco"] post-closing. Waiting until just before closing to begin the integration process. Assuming that the value of the acquisition is achieved at the closing of "the deal." Ignoring the importance of cultural barriers to integration. Focusing on hard assets and financials and ignoring the soft capabilities and knowledge requirements of the new organization. Not managing the perceptions and expectations in contacts between the two organizations. Ineffective"gate keeping" between the two organizations during due diligence and integration planning. Confusion over what to preserve from either the acquiring company or the target company. Losing sight of the intended value of the acquisition and inadvertently destroying it. Failure to reach the hearts and minds of the acquired employees early in the acquisition. Moving too slowly in integrating the companies [where total preservation as a separate entity is not the objective]. Not measuring employee alignment and commitment to the necessary post-closing changes. Failure to use a selection and retention process[es] that acquires the best talent from both sides. Ineffective project management of the myriad of details and potentially hundreds of involved or affected people. Assuming there is nothing to be learned from the acquired company, requiring that they need to be totally "rehabilitated" according to the acquiring company's current practices ["we are superior...after all, we did acquire them..."]. Assuming that participants in due diligence and integration teams [who may have never been through an acquisition before] can suddenly know what to do and how to do it successfully without training. Assuming that there is such a thing as a "merger of equals." [Need a Microsoft Powerpoint TM Slide Show to sensitize your organization to these issues? Contact us for a free email attachment of this slide show for your use.] [Return to Top] 3. Selected WIZNAMI SM Services to Avoid the Land Minds "Shadow consulting" to Internal Change Agents. Integration and assessment training to due diligence and integration teams. Consultation as an integration team member. Culture assessments/ audits of both the acquiring company and the target company. Assessment and shaping of the organizational capabilities of the new organization to implement the acquisition strategy. Executive / Management/ Supervisory assessment and selection processes. Knowledge mapping of incumbents comprising the critical capabilities required in the new company. Design and facilitation of large group [highly interactive] meetings to increase employee alignment, reduce cycle time of acceptance of new behaviors, and speed up action planning. Employee communications strategies and implementation. "Pulse surveys" to monitor the progress of transition in multiple locations. Facilitation of transition meetings of reconfigured management teams to clarify roles, build a common mental model of the levers of performance of the business, reduce cycle time and increase productive implementation of the new business strategy. Learning Aids/ Tools for individual position knowledge/ skill and personal transitions. [Return to Top] 4. WIZNAMI SM Capabilities WIZNAMI consultants have extensive experience in facilitating the human side of the acquisition process as both external and internal consultants. Our consultants have participated in the integration acquisitions ranging from $50 Million Dollars and several hundred employees to $100 Billion Dollars and 100,000 employees. As employees of corporations or consulting firms, we have also been both the acquirer and the acquired. This is not theory to us. We have had "skin in the game." While we do not consult on the proper valuation or underwriting of the deals, we are more focused on successfully implementing the strategic intent of the acquisition and its intended value to the acquiring organization and its share holders. We believe each deal is different. One size does not fit all. We also believe that the rigorous and creative management of the integration process based on clear assessment of what each company "brings to the table" in terms of human capital, leadership style and ability, and organizational capability are among the most often overlooked aspects of acquisition integration, is thus the greatest exposure to realizing the intended value, and are among our areas of greatest expertise. We developed this expertise not only from studying or benchmarking what others have done, but having been part of due diligence and integration teams involved on both sides of the acquisition process. Our experience does not come primarily from being external consulting "sea gulls." [Return to Top] For more information, contact: Gary J. Myszkowski, Ph.D. Practice Leader for WIZNAMI's M&A Integration Acquisition Services 847.420.2420 or by email. Information Request Form Select the items that apply, and then let us know how to contact you. Send M&A Services Brochure Send A Presentation Slide Show Introducing "The Challenges To Successful Acquisition Integration" Have a Senior Consultant contact me Name Title Company Address E-mail Phone [ Home ] [ Contents ] [ M&A Integration Services ] [ What Our Clients Say About Us ] [ Consultant Profiles ] [ Urgent Need to Know ] [ Internal Change Agent Entry ] [ Strategic Alignment And Implementation ] [ Case Studies ] [ Rubber Room ] [ Service Mark Information ] [ Privacy Policy ] [ Feedback ] [ Search ] WIZNAMI SM General Contact Number: 847.420.2420 [USA] The Wiznami SM General Information Email can be initiated here. This Page was Last Updated on 07/08/2001 .© Copyright 2001 Wiznami, Inc. All Rights Reserved. http://www.fdr-conference.org/gjsprofile.htm Profile: Jerry Shaw says effective communication is key to government reform By Patrick Harden, Washington Bureau Chief WASHINGTON (May 17, 2001) - If there's a common thread that runs through government, from performance evaluation and customer relations to successful dispute resolution, it is the need for effective communication. In fact, expert Jerry Shaw believes all civil servants -- managers and employees alike -- should be required to undergo specific training to help them talk to each other and get their ideas across. Shaw, a principal in the Washington law firm, Shaw, Bransford, Veilleux and Roth, and general counsel for the Senior Executives Association, said he believes there are five keys to government reform, with "a targeted course on how to communicate effectively" among them. For too long, Shaw told cyber FEDS® ( http://www.feds.com) in an interview, communication has been "one of the most ignored problems" within government. Even though good communication is just "a matter of training -- it is not being done." The low level of successful dialogue between supervisor and employee is one of the reasons why mediation and alternate dispute resolution are becoming so important in government. "There is an acceptance that people want to be heard and mediation often meets that need -- because communication between managers and employees is not always good." Mediation, in areas ranging from equal employment opportunity to performance measurement, is one of the key topics of the Federal Dispute Resolution conference scheduled for New Orleans in August. Shaw is the brain behind the 16th annual event. Mediation is also another of Shaw's keys to improving government operations. He would require all equal employment opportunity issues -- and many other areas of dispute -- to go first to mediation because "most cases can be solved if there is good faith on both sides." The remaining three of Shaw's five keys are: A computer on every federal employee's desk, interconnected with other departmental computers "so if you were working in one element of an agency, you would know what was going on in the rest of the agency." Resolution of pay gap issues in cooperation with management, unions and professional organizations. "It can be done." Performance appraisals "that would allow agencies to have a system to actually measure outcomes." Shaw's model would "identify expectations, then measure the result." Such appraisal models would vary across the government, because "there is no one-size-fits-all." Part of the appraisal process would be reflected in pay scales that are "occupational adjustable" against the demand for certain jobs and measured against scales in the private sector. In his role as SEA general counsel, Shaw has been a prime mover in pushing for an end to pay compression and for recognition that Senior Executive Service members are underpaid. "We're in terrible shape" he said. "The top levels of government are just not getting compensation that comes anywhere close to what the rank-and-file are getting on a comparative basis." Shaw argued that in the past eight years, SES members received only 1.0 percent average annual raises versus 2.7 percent for the rest of the civil service. "It just can't keep going on," he said. "People are refusing to accept promotions because the pay's not worth it -- they're not taking on more responsible jobs because there's no pay benefit." Shaw said the pay levels also impact on retirement benefits, lowering the overall value. Through sympathetic members of Congress, including Rep. Tom Davis, R-Va., Sen. John Warner, R-Va. and a bipartisan group of others whose districts include large numbers of federal workers, the SEA is pushing Capitol Hill to act. In fact, Davis introduced legislation in the House this week that would address the issue. "If we can get the right people to look at [the pay situation], maybe they can make a recommendation that the American people can accept," he said, adding he believes there is some sympathy within the White House for the SES corps' plight. Shaw takes a wait-and-see approach on the new administration, despite what some have seen as a negative attitude toward the civil service. He views the 1 percent difference between recommended pay hikes for military and civilians (4.6 percent vs. 3.6 percent) not as a "put down" for the civil service, but rather as White House recognition it had "to make the military feel better about what they were doing." Shaw is positive about President Bush's nomination of Kay Coles James as director of the Office of Personnel Management. "She appears not to have an anti-employee agenda," he said, quoting a senator who said James promised she would be "an advocate for federal employees, both with the public and the administration." James "could be a very pleasant surprise," he said. She'll face a myriad of problems in her OPM role, including pay levels, the health benefits program, agency and individual performance measurement and accountability. As for overall government reform, Shaw said, it can happen but it will take time. Citing the IRS, he said the agency has been given support, money, new computers and has had three years to make changes, "but it's not done yet." "You cannot reform a federal agency overnight and still have it accomplish its mission," he said. For more information on the upcoming FDR conference, go to its http://www.fdr-conference.org/fdrxvimainpage.htm. Filed: May 17, 2001 Reprinted with permission from cyber FEDS®, Copyright © 2001. Customer may not alter, modify, copy, adapt reverse engineer, decompile, disassemble, distribute or make derivatives of the above article. LRP Publications, 747 Dresher Road, P.O. Box 980, Horsham, PA 19044-0980. All rights reserved. For more information on cyber FEDS® or other products published by LRP Publications, please visit http://www.lrp.com/store or http://www.feds.com. http://www.fdr-conference.org/fdrxvimainpage.htm

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http://www.fdr-conference.org/WHO%20SHOULD%20ATTEND.htm Who Should Attend: Ø Change agents in federal agencies Ø Union representatives Ø Military & Civilian managers, supervisors, & specialists Ø Practitioners Involved with EEO, LR, ER, HR, Personnel, & ADR Ø General Counsels & Attorneys Ø Mediators Ø Dispute Resolution Specialists Why should I attend? Individualized Training… With 12 daylong pre conferences and over 40 workshops to choose from FDR provides an opportunity for you to design a unique schedule of training that meets your specific needs. Workshops Organized by Category… Including Mediation, ADR, EEO, Manager, ADA/Rehab Act, HR/LR and for Attorneys providing pre-approved CLE credit. Spectacular Speakers… Learn from professional presenters and federal agency experts who are successfully handling the same challenges you face. Boost your personal energy as you exchange ideas with instructors and fellow attendees during hands on, skill based training sessions. Exhibit Hall… Return to your agency armed with ideas and solutions from government and private industry organizations in the field of dispute resolution, human resources, employment law, and management issues. Networking… Over the course of four days meet and learn from 1100 fellow attendees involved in prevention and resolution around the country. Registration Fees: Preconference Only: Attendees select one of twelve 6-hour sessions to be held on Monday, August 13, 2001. The cost to attend is$300.00. ( Please Note: Very limited spaces are available for those attending Preconference only. Workshop selection preference will be given to those participants attending both the Preconference and the Conference.) Conference Only: Attendees select from over 40 workshops to be held Tuesday, August 14 – Thursday, August 16, 2001. Registration fee also includes all conference materials, one CD containing all presenter handouts, continental breakfasts, refreshment breaks, the Monday evening Welcome Reception, and the Thursday closing Plenary Luncheon. The cost to attend is$845.00. Preconference + Conference: Participants attend both the Preconference and the Conference. The cost to attend is$1000.00. Staff| Advisory Board | Exhibitor Info Future Dates | Mailing List | Contact Us| Home http://www.fdr-conference.org/staff.htm FDR Conference Staff Each year the FDR staff with the advice of the Advisory Board selects topics and speakers for each year’s program. Once the program is selected the administration of the conference begins. FDR staff works with the hotel to plan the logistics of the conference, e.g. guest amenities, meeting rooms, special events, audiovisual equipment, meals etc. The staff works to secure quality speakers, exhibitors and sponsors. Finally the staff spends months marketing the conference and processing the registrations. If you have any questions about the FDR Conference please feel free to contact a member of our staff via email at fdrconf@support.fdr-conference.org. Conference Officers G. Jerry Shaw, Chairman G. Jerry Shaw is a founding partner in the law firm of Shaw, Bransford, Veilleux & Roth. After military service as a helicopter pilot in Vietnam and elsewhere, he began his legal career with the Office of Chief Counsel, Internal Revenue Service. In 1980, he helped found and served as first President of the Senior Executives Association. He is currently the General Counsel and lobbyist for the Association. Mr. Shaw also founded Public Employees Roundtable(PER), a non-partisan coalition of 32 management and professional organizations representing more than one million public employees and retirees, with the goal of promoting excellence in public service. In 1986, Mr. Shaw helped to found the Federal Employee Education & Assistance Fund(FEEA), a nonprofit Combined Federal Campaign (CFC) charity that provides emergency financial assistance and scholarships to civilian federal employees and their families. Mr. Shaw represents professional and trade associations and corporations, lobbying on their behalf before Congress and various government agencies and representing them in the courts. He is an experienced legislative strategist, having successfully secured enactment of numerous legislative provisions on behalf of clients. Mr. Shaw has co-authored publications on trust and estate planning, and employment law, including the recently published guidebook, The Rights and Responsibilities of Your Federal Employment. He regularly rights for the weekly, FREE online newsletter for managers published by Shaw, Bransford, Veilleux & Roth, FEDmanger.com. He received his Bachelor of Business Administration degree from Gonzaga University, and his J.D. degree from St. Mary's University where he was on the staff of the St. Mary's Law Review. Mr. Shaw did legal post-graduate work at Georgetown University Law Center. Mr. Shaw is a member of the District of Columbia, Texas, and Federal Bars. William L. Bransford, Vice Chair William L. Bransford is a partner in the law firm of Shaw, Bransford, Veilleux & Roth, where he has practiced since 1983. His practice has concentrated on the representation of federal executives, managers, and employees before the U.S. District Courts, the Merit Systems Protection Board, the Equal Employment Opportunity Commission, the Office of Special Counsel, Offices of Inspector General, and with offices that adjudicate security clearances. Mr. Bransford advises several small federal agencies on matters pertaining to federal personnel and employment law. He also represents private-sector employers and employees in the area of employment law. Mr. Bransford is a frequent lecturer, sharing his expertise on federal employment law at conferences and seminars designed for federal supervisors, executives, and employee relations professionals. Mr. Bransford has written numerous publications on federal employment law, and is co-author of the new guidebook, The Rights and Responsibilities of Your Federal Employment. He co-hosts FEDtalk, a weekly radio show on Saturdays, 10:00 a.m., WUST Radio, 1120 AM in the Washington, D.C. Metropolitan area, which the law firm presents on matters of importance to federal employees and retirees. Prior to joining the law firm of Shaw, Bransford, Veilleux & Roth, Mr. Bransford was a senior attorney at the Internal Revenue Service, Office of Chief Counsel, working with labor and employment law issues. He graduated cum laude from the Cleveland-Marshall College of Law, Cleveland State University, in 1975, and received his Master of Laws in Labor Law from Georgetown University. Mr. Bransford is a member of the District of Columbia, Ohio, and Federal Bars. Staff Directory Sadie H. McLeod…………….Conference Coordinator Lynda R. Greene…………….Registration Coordinator Aubrey M. Johnson…………Program Coordinator Kate E. Swiencki……………..Exhibitor & Sponsorship Coordinator Allison L. Holley……………..Special Projects Coordinator Staff| Advisory Board | FDR XVI| Exhibitor Info Future Dates | Mailing List | Contact Us| Home http://srd.yahoo.com/drst/41022613/*http://www.business-management-consulting.com/news.html Home | News | Featured Articles | Resources | Contact Site of the Month: Business.com Find Quotes, news, financials, and more on 10,000+ companies Business Search Business Consulting Management Industry Profile Featured Articles Stunning Growth Layoffs and Changes Dot-Com Speculation Eager IT Firms The Upstarts Kinder, Gentler Work Industry Resources Business Processes Change Management Corporate Governance Ebusiness Practice Human Resource Management Strategic Planning Find Profiles on Companies you need most Find quotes, news, financials & more on 10,000+ companies Ad http://srd.yahoo.com/drst/41022613/*http://www.business-management-consulting.com/index.html Home | News | Featured Articles | Resources | Contact Site of the Month: Business.com Find Quotes, news, financials, and more on 10,000+ companies Business Search Business Management Featured Articles Stunning Growth Layoffs and Changes Dot-Com Speculation Eager IT Firms The Upstarts Kinder, Gentler Work Industry Resources Business Processes Change Management Corporate Governance Ebusiness Practice Human Resource Management Strategic Planning Find Profiles on Companies you need most Find quotes, news, financials & more on 10,000+ companies Ad http://srd.yahoo.com/drst/41022613/*http://www.business-management-consulting.com/profile_stunning.html Home | News | Featured Articles | Resources | Contact Site of the Month: Business.com Find Quotes, news, financials, and more on 10,000+ companies Business Search Management Resources Benchmarking & Best Practices Business Ethics Change Management Corporate Governance Knowledge Management Management Theory Operations Management Organization Development Software Strategic Planning Business Consulting Management Industry Profile Stunning Growth Although there was some concern that the business might slow after Y2K projects ended, the fresh demand for consultants -- to install electronic commerce systems and re-engineer business processes that take advantage of the Internet -- continued to push industry revenues to double-digit growth in 2000. Kennedy Information estimates that management consulting revenues worldwide total $62 billion and are growing between 10 percent to 30 percent annually. The growth has been strong for the past decade: Industry receipts doubled between 1992 and 1997. Yet while overall consulting demand climbed, the Internet economy threw the advice business into turmoil. The rise of the pure-play Internet consulting firms such as Viant and Scient hit the traditional big firms hard, both financially and psychologically. The big firms lost young, tech-savvy employees as well as key ecommerce deals to the Internet-specific consultancies (Modem Media, for instance, snared a General Motors account). What’s more, the Big 5 became jealous about the upstarts’ market capitalizations, which allowed Whittman-Hart to buy USWeb/CKS in a $6 billion merger. But with many New Economy firms gone or limping along by late 2000, the tide had turned somewhat in favor of traditional firms. Scient, which had been red-hot and swelled to more than 1,800 employees by summer 2000, laid off 460 employees and drastically lowered its earnings projections. Viant laid off 16 percent of its workers; MarchFirst cut 10 percent. Meanwhile, the old-line consulting houses had undergone their own ebusiness makeovers. They formed a range of partnerships with dedicated tech firms and junked their old hierarchies in favor of flatter, more-lucrative power structures. Featured Articles Stunning Growth Layoffs and Changes Dot-Com Speculation Eager IT Firms The Upstarts Kinder, Gentler Work Industry Resources Business Processes Change Management Corporate Governance Ebusiness Practice Human Resource Management Strategic Planning Find Profiles on Companies you need most Find quotes, news, financials & more on 10,000+ companies Ad http://srd.yahoo.com/drst/41022613/*http://www.business-management-consulting.com/resources.html Home | News | Featured Articles | Resources | Contact Site of the Month: Business.com Find Quotes, news, financials, and more on 10,000+ companies Join Us Today! Link to us, and we will link to you. Company Profiles Computer Sciences Corporation (CSC) Full spectrum of services from business re-engineering and IT strategy to systems integration, operations management outsourcing and professional services. Keane Keane, Inc. is a consulting, e-business and information technology services firm focused on helping clients realize the potential of the Internet. Deloitte Consulting As the management consulting practice of Deloitte Touche Tohmatsu, one of the Big 5 professional services firms, Deloitte Consulting specializes in enterprise transformation - the integration of organizational operations and resources to achieve performance improvement. Offices in 34 nations around the world. KPMG Consulting Worldwide professional services firm whose management consulting practice provides finance and human resources services as well as ebusiness solutions in the areas of customer management, supply chain management and knowledge management. PricewaterhouseCoopers: Management Consulting The management consulting practice of this "Big 5" professional services firm specializes in strategic change, performance improvement and technology solutions across industries. Offices in 150 countries and territories. Industry Resources Business Processes Change Management Corporate Governance Ebusiness Practice Human Resource Management Strategic Planning Featured Articles Stunning Growth Layoffs and Changes Dot-Com Speculation Eager IT Firms The Upstarts Kinder, Gentler Work Find Profiles on Companies you need most Find quotes, news, financials & more on 10,000+ companies Ad http://srd.yahoo.com/drst/38094474/*http://www.findconsultancy.com/us/index.htm http://srd.yahoo.com/drst/38094474/*http://www.findconsultancy.com/us/header.html Home- US Search- UK Search- List Your Consultancy- Advertise- Announce Project- Vacancies- About Us- FAQ's- Contact Us http://srd.yahoo.com/drst/38094474/*http://www.findconsultancy.com/us/usmain.html Search US Consultancy Listings US Business US Information Technology US General ALL general Business Accounting & Finance Corporate, Strategy & PR Sales, Marketing, Research Purchasing, Logistics, Supply Production & Engineering HR, Training & Recruitment ALL general IT E-Commerce & B2B Internet Software & Programming Legal Investments Advertising & Media New Businesses Design & Innovation Retail & Manufacturing Property & Energy To search UK listings click on UK Search at top To list your consultancy in one or more of these categories - free until late 2001, click here http://srd.yahoo.com/drst/38094474/*http://www.findconsultancy.com/us/business/general.html US all General Business 1stNclass.com We want to help you be First-in-Class with your customers! Practical and effective Quality Management solutions, conforming to voluntary and regulatory standards. North America Jim Elliott 1stNclass.com 2108 Paso Verde Drive Hacienda Heights, CA 91745-4948 USA jelliott@1stnclass.com http://www.1stNclass.com AvTec Providing consulting in earned value, performance management or Program management to government or industry. Over 30 years of experience with reasonable rates. World Wide Doug Tyler 106 Oddo Lane, Huntsville, Ala 35802 (256) 880-2256 dougtyler@hotmail.com Asset & Liability Advisors Inc Specialists in Interest Rate Risk Management for Financial Institutions Worldwide Stan C. Faries 636-949-9119 USA Faries@ALAdvisors.com www.ALAdvisors.com Aimattech Consulting LLC Aimattech is a multi-discipline management consulting firm specializing in strategic planning, business development, interim management, global sales & marketing, and launches for middle market companies. US, Canada, Latin America, EC David P. Weaver, President Aimattech Consulting LLC 568 Woodway Court, Suite 1 Bloomfield Hills, MI 48302 USA 248.540.3758 dweaver@aimattech.com http://www.aimattech.com Adams Six Sigma Specialist in six sigma, total quality management (tqm), strategic planning, goal setting, team building, employee motivation, statistical process control (spc), management training, and management consulting. Predominate US, global Cary W. Adams 10A Bayou RD Lake Jackson, TX 77566 1-979-297-5198 cadams@adamssixsigma.com http://www.adamssixsigma.com Asset, Business & Estate Planning Consultants Over 15 years of providing solid asset protection, business and estate planning strategies to ensure that your personal and business assets are protected from liability. US and Canada Protect Your Stuff 3389 Sheridan Street; #235 Hollywood, Florida 33021 (954)963-7182 http://www.protectyourstuff.com Azimuth Partners, Inc. Worldwide Michael Maynard, President 119 Adams Drive Stow, MA 01775-1085 Telephone: (978) 897-2911 FAX: (978) 897-6938 mmaynard@azipart.com http://www.azipart.com Arnett Consulting Services Capabilities: Organization process/structural design improvement, Management/systems evaluation, Meeting design & facilitation, Managing change, Improving client/customer Relationships, Strategic focus/strategic planning, Team building/conflict resolution San Francisco Bay Area, CA Marilyn S. Arnett, Arnett Consulting Services 927 West California Avenue Mill Valley, CA 94941 415.381.0915 phone 415.381.8123 Fax Marilyn@Siegler.com Barbara Chan Coaching & Consulting Coaching socially responsible, inspired leadership and dynamic collaboration in a global environment. Executive coaching, management consulting, strategic facilitation, cross-functional and cross-cultural team development, conflict mediation, green business consulting. US and international clients since 1973; worked with people from 81 countries. U.S. and international Barbara Chan 510-233-0580 510-231-8919 fax bjchan@earthlink.net http://www.barbarachan.com Business Strategies 2 Principals - System Implementations, Project Management, Process Improvement SAP, Oracle Silicon Valley, CA 52 Chestnut Ave. Los Gatos, CA 95030 dianne.clark@biz-strat.com Ballard and Associates, PC Dr. Ballard, nationally known consultant with 25 years experience, provides HR expertise and services to small and large companies, institutions and governmental agencies. Specializing in performance management systems, policy and procedures, employee handbooks, compensation studies, labor and employment law, and ISO documentation and certification. Baldridge Award experience. United States H. V. Ballard, Phd Box 100 Suite 207G (Park West Professional Bldg.) 242 W. Valley Ave. Birmingham, Al 35209 Phone 205-942-9345 Fax 205-956-0197 jinger@bellsouth.net Bradley Associates Consulting We assist not-for-profit public benefit corporations in advancing their philanthropic mission by providing institutional advancement consultants, specializing in fund raising and related areas. Western U.S. Vincent G. Bradley, Jr. President/CEO 3150 Almaden Expressway, Suite 204 San Jose, California 95118-1253 (408)978-8400 / toll-free (888)786-4625 bacwest@bacwest.com http://www.bacwest.com Barrington-Wellesley Group Inc BWG provides high quality management consulting services and litigation support to public utilities, regulatory agencies and other professionals serving the public utility industry US and Canada Michael A. Laros Managing Director Tel 881988 0190 Fax 881 988 0194 email Alaros@bwgi.com www.bwgi.com Brice Salek Designing the visual representation of internet media Brice Salek San Francisco, CA brices@ureach.com http://www.loudmouthfilms.com/ Blazin' Inc. We offer collections of accounts receivable, proposal preparation, and administrative services. US Lanona Sykes P.O. Box 6463 Huntsville, AL 35824 (256) 722-7992 FAX (256) 722-7943 lsykes@blazin1.com http://www.blazin1.com Ballew and Associates, Inc. 40 years of Human Resources consulting in all types of organizations specializing in developing a productive, effective culture that maximizes employee performance Continenial United States Bill Ballew, President 102 King Richard Blvd. Johnson City, TN 37604 Tel 423 928-5395 Fax 423 928-5395 db.ballew@att.net Bobrow Consulting Group Inc A thirty-two year old management consulting group that specializes in marketing & strategic planning & new product development & distribution & selling through independent sales reps agencies Worldwide Edwin E. Bobrow CMC CPCM Inc.New+York 10028-0134 Tel 212-249-7001 fax 212-249-7256 edbobrow@bellatlantic.net Bywater Inc. Bywater is a business transformation consultancy dedicated to providing practical and innovative approaches to enhance performance of businesses by helping clients execute their strategies to redesign supply chains, improve support process, and develop people and culture. Global - Inc. emphasis is US Bywater Inc. Two Stamford Landing 68 Southfield Avenue Stamford, CT 06902 Ph. 203-973-0344 Fax. 203-973-0345 Gen Info: Renee Jennings, Marketing Coordinator Other offices in: London, Australia, Dubai. rjennings@bywater-consulting.com http://www.bywater-consulting.com Bonner Consultants, Inc Expert counsel on strategic communications, positioning, branding, marketing and member communications, public relations, news media. Major clients: Navy Federal Credit Union, National Newspaper Assn., Fairfax Econ. Dev. Authority, DynCorp, BIPAC All US and some Europe cbonner@bonnerconsultants.com 703-714-0466 www.bonnerconsultants.com BSBI & Associates LLC BSBI is your international business and financial advisor and consulting group, specializing in Cross Atlantic transactions between the US and the UK, to private companies seeking to expand foreign operations. North America and the UK P.O. Box 26 Aldie, Virginia 20105-0026 bsbiflb@aol.com or bsbimd@aol.com http://www.bsbi.net BEDERSON & COMPANY LLP Bankruptcy, Insolvency, Forensic services, Mediation, Malpractice, Damages, Business Valuation, Audit, Pension audit, Tax, IT consulting, Peer review, Business and Succession Planning. Visit our web site. US Ed Bond, Managing Partner 405 Northfield Avenue West Orange, NJ 07052 973-736-3333 ebond@bederson.com info@bederson.com http://www.bederson.com Business Consulting Services LLC Technology planning and process improvement to improve overall business results East coast U.S Thomas K. Casey CMC CCP President Business Consulting Services P.O. Box 431 Swarthmore PA 19081 610-328-9806 BCS@consultbiz.com www.consultbiz.com Business Options Unlimited Specialise in finding jobs and projects for candidates and consultants, certified to work for the government, our area of expertise is to place upper management to CEO in the 75-250,000 pa range Midwest, Wisconsin and US PamBaumann-President 920-968-4618 pam@businessoptions.com Consultants International Expertise is in project management; reengineering and design of supply logistic systems; health and management information systems; human resources systems; financial management systems; organizational development; management training; and manpower planning. Worldwide 7841 S. Addison Way, Aurora, Colorado, USA telephone/Fax (303) 745-0742 jeatonco@aol.com CarMel Management Solutions, Inc. Established in 1996, CarMel provides expertise in Process and Performance Improvement, Expense Management, Strategic Business Planning, Training and Project Management. International 60 East 42nd Street, Suite 965 New York, NY 10165 212-973-9622 info@carmelus.com http://www.carmelus.com CorpAmerica Behavioral Consultants Behavioral Management Consulting for personal/executive coaching, human systems analysis, problem-solving, stress management, employment screening, customer service, mergers & acquisitions, training and more. Continental United States Noah H. Kersey,PhD CorpAmerica Behavioral Consultants 1980 East 116th Street, Suite 120A Carmel, Indiana 46032 office:[317] 581-1013 [24hr.Answering] Fax: [317] 581-1210 DocNoah7@aol.com Crowell & Associates Consulting Services featuring Project Management with a client centered focus and emphasis in HIV/AIDS. Specializing in program development for private sector, public agencies, and non-profits. San Francisco - Bay Area - CA Gloria Cox Crowell - Lead Consultant P.O. Box 43726 Oakland, CA 94624 (510) 913-5694 croglo@pacbell.net CLK Enterprises Business Management, Development, Efficiency Systems Organization and Implementation, Training. United States Cynthia Newsom 512.388.7550 clnewsom@prodigy.net Clark Nuber PS 100 person CPA and consulting firm. Largest local firm in Seattle area. Strategy, retreat facilitation, family business, complex tax transactions, high net worth individuals, stock options, purchase/sale of businesses among many consulting services. Seattle and northwest Bob Nuber PO Box 3844 Bellevue, WA 98004 rnuber@cnuber.com www.cnuber.com Consensus Technology Consulting in all aspects of teams from cradle to grave: formation, communication, consensus building, problem solving, decision-making, remote/virtual teaming. We help teams do the impossible. US James H. MacConnell Consensus Technology 2200 N. 77th St. Seattle, WA, USA 98103-4928 jmac@consensustech.com http://www.consensustech.com Catwalk Consulting We offer a different perspective on management consulting, project planning, business systems analysis, application development, documentation, education, quality assurance, and more. Central USA Angelika Coghlan Managing Partner 1821 Walden Office Square, Suite 400 Schaumburg, llinois 60173 888-989-0196 815-385-7737 info@catwalkconsulting.com http://www.catwalkconsulting.com/main.htm Competitive Solutions, Inc. Competitive Solutions, Inc. is an international training and consulting firm that specializes in assisting organizations achieve performance excellence. All over the US John Pyecha Executive Vice President 1050 Powers Place Alpharetta, Georgia 30004 (770) 667-9071 johnp@competitive-solutions.net http://www.competitive-solutions.net CFO Business Partners, LLC "Part Time" or Interim CFO's / Controllers for Start-up's, Small Businesses, and Growth Companies Major Project Support for Mid-cap and Large Corporations - Financial Reviews for Venture Capitalists, Investors, Banks, and Financing Institutions US, Europe, and Asia/Pacific Jerry G. Noles President and Managing Partner 1300 Riverplace Blvd. Suite 300 Jacksonville, FL 32207 Tel: (904) 346-0944 Fax: (904) 346-3855 cfobp@aol.com http://www.cfobusinesspartners.com The CFO Connection The CFO Connection is structured to provide growing companies part-time expertise in finance, strategic planning and support for a wide variety of management projects. Bob Thompson The CFO Connection 15 Oakland Street Newburyport, MA 01950 info@thecfoconnection.com http://thecfoconnection.com Columbia Resource Group Consulting to firms and public agencies in management and leadership training, teambuilding, strategic planning, emotional intelligence assessment and training and change management. North America Carole Lyles 5430 Lynx Lane #337 Columbia MD 21044 410/992-7050 Carole@Lyles.net http://www.ColumbiaRG.com Coaches Consulting Group Providing Business Performance Excellence Coaching using the Malcolm Baldrige National Quality Award Criteria to drive organizational change. All Geographic areas Gary Rossi President and Principal Business Coach 8818 Calle Perico San Diego, CA 92129 858-538-7988 gjrossi@pacbell.net CIVC Partners CIVC Partners is a $500 million private equity fund whose sole limited partner is Bank of America. CIVC Partners, with 30 years of experience in private equity investing, provides growth capital to middle-market companies with a focus on business services, financial services, media and communications, and niche manufacturing Gregory W. Wilson Partner, LLC 231 L. LaSalle St. Chicago, IL 60697 312-828-5322 gregory.w.wilson@bankofamerica.com www.civc.com Corporate Consulting Inc Established in 1983, specializes in finance and marketing; strategic business development planning; organizational planning and structure; mergers, acquisitions and divestments; “due diligence” studies; and appraisals of business worth. The firm also provides “part-time CFO” services, overseeing the financial and administrative staffs, establishing sound management practices, and providing the financial viewpoint at the top management and Board levels for companies 3333 Belcaro Drive Denver, CO 80209 CorpCons@compuserve.com Voice/Fax: (303) 698-9292 Devereux C. Josephs, CMC President CJBASSOCIATES.com Offering leading Human Resources consulting services to meet the demands of the Information Age. Our focus is on Web-based and computer-based HR business solutions US 425603-0204 cjb@cjbassociates.com www.cjbassociates.com Crystal User.com Certified software trainers and consultants for Seagate software, provide classroom training and specialised onsite consulting, OEM of Seagate products, 15 years experience in Crystal reports, sales and service, developed international Crystal users group US 281-292-2177 Toll-free 800-959-1451 info@crystaluser.com Located in Spring TX www.crystaluser.com Direct Marketing Insights, Inc We work with entrepreneur/owners to grow sales and enhance profitability of mail order catalogs and other businesses driven by effective direct marketing. United States James L. Padgitt President Direct Marketing Insights, Inc. 222 West Coleman Boulevard Mt. Pleasant, SC 29464 Phone: (843) 884-1428 FAX: (843) 884-1125 jimp@dminsights.com http://www.dminsights.com Darrell Dusina,ValueZealot.com Strong analysis and communication skills for executive decision making, problem solving, and presentations. Business and technically oriented with broad experience in business plan preparation, financial planning, capital investment decision making, cash flow analysis, strategic planning, business development, finance, accounting, mergers and acquisitions, process improvements, and value enhancements. Extensive financial analysis, modeling, and simulation skills. - World Wide Darrell Dusina Cocoa Beach, Florida 303-725-9309 ddusina@earthlink.net http://www.ValueZealot.com Development Specialists, Inc. DSI operates, manages, and consults "troubled businesses" on behalf of lending institutions/other secured parties, bondholder, shareholder committees, and business owners. Worldwide Headquarters William A. Brandt, Jr., President/CEO 70 West Madison Street - Suite 2300 Chicago, Illinois 60602-4250 312-263-4141 dsiadmin@developmentspecialists.com http://www.developmentspecialists.com Dabney Investment Consulting Associates Institutional investment consulting in Investment Policy, Asset Allocation, Manager Search, Performance Measurement & Performance Attribution for Foundations, Endowments and Corporations US Joseph T. Dabney III, President 281-335-3859 Voice 281-335-1209 Fax dabney@hal-pc.org www.dabneyinvestmentconsulting.com Eckstein Management Consulting Strategy. Strategic approaches to Problem Solving. Uses extensive consulting background and creative thinking processes to help client people work together to develop innovateive and effective ways to solve problems, improve performance and profits. US Norman R. Eckstein CMC 645 N. Michigan Ave., Suite 800 Chicago, Illinois 60611 312-649-6770 norm@ecksteinconsult.com e.magination network, llc. A full service e-business agency specializing in web design, custom application development, network integration & support, Internet marketing, interactive advertising and consulting - Baltimore, MD and Washington, DC. National and International Lisa Malone VP Corporate Communications 1030 Hull Street The Cascade Building Suite 300 Baltimore, MD 21230 Phone: 410.234.1500 Fax: 410.234.1485 lmalone@emagination.com http://www.emagination.com/e/ e-MAC Consulting, Inc. e-MAC Consulting provides on-line employee opinion surveys and strategic organizational diagnosis. USA Dr. Kenneth D. Mackenzie, President e-MAC Consulting, Inc. 700 Massachusetts Street, 3 rd Floor Lawrence, KS 66044 785-749-1006 survey@e-macconsulting.com http://www.e-macconsulting.com ENTERPRISE TRANSFORMATION GROUP, LTD. Consulting services & seminars on Change Management, Global Value Chain Management, E-Business, Business Process & Knowledge Management, Customer Relationship Management, Enterprise Architecture, Information Technologies & IS Project Management. Worldwide Edward G. Lewis President ENTERPRISE TRANSFORMATION GROUP, Ltd. 556 East Gill Way Superior, Colorado 80027-8002 Tel: 001-303-494-6537 Fax: 001-303-494-0645 elewis@etgl.com http://www.etgl.com Eagle Point Consulting David R. Sanderson of Eagle Point Consulting has consulted with non-profit and for-profit organizations since 1990. His specialties include strategic planning, team development, and leadership development. Grounded in Appreciative Inquiry, he has particular interests in helping people discover shared hopes and dreams and work effectively together. David holds a master's degree from Johns Hopkins and a Ph.D. from the University of California at Davis, and has co-authored a book titled Working Together in Schools: A Guide for Educators (Corwin Press, 1996). USA Eagle Point Consulting 107 Eagle Point Road Lamoine ME 04605 USA 207 667-1213 dsand@downeast.net http://www.eaglepointconsulting.com Execucor Financial Limited Execucor Financial Limited, as financial consultants, acts as financial advisers and brokers to entrepreneurs, owners and managers of small to medium size companies. We analyze your financial requirements, advise on which is the best financial solution, and arrange for sources of capital to finance capital acquisitions and expansions. Whether it is a lease, loan or venture capital. Canada & USA Doug Moody 137 Collier St Barrie, Ontario L4M 1H5 Canada execucor@yahoo.com http://www.execucor.com Executive Advisory Services Management Consultancy. See website. East Coast USA Peter Kliegman 5 Shore Park Road Great Neck, NY 11023 516 527 3967 phone/vmail 516 482 1737 fax/vmail pkliegman@aol.com http://www.executiveadvisoryserv.com Ecosse International Corporate consultants and finance brokers - for re-structure, cross-border, equity, venture capital and business angels, we have the skills and expertise to help info@ecosse-intl.com 44 (0) 151 423 3570 all new enquiries to George Barlow www.ecosse-intl.com Financial Technology Partners, Inc. Specializing in operational and technical consulting to banks. Focus areas include project management, wire transfer, ACH, international payments, internet banking and cash management. All areas L. Greg Ferrone Managing Director P.O. Box 363 Ramsey, NJ 07446 Phone: (201)218-0865 FTPBanking@aol.com http://www.FTPBanking.com Focus Associates, LLC. Expertise in the irrigation and fluid handling industries Management, sales, divestiture, acquisition, full business assessment. Proven line experience, 27 yr track record."Your success is our FOCUS" Live West Coast..W/W exp. Dan Clawson, President 858-454-1557 412 Vincente Way La Jolla, CA 92037 danClawson@worldnet.att.net http://www.focusassociates.com Fair, Anderson & Langerman Management Consultants and CPAs providing high-end services, including succession planning, management counseling, organization assessments, Information Technology, and traditional accounting and tax services. We're better! Southern (Clark County) Nev. Carl O. Rowe, Director Organization & Management Development 3811 W. Charleston Blvd., Suite 110 Las Vegas, NV 89102 carl@falcpa.com http://www.falcpa.com Frederick H. Neu & Associates Established in 1985, we help our clients to increase profits, improve productivity and reduce operating expense. We are proudly affliated with the IMC and APICS. USA, Canada and Europe Fred Neu 520 East Highland Drive Camarillo, CA 93010-1212 USA (805) 987-4707 fhn@fredhneu.com http://www.fredhneu.com General Management Technologies GMT helps clients to understand their markets, create growth strategies, and optimize work processes. Clients include Black & Decker, Coleman, Kohler, Emerson, ITT, and Textron. Worldwide Cynthia Fusco Marketing Communications Director GMT 2275 Swallow Hill Road, Building 800 Pittsburgh PA 15275 info@gmtconsulting.com http://www.gmtconsulting.com Gilbert Buchanan Self-employed in areas of Business Development, Economic Development, Career Development, Program Management, Government Project Coordination. No staff. Los Angeles, CA 1112 South Olive Ave., Apt. 17 Alhambra, CA 91803 (626) 289-1174 gbuch56013@hotmail.com The Gardner Shaw Group The Gardner Shaw Group offers management consulting, professional development and training, and facilitation services to a variety of clients. We work with you to improve your organization's performance and increase its learning. Continental United States P. Gerard Shaw, Ph.D. 20 Chestnut St., Suite 8 Needham, MA 02492 781-453-6903 gerry@gardnershaw.com http://www.gardnershaw.com A Human Investment Consulting Firm DISCOVER WHAT YOU WERE MEANT TO DO. Pursue Meaningful Work, Fulfill your potential. MRI-Scan of Career Assessment. Testing-based career development, executive coaching and leadership development. Industry-standard inventories and custom in-depth research pinpoint individuals' passions, abilities, top career targets, strengths and weaknesses, and specific short- to long-term strategic development recommendations. Work smarter, not harder. San Francisco Bay Area; Phone Debra Condren, Ph.D. 1010 B Street, Suite 210 San Rafael, CA 94901 415.459.7112 DCondren@HumanInvestment.com http://www.HumanInvestment.com Hampton Management Group Inc Incorporated 1986 - Several Fortune 500 clients - Providing Project Management, Business Process Analysis , WorkFlow Documentation, Strategic Planning, Business Development, Proposal Management, Temporary IT Management California 916 663-0736 hmgi@earthlink.net www.e-bprocess.com HIGH Performance Strategies We help select clients become 'best in class' companies by choosing, executing, and taking ownership of strategies that have immediate impact, are sustainable for the long term....and match the client's values and capabilities. Together with world class alliance partners, we offer the small-med size firm a talent lineup that far exceeds what they would pay for 'juniors' from a large consultancy. We support leadership and HR practice needs globally Global Donald L. Howard, President, 2656 Henderson Ridge Drive, Tucker, Georgia 30084 Tel: 770-939-0110 Fax: 770-939-0220 Toll Free: 888-970-0110 hpstrategies@aol.com Heifetz, Halle Consulting Group, L.L.C Excellence in managing change, government/industry partnerships, post-merger corporate indigestion, technology commercialization, organization effectiveness, leadership & team building, workshops, creating a more innovative culture World-wide Stan Halle, Managing Director (360) 866-1242; Fax: (360)-866-2691; Pager: (800) 975-6894; change@halcyon.com www.leading-change.com The Highview Group Project Management, Consulting & Training. Methodologies, PMO & IT Governance for managing enterprise wide portfolio. Carl Vega, MBA NJ, NYC, USA, Global Carl Vega, Management Consultant Tel: (732) 615-3913 carlvega@usa.com http://highviewgroup.com/ Holt & Company Holt & Company increases company and shareholder value through raising debt and equity, venture financing, brokering mergers and acquisitions and providing strategic turn around management US Jim Terhaar 425-489-5912 jimt@holtcapital.com Marilyn J. Holt 206-781-7196 mjholt@holtcapital.com www.holtcapital.com Infonovation Helps Companies conceive, plan and deploy eBusiness solutions, These solutions expand markets, increase efficiencies and concentrate on bottom line results US Jim Terhaar 425-489-5912 jimt@holtcapital.com Marilyn J. Holt 206-781-7196 mjholt@holtcapital.com www.holtcapital.com ION Incorporated A free screening and referral service for investigative resources. Data on many agencies on the system USA Europe Asia Africa Australia So. America USA Canada +800+338-3463 or 480+730-8088 ion@ioninc.com www.investigatorsanywhere.com ISO Coach of Louisville, TN 2 day seminar to convert existing ISO 9000 system to include also ISO 14000 - $295/person. Auditing $550/day. By registrar experienced ISO/QS 9000 and 14000 auditor. US Tom Powell 3244 Devault Road Louisville, TN 37777 865-984-0716 (voice and fax) isocoach1@aol.com Intrax Solutions, Inc. The world's premier provider of Internet Policy and Procedure Software, Best Practice Knowledgeware, and Professional Services specialized in Business Transformations. United States Philip G. Whitehead 1200 Woodruff Road, A-3 Greenville, SC 29607 864-527-1260 info@intraxltd.com http://www.intraxltd.com IdeaBridge Consulting Group Management consulting firm specializing in , financial modelling, strategy, research, internet marketing & advertising, project management, e-commerce, & technology. Worldwide IdeaBridge Consulting Group info@ideabridge.com Phone: (562) 986-1223 FAX: (562) 986-5813 http://www.ideabridge.com ISIS-Risk Risk management and general management consulting, training, technical writing for risk and personnel issues, interim claims and risk management services US Nancy Germond ARM 623 487-0505 ngermond@earthlink.net www.isisrisk.com JA Byrtus & Associates When you need superior efforts to produce outstanding results - contact us. North America John Byrtus 756 East Street Wateford, PA 16441 jabyrtus@byrtus.com http://www.byrtus.com Jennings & Associates Financial Consultancy serving mid-market firms in Strategy Development, Business Plans, Venture Capital, Debt Financing, M&A, Turnarounds, Finance, and Profitability Improvement. Staff averages over 25 years experience. North America Jack Jennings 10300 N. Central Expressway Suite 580 Dallas, Texas 75231 (214) 691-6195 (214) 739-5538 Fax Jack@Jennings.net http://www.cforesource.com Jay Isle Associates Interim management for turnarounds, start-ups. Strategic planning, marketing, finance and manufacturing. Unlimited area Gene Berger 11 Fenimore Dr. Scotch Plains, NJ 07076 908-889-8843 Jayile@aol.com John Harrison Newman Specializing in turnaround of troubled mid-sized companies. John Newman 319 Holly Street Fayetteville, AR 72703 USA 501-521-0799 jnewman443@aol.com Joseph M. Fabricatore, Inc. Executive consulting to executives in transition and for assessment for new hire. UCLA Ph.D. former Chair, The Executive Committee (TEC), CMC, licensed psychologist, 30 years experience in diverse industries LA area Dr. Joseph M. Fabricatore 10780 Santa Monica Bl., Ste. 450 Los Angeles, CA 90025 310-826-3256 fabricatore@worldnet.att.net Julie Jansen LLC Design and train HR and management in Management by Objective programs. Design and facilitate leadership programs. Clients are professional services, manufacturing, entertainment and financial services. U.S. and Canada Julie Jansen 1234 Summer Street 4th Floor Stamford, CT 06905 Phone 203-977-2412 julie@juliejansen.net http://www.juliejansen.net KATZMAN CONSULTING ASSOCIATES 30 years experience in Business development, Insurance, hotel, motel consulting services US JACK KATZMAN 800-967-5252 katzmanins@msn.com Kaizen Consulting Group, Inc. 18 years in management consulting: strategy, change, professional development and emergency project recovery. Professional staff (PhD,MBA, etc.) supported by technical experts. Over 90 clients include: Sprint PCS, Steelcase, Liebert Industries (Emerson), CBC, KONE Elevators, Avery Dennison, SonicFoundry, MGM North America & Europe Dr. John Whitesell Berkeley Castle 2 Berkeley Street, Suite 501 Toronto, Canada M5A 2W3 jwhitesell@kaizeninc.com http://www.kaizenconsulting.com Kessler International Specialising in forensic accounting and corporate investigative strategies, offices worldwide, see our website International Michael G. Kessler Kessler International World HQ 237 Park Avenue 21 st Floor New York NY 10017 212 286 9100 Fax 212 730 2433 www.investigation.com Kittatinney Development Group WE build Businesses! In business since 1985, we provide services including marketing, business plans, troubleshooting/turnarounds, capital acquisition and tax planning. Mid Atlantic-East Coast Robert L. Sayre 6325 Rt. 309 New Tripoli, PA 18066 610-767-2083 610-767-9560 fax rsayre@enter.net http://www,kittatinney.com Kupferman M&A Strategies A prime source for information and assistance to owners of mid-sized businesses who are considering selling their company. San Francisco & USA Martin Kupferman 10 Briar Road Kentfield, CA 92904 (415) 461-2282 martin@mastrategiesonline.com http://www.mastrategiesonline.com Keeling Enterprises: Management Consultants Organizational Development. Business Strategic Plans. Organizational Assessments. Non-Profit Board Training. Financial Development Feasibility Studies. Proposal and Grant Writing. Fund Raising. Special Events Management. Corporate Development. United States Toll Free: 1-866-772-7712 Keeling Enterprises: ManagementConsultant P.O. Box 1687 S. Hackensack, New Jersey 07606 sdclapp1@aol.com http://www.wedoevents.org Kurt Salmon Associates The leading consumer products, retail and healthcare management consulting firm Americas Europe and Asia Pacific Beth Souther cbs@kurtsalmon.com www.kurtsalmon.com Leadership With A Heart Training Systems We provide training that focuses on increasing productivity and profitability through empowerment of people! "Empowering, Employees, and Managers for Success" US Jeffrey King 11266 W. Hillsborough Ave. Tampa, FL 33635 813-818-1883 jking@leadershiptrainingsys.com http://www.leadershiptrainingsys.com LTD Management Consulting for logistics, supply chain management, warehousing, transportation, outsourcing / 3PL and more, both international and domestic. Broad capabilities based on real logistics experience. US, North America, Europe, Asi Tom Craig LTD Management 1230 Pottstown Pike, Suite 6 Glenmoore, PA 19343 USA Tel: 610-458-3636 Fax: 610-458-8039 Tomltd@aol.com http://www.ltdmgmt.com The Lyte Group, Inc. The Lyte Group consultants using their experience and our Spotltye 2000 software help companies discover hidden savings, optimize their supply chains, and maximize their competitive impact. Global James McKenzie 2842 East Grand River East lansing, Michigan 48823 Phone# (517) 351-2900 jmckenzie@lytegroup.com http://www.lytegroup.com Luftig & Warren International Luftig & Warren International is a firm providing consulting and training in areas such as six sigma, strategic planning, experimental design, and total asset utilization. National and International Patsy Tucker Luftig & Warren International 2000 Town Center, Suite 2000 Southfield, MI 48075 (248) 358-1818 PTucker@lwintl.com http://www.lwintl.com Lofurno Corporation Executive Guidance and Mentoring. Our focus is on development and implementation of: Strategic Planning, Organizational Effectiveness, Identification and Resolution of key Issues US and Europe Mel Lofurno, President Lofurno Corporation 37 Shy Creek Road Pittstown, NJ 08867-6155 USA +1.908.735.3837 info@lofurno.com http://www.lofurno.com The Lachlan Group The "people side" of management seminars and consulting: the "soft" skills - communication, negotiation, team building, meeting facilitation and the "hard" skills - strategy planning, execution and change. North America Don MacRae P.O. Box 789 Aurora, Ontario, Canada L4G 4J9 905 841 2268 Don@lachlangroup.com http://www.lachlangroup.com The Leverage Company The Leverage Company is the developer of High Velocity Management, a proven approach to rapid growth and fast turnaround. US, Europe and Latin America Pierre J. Kfoury The Leverage Company 21 Benedict Place, CT 06830 Tel 203-625-0320, Fax 203-625-1844 leveragecompany@aol.com http://www.highvelocity.com The Libbey Group Business analysis, development, planning. Write business plans, financial forecasting, business skills workshops, retirement planning, economic impact studies Mainly Southern California tel/Fax 805 493-0378 thelibbeygroup@earthlink.net www.thelibbeygroup.com MIRA Consulting MIRA helps CEO's and business owners build businesses. Our Business Planning services help position companies to raise capital for growth, profitability, and success. US and Worldwide Warren Gacsi, MBA, President 1365 Crafton, Suite 1062 Mentone, CA 92359 info@miraconsulting.com http://www.miraconsulting.com Maynes Strategy Group Providing consulting services in Strategic Planning, Leadership, Change Management, Team Building, and labor Relations. Northeast USA tmaynes@maynesstrategygroup.com http://www.maynesstrategygroup.com Management Systems International, Inc. Management Systems International, Inc. (MSI) is an international consulting company that specializes in the formation and execution of competitive service strategies. International 4114 Northlake Boulevard Suite 301 Palm Beach Gardens, FL 33410 Phone: (561) 775-3211 tgonzalez@teammsi.com http://www.teammsi.com Management Development Specialists, Inc. "You can pay more for training, but you can't buy better training." Twenty eight (28) modules custom designed training programs. USA James E. McClain, President 6158 Silver Arrows Way Columbia, MD 21045 410 872-0778 410 872-1136 Fax JEM@mgtdevspec.com http://www.mgtdevspec.com MULTIQUEST Consultants STRATEGIC and TACTICAL BUSINESS INTELLIGENCE. We supply information on ANYTHING that will make your business more successful. Market, Competitor, Regulatory Research, Recruit Staff and Partners, Business Coaching, Due Diligence. Worldwide, Emphasis N.Amer A.Currie Tel 416-410-4716 Fax 416-410-6583 Toronto, Canada currie@mqcinc.com http://www.mqcinc.com MHA-Mahoney Consulting Group Multi-National Firm specializing in Business Development, Turn-Around Management, Invention Engineering, Loss Prevention, Occupational Health & Safety. Also production of Business & Marketing Plans, Operational Manuals and Health & Safety/WHMIS Manuals International 704 - 228th Avenue North East, PMB 875, Sammamish, Washington, 98074 905 516 5216 administration@mha-mahoneyconsulting.com http://www.mha-mahoneyconsulting.com MSC Consulting and Coaching Our Vision: To maximize our client's value. We will deliver: profit Optimization, income maximization, Managed Growth, Customer Loyalty, Employee Loyalty, Continuous Improvement, Value Not restricted on areas MSC Consulting and Coaching 3500 North Hayden Road Suite 1311 Scottsdale, Arizona 85251-4705 Tele: 480-946-3180 snr@mscco.net http://www.mscco.net Mackenzie And Company, Inc. Founded in 1976, Mackenzie And Company specializes in designing organizations to become more productive, adaptable, and efficiently adaptable. USA Dr. Kenneth D. Mackenzie, President Mackenzie And Company, INC. 700 Massachusetts Street, 3rd Floor Lawrence, KS 66044 785-749-1006 hologram@orgdesign.com http://www.orgdesign.com Marketorial.com LLC Internet marketing research and implementation -- search engine optimization, e-mail and banner ad campaigns, specialized directory registrations, newsletter sponsorships, affiliate programs, revenue-share deals, and more. US R. Kahney, CEO, 117 Sullivan St., NYC 10012, tel 212-925-1482 rkahney@marketorial.com http://www.marketorial.com Management Tectonics, Ltd. Strategy and organisation change at high speed. Our experts can jump-start your strategy in days and position you for managed change. We'll even help you grow - profits, revenues, ROI. Americas, Europe, Africa Brian H Naylor Managing Director 54 Woburn Street Lexington MA 02420-2222 Toll-free: +1 877 4 TECTONICS briannaylor@managementtectonics.com http://www.managementtectonics.com North & Schanz Consulting Group, Inc. Founded in 1997, North & Schanz Consulting Group, Inc. provides consulting, coaching and training services in the areas of leadership, management, sales and customer service. Central Pennsylvania Roger North, President Laura Schanz, Principal North & Schanz Consulting Group, Inc. 1525 Oregon Pike, Suite 702 Lancaster, PA 17601-4374 jlitwiller@northschanz.com http://www.northschanz.com Nelson Consulting We're the innovative leader in leadership training and consulting providing state-of-the-art Leadership Training, Mission Statements, Professional Selling Skills, Team Building and Customer Service Skills. International John S. Mauldin President Nelson Consulting 1331 South West Broadway, Suite 100 Portland, Oregon USA 97201 503 222 1500 John@LeadershipTraining.com http://www.LeadershipTraining.com Nevada and Offshore Business Incorporations in Nevada and various offshore countries, Tax compression and asset protection global Scott Wilson CMA 711 South Carson St Suite 4 Carson City Nevada 89701 (775) 882-0724 scottwilson@consultant.com http://nobfi.com Proactive Solutions, Inc. Organization development firm specializing in change management including executive coaching, needs assessment, teambuilding, leadership development, diversity, and employee training and development. entire U.S. Joye N. Hearn, President Proactive Solutions, Inc. 355 Craver Pointe Drive Clemmons, NC 27012 336.778-0635 (phone) 336.712-0347 (fax) jhearn@proactivesolutionsinc.com http://www.proactivesolutionsinc.com Panther Peak Enterprises Business, Project, Accounting, Financial Consulting and related services. Loring Jensen, Owner. Experienced Staff. Arizona and US Loring Jensen Panther Peak Enterprises Tel. 520-682-2097 Fax 520-682-2124 ljens@qwest.net http://pantherpeakenterprises.com PRTM (Pittiglio Rabin Todd & McGrath) PRTM, the leading management consultancy to technology industry, helps companies structure their strategies, organizations, and core business processes (product development, supply chain, CRM) for competitiveness, profitability, and growth, and gets them to eClass® performance. U.S. Europe, Asia Cuneyt Oge PRTM 1000 Thomas Jefferson Street Suite 600 Washington, DC 20007 Tel: 202-625-7200 Fax: 202-625-7256 coge@prtm.com Frank Burkitt PRTM 650 Town Center Drive, Suite 820 Costa Mesa, CA 92626 Tel: 714-545-9400 Fax: 714-545-8600 fburkitt@prtm.com Gordon Stewart PRTM 25 The Quadrant Abingdon Science Park Abingdon Oxford OX14 3YS England Tel: 44 1235-555500 Fax: 44 1235-554835 gstewart@prtm.com http://www.prtm.com The Patrick J. Cordon Company Comprehensive Business Analysis and Profit Improvement Programs. International Patrick J. Cordon, MBA, CBC 590 Barrett Road Berea, Ohio 44017-1055 440-816-9081 Fax: 440-816-9081 patrickcordon@aol.com http://www.patrickcordon.com Phoenix Management Services Inc Provides operational, financial and management assistance to troubled and struggling companies US Michael Jacoby 610 358-4700 x105 mjacoby@phoenixmanagement.com www.phoenixmanagement.com REM Associates of Princeton, Inc. REM ASSOCIATES is a uniquely qualified consulting firm that provides today's management with advice and counsel on improving the effectiveness of business operational elements of moving products through the business. Worldwide Robert E. Murray President REM Associates 20 Nassau Street, Suite 244 PO Box 7345 Princeton, NJ 08543 Phone: (609) 275-4444 Fax: (609) 275-5651 rem@remassoc.com http://www.remassoc.com Rowney Consulting Inc. Strategic Planning and Implementation, Rapid Implementation of Improvement( Kaizen Events), Lean Enterprise, New Product and Services Development, Quality Improvement-Six Sigma, Measurement Systems International Michael J. Rowney PhD, President 10910 S. Bremer Road, Canby, OR 97013 USA Phone (503)266-5492 Fax (5030266-3610 mike@rowneyconsulting.com http://www.rowneyconsulting.com Reid Moomaugh & Associates Highly experienced Organization Development consultants who facilitate breakthrough results in organizations. We help you with the process of managing change and navigating in the current business environment. North America Robin Reid 18238 Verano Drive San Diego, CA 92128 858-487-8426 rreid@improve.org http://www.improve.org Ruth Consulting Group We partner with Iowa companies providing expertise in development of their strategies, their operational processes, and management development activities to succeed in the e-business economy. Iowa, USA John H. Ruth Ruth Consulting Group 641 Valleybrook Drive SE Cedar Rapids, IA 52403 ruthconsult@home.com http://www.ruthconsult.com Solutions Unlimited Our management consultancy specializes in the recording industry, helping record labels manage for success by organizing systems and processes to reduce cost and maximize profit. United States Keith Holzman 13167 Boca de Canon Los Angeles, CA 90049 310-476-4059 keith@holzmansolutions.com http://www.holzmansolutions.com Shepherd Partners, Inc. Shepherd's focus is on refinancing, turnaround consulting or interim management for middle-market ( $15 million - $500 million revenue) and family owned businesses. North and South America Tony Natale President 312-951-6107 (phone) 312-951-9499 (fax) 1500 N. LaSalle Chicago, IL 60610 shep2010@aol.com http://www.shepherdpartners.com Systems for World-Class Competitiveness Assist companies with mission/vision creation, strategic planning, and process improvement. Facilitate extraordinate performance through integrity, focus, alignment, discipline. Incorporate TQM, lean manufacturing principles/techniques. World-wide Ernest Huge 22690 Gallant Fox Road Monterey, California 93940 ernihuge@montereybay.com http://www.swccinc.com SIR Enterprises Event Planning (Corporate and Personal), Executive Assistance, Business Plan Writing, Research and Report Preparation/Writing, Organizational and Office Management, Travel Itineraries, Legal Assistance Western U.S. (based in Colorad Susan I. Rosenkranz SIR Enterprises 240 S. Monaco Parkway #502 Denver, Colorado 80224 303-388-0963 sirosenkra@aol.com http://www.sirenterprises.com Sacerdote & Co., Inc. Delivering the full range of management consulting from corporate strategy to operations effectiveness to Fortune 500 companies in the converging information and telecommunications industries. World-wide George S. Sacerdote, President Sacerdote & Co., Inc. 15 Loring Road Lexington, MA 02421 Tel. 781-861-7068 gss@sacerdote-co.com http://www.sacerdote-co.com Strategic Research Partners Team of research specialists restricted to the fields of business, legal and medical research. Research protocols are client specific and statistically and qualitatively accurate. International 704 - 228th Avenue North East, PMB 875, Sammamish, Washington, 98074 905 516 5216 strategicresearch@mha-mahoneyconsulting.com http://strategicresearch.hypermart.net Summit Consulting Group, Inc. Founded in 1983, we have an international client base and a focus on organizational and individual performance improvement, profitability, productivity, and leadership. International Crysta Ames, Office Manager Box 1009 East Greenwich, RI 02818 USA 401/884-2778 info@summitconsulting.com http://www.summitconsulting.com SP CONSULTANTS, LLC Specializing in business planning and supply chain planning - business strategies, models, forecast systems and processes, inventory management programs, other supply chain planning and optimization systems. Eastern US Stephen B. Parkoff 23 Clive Hills Rd Edison, NJ 08820 (732)494-8268 spconslt@att.net Synapse Consulting We assist private and public organizations to plan and manage change. Our mission is to unlock the potential or changing and growing organizations to assist them in meeting their goals for the future. Consult our website at ConsultSynapse.com for more information. U. S. Nancy AckermannCole 1002 Covington Lane Norfolk, VA 23508 757-489-2695 NACsynapse@aol.com http://ConsultSynapse.com Seth O. Reed Specializing in effective management consulting solutions, organizational development, learning strategies and implementation, plus focus group research. North America and Europe Seth O. Reed Suite FC401 525 Pearl Street Reading, MA 01867 sethoreed@hotmail.com A.E Schwartz & Associates A.E. Schwartz & Associates is a comprehensive management training and development organization which provides over forty practical, fast-paced and participatory programs. A.E. Schwartz & Associates remains at the forefront of the training arena by providing some of the highest quality training services available. We specialize in tailoring our soft skill programs and materials for on-site presentations. Our approach is personal, responsive, and thorough regarding what we do on our clients behalf. Massachusetts, USA Andrew E. Schwartz, CEO PO Box 79228 Waverley, MA 02479-0228 phone:(617)926-9111 fax: (617) 926-0660 aes@aeschwartz.com sales@aeschwartz.com http://www.aeschwartz.com Sumner Alpert Semi-retired executive with special skills in strategic planning, product development and project management, registered professional engineer, certified management consultant, project management professional and other credentials, no charge for initial consultation South West USA SAlpert@prodigy.net Triangle Concierge International We train companies of all sizes how to create an in-house concierge department for their Clients and/or employees, and we train individuals how to start their own concierge service. We're an International company Katharine Giovanni President Triangle Concierge International 1101 Eastleigh Court Apex, NC 27502 919-852-5500 kgiovanni@triangleconcierge.com http://www.triangleconcierge.com The Temple Group Providing clients with a "full menu" of human resources services, and recognized for their work in compensation management. Working throughout the U.S. Ray Temple, Executive Director P.O. Box 909 Franklin, Indiana 46131-0909 (317) 535-7466 Toll free at 1-888-535-4168 rrtemple@juno.com Thinksource Thinksource is a custom web solutions company that combines interactive design, custom application development and consulting services that redefines how our clients do business South East 3000 Aerial Center Pkwy Suite 180 Morrisville, NC 27560 page.ballenger@thinksource.com http://www.thinksource.com Taltec, Inc. Executive search sevices with special programs for emerging technology companies. Comlimentary access to our exclusive web based training program, "Masters In Recruitment". United States Gerry Evans 4790 River Road Bucks County Point Pleasant PA 18950 215-297-9998 info@taltec.com http://www.taltec.com The Cockburn Group Corporate consultants and finance brokers - for re-structure, equity, venture capital and business angels & we have the skills and expertise to help Worldwide info@cockburn-group.co.uk 44 (0) 151 423 3570 new enquiries to George Barlow www.cockburn-group.co.uk THE HAWVER GROUP Management Psychologists: Global specialists in the Development of Business. Negotiation and Partnering Skills; Executive Counselling; Identification, Measurement, and Enhancement of Leadership Competencies; and Creating Effective Human Resource Systems Worldwide Contact: Dr. Dennis A. Hawver, CMC, President, The Hawver Group, 21 Park Place West, Cranbury, NJ 08512, Tel 609-860-9999 Fax: 609-860-9996 HawverGrp@aol.com The Mercury Group Specialists in Organizational Effectiveness, troubleshooting, process, structure, staffing design US and UK 1215 Marietta GA 30064 770-426-8332 kmercury@mindspring.com www.business-compass.com Trade Development Group, Inc. Honed from practical Japanese trading company business practices in sales, marketing, and the know-how of building meaningful dynamic relationships, this experienced businessman assist companied with added and timely perspectives and insights in how to do effective business. Pacific Northwest Tucker D. Garner President Trade Development Group, Inc. 8441 SE 68th Street PMB # 287 Mercer Island, WA 98040 tradedevgroup@Home.com Time Critical Communications Consulting for Mail Center operations - systems, equipment, floor planning, staffing. Certified Management Consultant, Certified Mail and Distribution Systems Manager. National speaker and book author. U.S.A. Robert W. Belz, CMC,CMDSM Time Critical Communications P.O. 16386 North Hollywood CA 91615-6386 rbelz@timecriticalcom.com http://timecriticalcom.com TomFinelli.com Keynote presentations, web site development, IT training, personal and professional coaching, IT consulting national and international Tom Finelli 203 452-0581 tomfinelli@snet.net www.tomfinelli.com Ultrapro International, Inc. Ultrapro provides a broad array of professional resources in support of both wireline and wireless service providers and hardware/software vendors on a global basis. Global Scott Williamson, Vice President 4 Essex Avenue, Suite 201 Bernardsville, NJ 07924 908 204-9099,x23 sfwilliamson@ultrapro.com http://www.ultrapro.com Dr. Pat Gill Webber Personal and organizational transformation and change. Offers one-to-one coaching with senior executives of corporations and educational institutions responsible for a transformation initiative within an organization. Clients include AT&T, Kessler Institute, Fleet Bank, Johnson & Johnson NYC, Wash D.C., Phila., Palm Desert CA, Las Vegas Dr. Pat Gill Webber 800-869-4455 patgill@drpatgill.com www.dr.patgill.com Weekley Business Consulting Solutions WBCS is a business consulting firm that offers solutions to businesses of all sizes and industries. WBCS specializes in start ups, wind downs and every thing that goes on in between. Southern California Pam Weekley 6502 Kings Crown Road Orange, CA 92869 (714) 997-8013 wbcs4u@aol.com http://www.weekleybusiness.com WorldSource One Inc Consulting, training and publications in quality management and performance excellence, the Baldridge award, the Presidents quality award and others. Experts in leadership, strategic planning, process and knowledge management Worldwide David P. Crowell CEO 800-999-1199 worldsourceone@lvcm.com www.worldsourceone.com WorldTG inc World TG inc is a provider of strategic collaboration services including Group Facilitation, focus groups and web surveys. We provide these services to corporations, associations and governments Our service are available anywhere WorldTG Inc. 119 W. California Blvd. Pasadena CA 91105 800 481 7774, 626 796 4448 jsheehy@worldtg.com 800 481 7774 www.worldtg.com http://srd.yahoo.com/drst/29005/*http://www.mcninet.com/mcniHome.html Home Page Information Central on Management Consulting Worldwide For up-to-date listings of leading conferences for consultants, click on Conferences in the Site Index in the left margin. MCNI has amassed a significant cache of information about management consulting. This makes it easier for visitors to find the information they seek quickly, with less "drilling." NEW YORK TIMES-- "Management consulting has a strong presence in the World Wide Web, but finding management consulting information is not easy... A good one-stop shop is the Management Consulting Network International site." Since its inception in 1995, MCN has been a leader in online innovation for the management consulting profession. This leadership has been recognized by national news media and professional journals alike. In 1995, MCNI got a running start and "jumped out in front with its use of electronic resources to globally connect management consultants and management consulting associations." Consultant News, November, 1995 "Management Consultant Network International seeks to link a global network of management consultants and management consulting resources... Literally a worldwide web of consulting services... The concept... is quite sound." Consultant News, December, 1996 Revised 31 Oct 2000 Copyright © MCNI Web Site Address http://www.mcni.com The MCNI logo is a registered Service Mark and GlobalLOOK is a trademark owned by web host TCF Consulting Group LLC PO Box 109, Lookout Mtn. TN 37350, Tel 706-820-2698 Fax 706-820-7229 Email Consult@TCFgroup.com http://srd.yahoo.com/drst/39024566/*http://www.avaintl.org/about/index.html Who Are We? Membership The Journal Network Affiliation Educational Endorsement History About AVA This is where you can learn more about AVA and how we can help you. An overview of Who We Are The benefits of Membership and how to join How to subscribe to or submit articles to The Journal of Volunteer Administration, our quarterly publication. Details about Network Affiliation and how your local network of professionals (DOVIAs, etc.) can take advantage of this mutually beneficial relationahip with AVA Information about how local conferences and courses can receive Educational Endorsement from AVA as recognized quality professional development opportunities. A chronological History of AVA—40 years of building a profession! Questions? Contact the AVA Executive Director at avaintl@mindspring.com or call 804-346-2266. We are here to help! home|| about AVA || career information || resources|| news & events || professional issues || professional networks site map|| members only http://srd.yahoo.com/drst/39024566/*http://www.avaintl.org/career/index.html The Profession Position Descriptions Credentialing Educational Opportunities Salary Stats Job Bank Career Information No matter what type of organization you work with, or if you are a volunteer yourself or an employee—if you have responsibility for mobilizing and managing volunteers, then you are a member of this profession! Many of us fall into this type of leadership role by accident, or because our supervisor "annoints" us. For some it is a stepping stone on their way through another career. But for many of us, it ignites our passion and becomes a long-term profession and vocation. Continue through this section to obtain information about: The value of this Profession, who is involved, where they work, and what they do. Sample Position Descriptions of those who manage volunteer resources, from a variety of settings. Details about AVA's unique Credentialing program, a competency-based process through which you can earn the CVA (Certified in Volunteer Administration) designation. Various Educational Opportunities in volunteer management, offered by colleges and universities. Salary Statistics for volunteer services managers within the United States, as well as additional information about how to advocate for adequate compensation. A Job Bank of current opportunities in the field, plus links to additional sites. home|| about AVA || career information || resources|| news & events || professional issues || professional networks site map|| members only http://srd.yahoo.com/drst/39024566/*http://www.avaintl.org/about/index.html Who Are We? Membership The Journal Network Affiliation Educational Endorsement History About AVA This is where you can learn more about AVA and how we can help you. An overview of Who We Are The benefits of Membership and how to join How to subscribe to or submit articles to The Journal of Volunteer Administration, our quarterly publication. Details about Network Affiliation and how your local network of professionals (DOVIAs, etc.) can take advantage of this mutually beneficial relationahip with AVA Information about how local conferences and courses can receive Educational Endorsement from AVA as recognized quality professional development opportunities. A chronological History of AVA—40 years of building a profession! Questions? Contact the AVA Executive Director at avaintl@mindspring.com or call 804-346-2266. We are here to help! home|| about AVA || career information || resources|| news & events || professional issues || professional networks site map|| members only http://srd.yahoo.com/drst/39024566/*http://www.avaintl.org/resources/index.html Bibliography Statistics Inspiration Consultants & Trainers Software Recognition Items Journal Index Links Clip Art Resources To Get The Job Done Here is where you'll find a vast array of information related to many aspects of managing volunteer resources, including: A Bibliography of publications, and additional websites & catalogues for ordering. Statistics about volunteerism in a number of nations. Quotable quotes and words of Inspiration you can use in speeches, newsletters and recognition materials. AVA members who are Consultants & Trainers, experts who can be of assistance to your organization or community. Volunteer management Software that is available to help you track volunteer activity and value. Sources for purchasing volunteer Recognition items. A cumulative Index of articles from The Journal of Volunteer Administration, to assist in locating those which may pertain to your area of research or interest. Links to a wide variety of related national/international organizations and resources. Sample Clip Art available for your use on the job. New items added regularly! home|| about AVA || career information || resources|| news & events || professional issues || professional networks site map|| members only http://srd.yahoo.com/drst/42890975/*http://www.belinconsulting.com/html/contact_us.html You can reach us in several ways, including email, phone, fax and in person. Daniel N. Belin Allan Parachini Rachel Wolf Anne Miner Los Angeles Office: 10990 Wilshire Blvd., Suite 1420 Los Angeles, CA 90024 Phone: (310) 575-6677 Fax: (310) 575-0016 New York Office: 25 E. 73rd St., third floor New York, NY 10021 Phone: (212) 717-2002 Fax: (212) 717-8361 http://srd.yahoo.com/drst/42890975/*http://www.belinconsulting.com/html/about_us.html Belin Consulting is a broadly-based advisory practice working with foundations and other nonprofit organizations—the latter group primarily in education, social welfare, environment, health care and the arts. We also work with individuals and corporations seeking to focus their philanthropic strategies. We bring to our work a wealth of experience ranging from extensive board service with foundations and other nonprofit institutions to wide-ranging professional expertise in organizational development, grantmaking, communications, technology and operations, and in legal and regulatory matters. Review Biographies While we accept engagements without geographic limitation, our principal work is in Los Angeles; the San Francisco Bay Area, including Silicon Valley; New York; and Washington, D.C. Our offices are in Los Angeles and New York. Our approach is designed for maximum effectiveness with: Family and private foundations. Community foundations. Philanthropic service organizations. Operating nonprofit organizations. Corporate foundations and giving programs. Grantmaker collaboratives and associations. Philanthropic individuals. Belin Consulting was founded by Daniel N. Belin, an attorney with more than 30 years of experience in representing nonprofit organizations, who also has been a member of the boards of governors of several nationally prominent foundations and operating nonprofit organizations. In our work, we draw upon our broad experience in the unique nonprofit sector to offer a full range of services, customized to individual client needs, with an emphasis on creative thinking and practical solutions. Where appropriate, our seasoned core team calls upon other professionals with substantial experience and expertise relevant to the individual project. We see our involvement with each project as being of limited duration. Our objective is to empower clients to more effectively move ahead on their own after we finish our work. In certain circumstances, however, such as crisis-related media relations, we provide ongoing advice and implementation. http://srd.yahoo.com/drst/42890975/*http://www.belinconsulting.com/html/how_we_work.html Each project begins with an initial evaluation. This evaluation is in depth, involving a thorough discussion with regard to past organizational history and the client’s current objectives. We probe to ensure that the objectives have been well thought-out, and customarily meet with both the board leadership and principal staff personnel in order to ensure that the evaluation has been suitably comprehensive. After this evaluation, a uniquely structured protocol is developed, including a timetable and work products. As this process unfolds, we maintain regular communication with our clients, providing informal interim progress evaluations and, as appropriate, adopting modifications of the work as initially conceived. Approximately midway through the project, we deliver a formal interim report.. Work continues after the interim report is evaluated by the client, with careful attention to adhering to the agreed timeframe. Following this schedule, a final report is produced. If our recommendations lead to changes in personnel deployment, computer hardware/software or other specialized activities, we identify qualified individuals to assist our clients in moving the project forward. Our customary fees for service are structured on a per-project basis, avoiding the inefficiencies and unfairness often associated with hourly or per-diem billing. We accept some engagements on a monthly retainer basis, when clients require ongoing assistance for an extended period. http://srd.yahoo.com/drst/42890975/*http://www.belinconsulting.com/html/practice_areas.html We understand the unique dynamics and situations of all of the very different types of foundations and nonprofits. We also have a keen understanding of the special requirements of corporate giving programs and individuals or families interested in philanthropy and in need of help in deciding how to proceed. To meet these disparate needs, our flexible approach focuses on four major practice areas: Services equally applicable to foundations and operating nonprofits Services specifically for foundations Services specifically for operating nonprofits Services for corporate giving programs and philanthropic individuals http://srd.yahoo.com/drst/29242138/*http://www.blueprintrd.com/map.htm site map Jobs at Blueprint [ Home] [ Services] [ Clients] [ Staff] [ Publications] [ Contact Us] [ What's New] © Blueprint Research and Design, Inc., 2000. Our privacy policy. created by canyon web design. http://srd.yahoo.com/drst/42586391/*http://www.catasult.com/design.html HOME> Design The creative Catapult team can improve your site with creative site design, usability and attention-grabbing content. Our creative design strategy for clients consists of: Web Design Graphic Design Print and web require different approaches. However, an effective marriage of both online and offline activities allows creation of a consistent message, brand, and visitor experience. Why use separate firms for web design, online marketing, print ads and promotional materials? Catapult has the know-how and experience to do it all! For more information, contact us today at info@catapultconsultants.com. info@catapultconsultants.com © 2001 Catapult Consultants http://srd.yahoo.com/drst/42586391/*http://www.catasult.com/marketing.html HOME> Marketing "If you build it, they will come." Or maybe not... Without effective promotion, even the most sophisticated sites may lose visitors! Success requires an appropriate marketing plan for site launch. It also requires planning and executing a yearly marketing calendar to sustain existing users and to reach new visitors. This approach will increase overall exposure, traffic and revenue! At Catapult, we focus on 3 main objectives: Raise awareness and exposure (measured by site traffic) Increase user activity (measured by actions taken on the site) Increase revenue Our marketing strategy addresses these objectives through 5 elements: Search Engine Strategy Web Promotion Rapid Response Plans Email Communications Management Campaign Management We have an exceptional track record of creative and innovative marketing campaigns using both print media and the internet. As a campaign progresses, we provide ongoing tracking of results and adjust the campaign as necessary. Each client (small or large) receives detailed analyses of target markets which leads to a customized plan for advertising placement, strategic links, and media contact. info@catapultconsultants.com © 2001 Catapult Consultants http://srd.yahoo.com/drst/42586391/*http://www.catasult.com/consulting.html HOME> Technical Consulting Our expertise in web development, dedication to clients and affordable rates are at the heart our success when it comes to building dynamic, state-of-the-art web sites. Our web development experience ranges all the way from developing intranets for corporations to creating interactive animated quizzes for nonprofits to simple modifications and routine maintenance. Our web development offerings include: Fundraising/Shopping Applications? Clients who wish to accept donations or provide products for purchase over the internet can depend on Catapult to provide secure and user-friendly applications for customers. Intranets? We can provide tools that enable clients to manage the flow of internal information, allowing workflows for submitting, approving and posting of information on a site. Online Catalogs? Presenting products on the web in a catalog format can be done whether it is just a few items or thousands of products. We also build tools that allow customers to be able to add, update and delete their products with ease. Search Engines? Site searches that are dynamic and flexible are essential to any website. We can provide a general search tool or a tool that can search on specific criteria. Search results are accurate and be organized by end users in various ways. Interactive Flash Applications? Innovative ways of entertaining as well as educating your target audience becomes key when you need to differentiate your website from competitors'. We have development experience on games, surveys, and quizzes. News and Information? Catapult can provide interactive internet applications for dynamic content management. Catapult can even provide automated emails for clients to send to their users. Maintenance and enhancements on these applications is also provided. Audio and Video Applications? Catapult has expertise in providing streaming audio and video on the web. This is an essential feature for clients who wish to enhance user experience and provide viral elements for word-of-mouth marketing. Dynamic Adobe Acrobat Forms? Demand for the Adobe Acrobat format PDF continually grows for use on the Internet. With the latest release of Acrobat, users are now able to interact with the PDFs just like they would with regular web forms. We have the know-how to create Acrobat forms that populate with data on the fly, save information from PDFs to a database, and create PDF reports. Web Accessiblity for All (Section 508)? Catapult has expertise and experience in transforming a web site that was once inaccessible to those users with disabilities to a site that can be navigated and is compatible with speech synthsyzing sofware. We can work with you to integrate solid web applications into your next project! Contact us at info@catapultconsultants.com for a consultation. info@catapultconsultants.com © 2001 Catapult Consultants http://srd.yahoo.com/drst/42586391/*http://www.catasult.com/experience.html HOME> Experience One of our greatest assets is our extensive experience. Though Catapult is a relatively new firm, our consultants have worked with a diverse group of top nonprofits, small companies, and Fortune 500 companies to implement a wide range of award-winning projects. These include highly-successful web site designs, site launch campaigns, online membership drives, brand-building and awareness, and mini-sites. We have also developed print advertising and dozens of logos. Catapult's Network of Consultants Navaro Kim Lead Interface Engineer Anthony Fung Lead Developer, Web Applications Suzanne Beane Graphic / Multimedia Design Andy Farkas Graphic Design / Advertising Katherine McGinn Graphic Designer John Sheeran Copywriting / Advertising Ted McDonald Marketing, Client Management Lorelei Brown Information Architect Brad Lehman Interface Engineer Amanda Bean Hosting / Technical Consulting Daniel Lai, Web Developer Arthur Frey, Web Developer info@catapultconsultants.com © 2001 Catapult Consultants http://srd.yahoo.com/drst/40401385/*http://www.communitywealth.com/About_Us.htm About Us CWV is a for-profit subsidiary of Share Our Strength, a leading nonprofit anti-hunger and anti-poverty organization based in Washington, DC. SOS earns most of its budget through entrepreneurial ventures and corporate partnerships. SOS launched CWV on the premise that every organization can increase its social impact by building on its own internal assets, rather than relying on support from external organizations. We’re About Generating Revenue ... Not Raising Funds We realize that nonprofit organizations are accustomed to traveling down the beaten path of competing for limited resources from the same philanthropic sources. Our goal is to help nonprofit practitioners -- and nonprofit investors -- find ways to expand the resources available to meet today’s social challenges. We do not provide new ways to identify donors or ask for money. Instead, we work to strengthen organizations’ social impact by identifying and stimulating new sources of revenue -- by creating community wealth. CWV is uniquely positioned to offer community wealth building services. Our team consists of professionals with extensive for-profit experience (Booz-Allen & Hamilton, Ernst & Young, Gallup) and pioneers in the nonprofit sector. CWV’s founder and chair, Billy Shore, also founded Share Our Strength, a leading anti-hunger nonprofit that generates most of its revenue through wealth creating partnerships and enterprises. CWV’s Senior Consultant Emeritus, Gary Mulhair, built Pioneer Human Services, a $50 million nonprofit human services organization that generates revenue through business enterprises and fee-for-service contracts. To learn more about our team, please click here. Why We are Different Our deep understanding of the nonprofit and for-profit sectors, coupled with our extensive experience in bringing the best of these sectors, will help you build the most appropriate Community Wealth enterprise or partnership. The following factors differentiate our approach. We have experience and expertise As pioneers in the filed, CWV helps organizations avoid mistakes and capitalize on the best opportunities in the market. Our consulting team includes experiences nonprofit leaders with a track record of developing Community Wealth Our team also includes professionals who have worked for some of the top consulting firms in the professional services industry We are a Community Wealth enterprise ourselves (our revenues support Share Our Strength), and we know the best practices involved in successful implementation of the concept We are teachers and capacity builders We don't just write business plans or advise on strategic direction; we partner with clients to show them how to identify Community Wealth opportunities and to view assets in a manner that delivers maximum benefit. Our objective is to provide clients with a tailored approach that will generate new consistent sources of revenue. Moreover, we understand the importance of capacity building and sustainability. We use a comprehensive project approach We help in all steps of the process, including assessment, design, implementation, strategic planning and organizational development. Our objective is to provide whatever customized assistance is needed to ensure the success of the project. We also understand each client is different and plan our project work (timelines accordingly). How We Started Community Wealth Ventures, Inc., was founded in 1997, as a for-profit subsidiary of Share Our Strength, one of the nation’s leading anti-hunger and anti-poverty organizations. Since its founding in 1984, Share Our Strength has raised more than $58 million through publications, community wealth enterprises, licensing, sponsorship agreements and cause-related partnerships with corporations such as American Express, Barnes & Noble, Calphalon Cookware and Evian. Share Our Strength’s success at generating revenue for its social mission sparked the interest of nonprofit organizations, corporations and foundations alike. Share Our Strength received so many requests for advice and counsel that it launched CWV on the premise that every organization can increase its social impact by building on its own strengths, rather than relying on the strengths of others. Home | About Us | Our Team | Our Approach | Case Studies Our Clients | News | Resources | Contact Us http://www.communitywealth.com/staff_bios.htm Our Team WILLIAM SHORE Chairman In 1997, Bill Shore founded Community Wealth Ventures (CWV), Inc., a for-profit subsidiary of Share Our Strength, one of the nation’s leading anti-hunger and anti-poverty organizations. Since its founding in 1984, Share Our Strength has distributed more than $60 million in grants to more than 1,000 organizations. In 1997, Shore was appointed chair of the private sector task force for the President’s Summit for America’s Future. From 1988 to 1991, he was chief of staff for U.S. Senator Robert Kerrey (D-NE). From 1978 to 1987, Shore served on the senatorial and presidential campaign staffs of U.S. Senator Gary Hart (D-CO) as legislative director and political advisor. Shore has published a number of books, including The Cathedral Within on the community wealth concept. He has also been featured in the Washington Post and the National Journal Magazines as well as the Washington Business Journal and The Boston Globe. Shore is the recipient of numerous awards, including the 1991 Humanitarian of the Year, the 1994 Washingtonian of the Year and the Caring Institute’s top ten caring people of 1995. Shore earned his B.A. from the University of Pennsylvania and his J.D. from George Washington University in Washington, D.C. ED ROBINSON, Managing Director Ed has worked on multiple projects during his tenure with CWV including assisting a large DC-based nonprofit to revamp and grow an existing commercial venture, working with a Chicago-based nonprofit to build the internal capacity to support an aggressive venture acquisition strategy, playing a key planning role in the development a nonprofit Technology start-up and designing a group consulting methodology for two of the premier DC area foundations. Ed Robinson served in a senior management capacity with The Gallup Organization where he was responsible for the promotion, coordination, and profitability of a market research and consulting product line targeting the healthcare industry. Prior to his Gallup experience, Robinson was a Senior Consultant with Ernst & Young, LLP where he managed various aspects of the strategic repositioning process, including evaluating business operations and performance, developing change management programs, and assisting clients with strategic planning issues. Robinson received his B.A. in Politics from The Catholic University of America and his M.B.A. from The Pennsylvania State University with a dual concentration in Marketing and Management. ALFRED WISE Director At CWV, Alfred Wise has been managing projects ranging from coordinating the development a venture philanthropy fund under the auspices of the Morino Institute, managing the merger of a leading nonprofit focused on welfare-to-work issues, and developing a comprehensive marketing plan for a social entrepreneurial dining club. Wise joined CWV after serving as Senior Vice President and General Manager of Snyder Marketing Services, a subsidiary of Snyder Communications. Snyder Marketing Services provides targeted media, promotion and custom marketing programs to Fortune 500 clients including Kellogg’s, Procter & Gamble, Kimberly-Clark, and Kodak. As General Manager of the thirty million dollar subsidiary, Wise developed strategies to drive profitable growth including target marketing to build client brands. In addition, he initiated and established partnership marketing programs with national organizations such as the American Heart Association, American Diabetes Association, National Child Care Association, and the Campus Opportunity Outreach League. Prior to his work with Snyder Communications, Wise worked for several magazines, including the New York Times Company Magazine Group and Sport Magazine. Wise received his BA from Columbia University. EVAN HOCHBERG Director At CWV, Evan Hochberg has managed several projects including assisting a nonprofit with developing a recording business, helping a nonprofit explore the potential for a catering/special events business, and coordinating the development of new economy philanthropy efforts with several venture funds and foundations. Before joining CWV, Evan Hochberg was an Associate at Booz-Allen and Hamilton, providing strategic advice and technical assistance to public and private organizations. He has led project teams on strategic planning, organizational assessment, performance measurement and survey research efforts. Prior to his work at Booz-Allen, Hochberg served as Project Manager for the National Alliance of Business. In this position, he directed an initiative of the U.S. Department of Labor to increase and improve business-education partnerships nationwide. Hochberg’s other experiences include serving as Business Manager for MatchTrack for Volunteers, a company that provided volunteer management software; working as Division Director for the March of Dimes; and serving as Director of Melwood’s Recreation and Travel program for Developmentally Disabled Adults. Hochberg received a B.A. in Philosophy from the University of North Carolina at Chapel Hill and an M.A. in Management from Brandeis University. Mollie Finch Senior Consultant Before joining CWV, Mollie Finch was a Senior Associate in the Economic Strategies Practice at Covance Health Economics and Outcomes Services Inc. At Covance, she directed project engagements and market launch strategy presentations to corporations; conducted seminars on market trends for client executives; assessed economic and competitive benefits of new business opportunities for the firm; and initiated the redesign and expansion of associate training curriculum. Finch holds a B.A. in Economics from Cornell University and a Master's of Public Policy from the Sanford Institute at Duke University. Prior to returning to graduate school, Mollie spent five years as a commissioned officer in the U.S. Navy. While in graduate school, she worked as a Program Examiner in the Health Division of the U.S. Office of Management and Budget where she evaluated the economic impact of particular federal health programs. ED BARKER, Senior Consultant At CWV, Ed Barker has worked on projects, including a venture philanthropy landscape report and an environmental school curriculum for a large nonprofit organization. He has spent the bulk of his career working in nonprofit organizations. Prior to joining CWV, Ed worked as a Program Manager for the World Trade Center Institute in Baltimore where he developed a range of international business seminars for Fortune 500 executives. He also generated public and private revenue support for WTCI programs, including the WTC Institute for Kids. After leaving Baltimore, Ed worked as a member of the faculty at the Chewonki Foundation, an environmental education organization in coastal Maine. Ed has recently received his Masters in Public Administration from the John F. Kennedy School of Government at Harvard University. While in graduate school, Ed consulted to the National Park Service as a part of the Business Plan Initiative, a government reform project sponsored by the National Parks Conservation Association. He holds a B.A. in French from Dartmouth College. He currently serves as member of the advisory boards to the Chewonki Foundation and the Maine Lakes Conservancy Institute. ALAN WOLF Senior Consultant Wolf joined CWV after managing marketing communications for Dell Computer Corporation’s Services business. Wolf concentrated upon developing Dell’s service brand through online initiatives, facilitating sales force education, and highlighting corporate partnerships such as a combined launch of Windows 2000 with Microsoft. Wolf also worked for MCI Worldcom marketing their 1-800 Collect and 10-10-321 brands through web presence, ongoing market research projects, and event marketing efforts. Wolf spent seven years working as a survey researcher for two of the country’s premier Democratic political pollsters. He provided quantitative and qualitative analysis and strategic advice for a wide range of candidates and issue organizations including: President Bill Clinton’s 1992 campaign, efforts to elect Nelson Mandela and the African National Congress in South Africa’s first democratic elections, work on youth voter participation for the Heinz Family Foundation, and a large asthma study for the American Lung Association. Wolf received his M.B.A. from the College of William & Mary. There, he was a co-chair of Students for Responsible Business, pioneering an ethics curriculum through a pro bono ethics training seminar provided through a partnership with Lockheed Martin. Wolf earned a B.A. in Political Science from the University of Massachusetts at Amherst. KATIE MCNERNEY Consultant At CWV, Katie McNerney’s current projects involve the creation of wealth-generating enterprises for a family health clinic, an environmental school curriculum program, and a public safety organization. In addition, McNerney is working on the launch of a new program designed to identify and cultivate community wealth opportunities in a group setting for smaller nonprofits. Prior to joining CWV, McNerney worked as the Director of Marketing and Business Development for James D. Klote and Associates, where she developed and implemented a marketing strategy focused on nonprofits. At Corporate Executive Board, a best practices research and consulting firm serving Fortune 500 companies, McNerney managed a research team, published strategy briefs on domestic and international business issues, and worked on the firm's recruiting strategy. McNerney received her B.A. in Political Science and Religious Studies from the University of North Carolina at Chapel Hill. Other experiences include a service-learning internship with the Children’s Law Center in Charlotte, N.C. and a counseling/coaching role with the Ireland Scholar-Athlete Games. JOSHUA TRIPP Consultant At CWV, Joshua Tripp’s current projects involve the creation of a second report on venture philanthropy as well as the creation of a wealth-generating venture for a public policy organization. Before joining CWV, Tripp worked as a project manager for GS Telecom, a start-up satellite telecommunications company in Ghana, West Africa. While at GS Telecom, he managed several projects, including a private network rollout for ExxonMobil in 24 countries across Africa. Prior to GS Telecom, Tripp worked as a financial analyst in the technology investment banking division of Alex. Brown. As an analyst he worked on several IPOs and advisory assignments for various technology companies. Tripp graduated Phi Beta Kappa and with highest honors from Williams College with a B.A. in Economics. BROOKE THOMPSON Consulting Services Associate Before joining CWV, Brooke Thompson worked as State Research Coordinator for Common Cause, a national nonprofit organization promoting campaign finance reform. In this role, she analyzed state legislation and policy and acted as liaison to 43 state offices. Prior to working at Common Cause, Thompson worked as Field Director on two state-wide elections with the League of Conservation Voters and an environmental state ballot initiative in Salem, Oregon. Thompson’s other experiences include working on two congressional campaigns and serving as an Executive/Legislative Assistant to U.S. Congressman David Price. As a member of the second class of AmeriCorps, Thompson worked with the Neighborhood GreenCorps program in the District of Columbia. She collaborated with AYUDA, the Council of Latino Agencies, and other community based nonprofit organizations to enhance education and the prevention of childhood lead poisoning. During her service, she also worked with Garden Resources of Washington, and the Shaw and Georgia Avenue neighborhood associations to develop community gardening projects. She received a B.S. in Marine Biology from the College of Charleston. DARREN MIAO Consulting Services Associate At CWV, Darren Miao performs market research, logistics coordination, and general support to the CWV team. Miao works in coordination with senior staff on a variety of client projects to include those for foundations, nonprofits, and socially-responsible for-profits. Miao joined Share Our Strength as an intern before being hired at CWV. During this time, he helped create a database of nonprofits engaged in Community Wealth enterprises as well as assisting the CWV staff on various projects. Other previous work experience includes field research on green turtles in Taiwan. Miao’s volunteer experience includes tutoring elementary students with the Duke Alumni Association in Washington, DC; Habitat for Humanity; and as a group leader for the Navigators of Christ at Duke University. He received both a B.A. in Environmental Science & Policy from Duke University and a B.A. in Mandarin Chinese. Home | About Us | Our Team | Our Approach | Case Studies Our Clients | News | Resources | Contact Us http://www.communitywealth.com/staff_bios.htm Our Team WILLIAM SHORE Chairman In 1997, Bill Shore founded Community Wealth Ventures (CWV), Inc., a for-profit subsidiary of Share Our Strength, one of the nation’s leading anti-hunger and anti-poverty organizations. Since its founding in 1984, Share Our Strength has distributed more than $60 million in grants to more than 1,000 organizations. In 1997, Shore was appointed chair of the private sector task force for the President’s Summit for America’s Future. From 1988 to 1991, he was chief of staff for U.S. Senator Robert Kerrey (D-NE). From 1978 to 1987, Shore served on the senatorial and presidential campaign staffs of U.S. Senator Gary Hart (D-CO) as legislative director and political advisor. Shore has published a number of books, including The Cathedral Within on the community wealth concept. He has also been featured in the Washington Post and the National Journal Magazines as well as the Washington Business Journal and The Boston Globe. Shore is the recipient of numerous awards, including the 1991 Humanitarian of the Year, the 1994 Washingtonian of the Year and the Caring Institute’s top ten caring people of 1995. Shore earned his B.A. from the University of Pennsylvania and his J.D. from George Washington University in Washington, D.C. ED ROBINSON, Managing Director Ed has worked on multiple projects during his tenure with CWV including assisting a large DC-based nonprofit to revamp and grow an existing commercial venture, working with a Chicago-based nonprofit to build the internal capacity to support an aggressive venture acquisition strategy, playing a key planning role in the development a nonprofit Technology start-up and designing a group consulting methodology for two of the premier DC area foundations. Ed Robinson served in a senior management capacity with The Gallup Organization where he was responsible for the promotion, coordination, and profitability of a market research and consulting product line targeting the healthcare industry. Prior to his Gallup experience, Robinson was a Senior Consultant with Ernst & Young, LLP where he managed various aspects of the strategic repositioning process, including evaluating business operations and performance, developing change management programs, and assisting clients with strategic planning issues. Robinson received his B.A. in Politics from The Catholic University of America and his M.B.A. from The Pennsylvania State University with a dual concentration in Marketing and Management. ALFRED WISE Director At CWV, Alfred Wise has been managing projects ranging from coordinating the development a venture philanthropy fund under the auspices of the Morino Institute, managing the merger of a leading nonprofit focused on welfare-to-work issues, and developing a comprehensive marketing plan for a social entrepreneurial dining club. Wise joined CWV after serving as Senior Vice President and General Manager of Snyder Marketing Services, a subsidiary of Snyder Communications. Snyder Marketing Services provides targeted media, promotion and custom marketing programs to Fortune 500 clients including Kellogg’s, Procter & Gamble, Kimberly-Clark, and Kodak. As General Manager of the thirty million dollar subsidiary, Wise developed strategies to drive profitable growth including target marketing to build client brands. In addition, he initiated and established partnership marketing programs with national organizations such as the American Heart Association, American Diabetes Association, National Child Care Association, and the Campus Opportunity Outreach League. Prior to his work with Snyder Communications, Wise worked for several magazines, including the New York Times Company Magazine Group and Sport Magazine. Wise received his BA from Columbia University. EVAN HOCHBERG Director At CWV, Evan Hochberg has managed several projects including assisting a nonprofit with developing a recording business, helping a nonprofit explore the potential for a catering/special events business, and coordinating the development of new economy philanthropy efforts with several venture funds and foundations. Before joining CWV, Evan Hochberg was an Associate at Booz-Allen and Hamilton, providing strategic advice and technical assistance to public and private organizations. He has led project teams on strategic planning, organizational assessment, performance measurement and survey research efforts. Prior to his work at Booz-Allen, Hochberg served as Project Manager for the National Alliance of Business. In this position, he directed an initiative of the U.S. Department of Labor to increase and improve business-education partnerships nationwide. Hochberg’s other experiences include serving as Business Manager for MatchTrack for Volunteers, a company that provided volunteer management software; working as Division Director for the March of Dimes; and serving as Director of Melwood’s Recreation and Travel program for Developmentally Disabled Adults. Hochberg received a B.A. in Philosophy from the University of North Carolina at Chapel Hill and an M.A. in Management from Brandeis University. Mollie Finch Senior Consultant Before joining CWV, Mollie Finch was a Senior Associate in the Economic Strategies Practice at Covance Health Economics and Outcomes Services Inc. At Covance, she directed project engagements and market launch strategy presentations to corporations; conducted seminars on market trends for client executives; assessed economic and competitive benefits of new business opportunities for the firm; and initiated the redesign and expansion of associate training curriculum. Finch holds a B.A. in Economics from Cornell University and a Master's of Public Policy from the Sanford Institute at Duke University. Prior to returning to graduate school, Mollie spent five years as a commissioned officer in the U.S. Navy. While in graduate school, she worked as a Program Examiner in the Health Division of the U.S. Office of Management and Budget where she evaluated the economic impact of particular federal health programs. ED BARKER, Senior Consultant At CWV, Ed Barker has worked on projects, including a venture philanthropy landscape report and an environmental school curriculum for a large nonprofit organization. He has spent the bulk of his career working in nonprofit organizations. Prior to joining CWV, Ed worked as a Program Manager for the World Trade Center Institute in Baltimore where he developed a range of international business seminars for Fortune 500 executives. He also generated public and private revenue support for WTCI programs, including the WTC Institute for Kids. After leaving Baltimore, Ed worked as a member of the faculty at the Chewonki Foundation, an environmental education organization in coastal Maine. Ed has recently received his Masters in Public Administration from the John F. Kennedy School of Government at Harvard University. While in graduate school, Ed consulted to the National Park Service as a part of the Business Plan Initiative, a government reform project sponsored by the National Parks Conservation Association. He holds a B.A. in French from Dartmouth College. He currently serves as member of the advisory boards to the Chewonki Foundation and the Maine Lakes Conservancy Institute. ALAN WOLF Senior Consultant Wolf joined CWV after managing marketing communications for Dell Computer Corporation’s Services business. Wolf concentrated upon developing Dell’s service brand through online initiatives, facilitating sales force education, and highlighting corporate partnerships such as a combined launch of Windows 2000 with Microsoft. Wolf also worked for MCI Worldcom marketing their 1-800 Collect and 10-10-321 brands through web presence, ongoing market research projects, and event marketing efforts. Wolf spent seven years working as a survey researcher for two of the country’s premier Democratic political pollsters. He provided quantitative and qualitative analysis and strategic advice for a wide range of candidates and issue organizations including: President Bill Clinton’s 1992 campaign, efforts to elect Nelson Mandela and the African National Congress in South Africa’s first democratic elections, work on youth voter participation for the Heinz Family Foundation, and a large asthma study for the American Lung Association. Wolf received his M.B.A. from the College of William & Mary. There, he was a co-chair of Students for Responsible Business, pioneering an ethics curriculum through a pro bono ethics training seminar provided through a partnership with Lockheed Martin. Wolf earned a B.A. in Political Science from the University of Massachusetts at Amherst. KATIE MCNERNEY Consultant At CWV, Katie McNerney’s current projects involve the creation of wealth-generating enterprises for a family health clinic, an environmental school curriculum program, and a public safety organization. In addition, McNerney is working on the launch of a new program designed to identify and cultivate community wealth opportunities in a group setting for smaller nonprofits. Prior to joining CWV, McNerney worked as the Director of Marketing and Business Development for James D. Klote and Associates, where she developed and implemented a marketing strategy focused on nonprofits. At Corporate Executive Board, a best practices research and consulting firm serving Fortune 500 companies, McNerney managed a research team, published strategy briefs on domestic and international business issues, and worked on the firm's recruiting strategy. McNerney received her B.A. in Political Science and Religious Studies from the University of North Carolina at Chapel Hill. Other experiences include a service-learning internship with the Children’s Law Center in Charlotte, N.C. and a counseling/coaching role with the Ireland Scholar-Athlete Games. JOSHUA TRIPP Consultant At CWV, Joshua Tripp’s current projects involve the creation of a second report on venture philanthropy as well as the creation of a wealth-generating venture for a public policy organization. Before joining CWV, Tripp worked as a project manager for GS Telecom, a start-up satellite telecommunications company in Ghana, West Africa. While at GS Telecom, he managed several projects, including a private network rollout for ExxonMobil in 24 countries across Africa. Prior to GS Telecom, Tripp worked as a financial analyst in the technology investment banking division of Alex. Brown. As an analyst he worked on several IPOs and advisory assignments for various technology companies. Tripp graduated Phi Beta Kappa and with highest honors from Williams College with a B.A. in Economics. BROOKE THOMPSON Consulting Services Associate Before joining CWV, Brooke Thompson worked as State Research Coordinator for Common Cause, a national nonprofit organization promoting campaign finance reform. In this role, she analyzed state legislation and policy and acted as liaison to 43 state offices. Prior to working at Common Cause, Thompson worked as Field Director on two state-wide elections with the League of Conservation Voters and an environmental state ballot initiative in Salem, Oregon. Thompson’s other experiences include working on two congressional campaigns and serving as an Executive/Legislative Assistant to U.S. Congressman David Price. As a member of the second class of AmeriCorps, Thompson worked with the Neighborhood GreenCorps program in the District of Columbia. She collaborated with AYUDA, the Council of Latino Agencies, and other community based nonprofit organizations to enhance education and the prevention of childhood lead poisoning. During her service, she also worked with Garden Resources of Washington, and the Shaw and Georgia Avenue neighborhood associations to develop community gardening projects. She received a B.S. in Marine Biology from the College of Charleston. DARREN MIAO Consulting Services Associate At CWV, Darren Miao performs market research, logistics coordination, and general support to the CWV team. Miao works in coordination with senior staff on a variety of client projects to include those for foundations, nonprofits, and socially-responsible for-profits. Miao joined Share Our Strength as an intern before being hired at CWV. During this time, he helped create a database of nonprofits engaged in Community Wealth enterprises as well as assisting the CWV staff on various projects. Other previous work experience includes field research on green turtles in Taiwan. Miao’s volunteer experience includes tutoring elementary students with the Duke Alumni Association in Washington, DC; Habitat for Humanity; and as a group leader for the Navigators of Christ at Duke University. He received both a B.A. in Environmental Science & Policy from Duke University and a B.A. in Mandarin Chinese. Home | About Us | Our Team | Our Approach | Case Studies Our Clients | News | Resources | Contact Us http://www.communitywealth.com/Our_Consulting_Approach.htm Our Consulting Approach » Download CWV's Capacity Screening Tool, one of several key tools for evaluating clients' organizational capacity issues. CWV helps organizations generate Community Wealth by getting them to think about their assets in a new way - as valuable commodities that can be leveraged to create wealth. Once these assets have been identified, we work with organizations to find where the best overlap exists between these assets and the market opportunities - an area we call the "Community Wealth Zone." CWV is uniquely positioned to help organizations find this zone and bring the best opportunities to market. Once we have thoroughly investigated our client's assets, there are two pathways that lead to Community Wealth creation: Corporate/nonprofit partnerships, such as sponsorship, licensing or cause- related marketing agreement, and New business enterprises that provide products or services. There are many factors/variables that lead to a recommendation of pursuing the appropriate pathway, and CWV closely partners with our clients to assess and pursue the route most appropriate. Once the route has been established, we design a customized approach to implementation. The following graphic illustrates the various Community Wealth opportunities. Click graphic to enlarge. After introducing an organization to the Community Wealth concept, we take a multi-phased approach to our project work. The first phase is the Assessment (or Opportunity Identification and Evaluation) Phase, where we evaluate existing capacity issues and help our clients chose the pathway that is best suited to their situation. The second phase is the Design Phase where we assist in the development of a planning document or approach strategy on how to proceed with the selected Community Wealth activity. The third and final phase is the Build (or Implementation) Phase where we assist our clients with the actual rollout of the new enterprise or partnership. CWV also realizes that for many organizations, the Community Wealth approach is still a fairly challenging concept to integrate into their program operations. With this in mind, we also provide strategic planning and/or organizational development assistance as needed to ensure the success of the engagement. Click on the appropriate sector below: Nonprofit Foundation Corporation Home About Us Our Team Our Approach Case Studies Our Clients News Resources Contact Us http://srd.yahoo.com/drst/8903685/*http://dewittandassociates.com/credentials.htm DeWitt & Associates, Inc. Fund-Raising Counsel to Nonprofit Organizations Revised: 04/02/2001 Leave a message or talk on line with HumanClick Brydon M. DeWitt, President of DeWitt & Associates, Inc., in Richmond, Virginia, has been a teacher, college administrator, and development professional for more than 30 years. Brydon began his development career in 1973 at Bridgewater College in Bridgewater, Virginia, and served as the chief development officer from 1975-1990. During that period the College successfully completed two major capital campaigns and significantly increased its annual and major giving programs. In 1990, he accepted the invitation of Gonser Gerber Tinker Stuhr, a development consulting firm in Chicago, Illinois, and began providing counsel to a variety of non profit institutions throughout the United States. In 1995, Brydon left the firm to establish DeWitt & Associates and continue providing counsel in fund-raising and public relations to a diverse group of clients. In addition to consulting, Brydon has made presentations and conducted seminars/workshops for conferees and governing boards. Topics have ranged from basic development principles to board development to building effective major gifts' programs. The Illinois Hospital Association, American Association of Christian Colleges and Seminaries, NSFRE of Memphis, Tennessee, Virginia Fund-Raising Institute, and the Rockingham Educational Foundation have been among the organizations that he has addressed. In 1996, Brydon began writing and publishing The Development Companion, a quarterly newsletter for presidents, board members, and development officers. Each issue is dedicated to a single topic and provides a step by step approach to the operation of a successful development program. Brydon holds a BA degree in English from Bridgewater College and an MFA in Theatre from Virginia Commonwealth University, Richmond. He is a member of the National Society of Fund-Raising Executives–Central Virginia, Virginia Association of Fund-Raising Executives, the Virginia Planned Giving Study Group, and is listed in Who's Who in the South and Southeast. Write To Us Brydon M. DeWitt President DeWitt & Associates, Inc. 12701 Crimson Court Richmond, Virginia 23233-7657 Call ~Fax ~ E-mail Telephone: (804) 364-0145 Fax: (804) 364-0148 E-mail: brydon.dewitt@verizon.net Talk On Line Use HumanClick to talk with us or to leave us a message. Copyright © 2000 DeWitt & Associates, Inc. 12701 Crimson Court Richmond, Virginia 23233-7657 http://srd.yahoo.com/drst/8903685/*http://dewittandassociates.com/consulting_services1.htm DeWitt & Associates, Inc. Fund-Raising Counsel to Nonprofit Organizations Revised: 04/28/2001 Leave a message or talk on line with HumanClick DeWitt & Associates counsel helps YOU succeed in your fund-raising goals -- and prepares you for success in the future! Our Services Include Building and Operating Effective Development Programs Strengthening Your Program to "Tell Your Story" to Key Constituencies Capital Campaign Planning and Implementation Campaign Readiness Studies and Development Program Audits Beginning and Operating Estate-Related Giving Programs Workshops and Retreats for Governing Boards and Foundation Boards Staff and Volunteer Recruitment, Training, and Motivation Serving Universities, Schools, Hospitals, Retirement Communities, Churches and Other Religious Organizations, Social Service Agencies, Museums, Libraries, Foundations, & More. . . . Client Comments Jill Schaffer Gruver, President, Community Residences, Arlington, Virginia "Brydon DeWitt's professional assistance has been very valuable in helping Community Residence to plan for a major endowment campaign. Brydon is extremely knowledgeable and has a thorough and systematic approach to fund-raising campaigns. He readily imparts this knowledge to Board and staff members through regular meetings, informal discussions and easy-to-use forms and charts. Brydon was helpful in evaluating the functions of our Development Department and in providing detailed job descriptions to assist Community Residences in reorganizing the department. We are pleased with the well thought out plans and timelines Brydon delivered and are eagerly looking forward to working with him on the next phase of our campaign." Copyright © 2000 DeWitt & Associates, Inc 12701 Crimson Court Richmond, Virginia 23233-7657 http://srd.yahoo.com/drst/8903685/*http://dewittandassociates.com/speeches_seminars.htm DeWitt & Associates, Inc. Fund-Raising Counsel to Nonprofit Organizations Revised: 04/28/2001 Leave a message or talk on line with HumanClick Board and Key Volunteer Workshops TOPIC ORGANIZATION TOPIC ORGANIZATION "Effective Use of Volunteers" Chief Development Officers Associated Colleges of Illinois "A Volunteer's Guide to Securing Major Gifts" St. Mary's Episcopal School Memphis, Tennessee "Building Public Trust Board's Top Responsibility" Kewanee Hospital Foundation Kewanee, Illinois (1997) "A Volunteer's Guide to Securing Major Gifts" Clearwater Christian College Clearwater, Florida "Leadership Development of Board Members and Other Volunteers" Religious Not for Profit Seminar Northern Trust Bank/ DuPage Naperville Country Club Naperville, Illinois "A Volunteer's Guide to Securing Major Gifts" St. Paul the Apostle Joliet, Illinois "Trustee Leadership: Key to Organization's Success" Board of Trustees Rockingham Education Foundation Harrisonburg, Virginia "Role of the Governing Board" Board of Directors Hope House Memphis, Tennessee "Building a Powerful Board That Can Raise Money" 1999 Virginia Fund-Raising Institute NSFRE Shenandoah and Central Virginia Chapters Charlottesville, Virginia "Role of the Governing Board" Board of Directors Arkansas Repertory Theatre Little Rock, Arkansas "Board Leadership - Key to Organization's Success" Board of Directors Second Street Gallery Charlottesville, Virginia "Board Leadership - Key to Organization's Success" Board of Directors Friends of the Homeless Richmond, Virginia "Philosophy of An Alumni Association" Alumni Board Northeast Missouri State University Kirksville, Missouri "Role and Function of an Alumni Association" Alumni Board St. Xavier High School Louisville, Kentucky "Alumni Association Program" Alumni Board Northeast Missouri State University Kirksville, Missouri "Role of the Alumni Association and Its Board" Alumni Association Board Workshop Clearwater Christian College Clearwater, Florida "Typical Constitution and Committee Structure" St. Xavier High School Louisville, Kentucky "An Organized Alumni Program-- A Key to Successful Development" Alumni Association Board Workshop Northeast Missouri State University Kirksville, Missouri Building Effective Development Programs "Building Strong Development Programs: Basic Elements for Success" Illinois Hospital Association Springfield and Naperville, Illinois "Basic Elements of Successful Development" Delnor Community Hospital Foundation Board St. Charles, Illinois "The Development Plan for Riverwoods" Riverwoods Christian Center Board/Staff Workshop St. Charles, Illinois "What Is Development?" Board of Directors Little Company of Mary Hospital Evergreen Park, Illinois "What Is Development?" Board of Governors Northeast Missouri State University Kirksville, Missouri "What Is Development?" Board of Directors Arkansas Repertory Theatre Little Rock, Arkansas "Team Building and Team Work In the Development Process" Ursuline College Pepper Pike, Ohio "Institutional Development -- Basic Elements for Success" American Association of Christian Colleges and Seminaries Kansas City, Missouri "Building the Financial Base for Today and Tomorrow" 1996 Board of Directors -- Conference and Winter Meeting Clearwater Christian College Clearwater, Florida "Building Strong Development Programs -- Basic Elements for Success" Board of Directors and Staff Arden Shore Child and Family Services Lake Bluff, Illinois "Organizing for Effective Fund- Raising" Board of Trustees Development Committee I-CAR Education Foundation Rolling Meadows, Illinois "Basic Elements of Development" Board of Directors Our House Little Rock, Arkansas "Basic Elements of Development" Rockingham Educational Foundation Board of Directors Harrisonburg, Virginia "Basic Elements of Development" Board of Directors Second Street Gallery Charlottesville, Virginia Capital Campaign/Major Gifts/Planned Giving "Preparing for A Capital Campaign" Board of Trustees West Side Montessori School Toledo, Ohio "The Steps in Preparing for A Capital Campaign" Board of Directors and Staff Arden Shore Child and Family Services Lake Bluff, Illinois "Capital Campaigns -- Planning is the Key to Success" 1997 Virginia Fund-Raising Institute NSFRE Shenandoah Chapter Charlottesville, Virginia "MOVES Management -- Moving The Donor Prospect to Major Donor" 1997 Virginia Fund-Raising Institute NSFRE Shenandoah Chapter Charlottesville, Virginia "MOVES Management -- Moving The Donor Prospect to Major Donor" Eastern Mennonite University Harrisonburg, Virginia "Mechanics of a Planned Giving Program" NSFRE Memphis, Tennessee "Marketing A Planned Giving Program" Chief Development Officers Associated Colleges of Illinois Contact us to arrange a seminar/workshop or an address for your staff and chief volunteers. Client Comments James A. Brooks, former Executive Director, Trezevant Manor Retirement Community, Memphis, Tennessee "Brydon DeWitt's advice and methods were neither flashy nor prescriptive. He really cared about us as his client, and focused his time and energy to get to know our organization and what makes it unique and special. It was clear from the day I met him that Brydon is a believer in building a strong base upon which the fund-raising effort will grow long-term friends and relationships. In a time when so many were seeking to sell us a quick fix to our fund-raising woes, Brydon counseled us to do things right and stay the course. He was correct! Our successful fund-raising program is today on firm ground and continues to expand due to Brydon's counsel and solid methods." Mary Jo May, CFRE, Executive Director, Little Company of Mary Hospital Foundation, Evergreen Park, Illinois "Brydon has been a great help to me and to Little Company of Mary Hospital. His counsel was critical in establishing a Development Board of "pro-active" fund-raising volunteers. The Development Board led to the establishment of a charitable Foundation whose chief function is to raise funds on behalf of the hospital. The advice, instruction, and education Brydon provided was based on reliable fund-raising principles which are being proven over and over again." Copyright © 2000 DeWitt & Associates, Inc. 12701 Crimson Court Richmond, Virginia 23233-7657 http://srd.yahoo.com/drst/44249865/*http://www.foundationstrategy.com/about/index.htm 20 Park Plaza, Suite 1127 Boston, MA 02116 Tel. 617-357-4000 About FSG ? Founders ? Consultants Home The Foundation Strategy Group, LLC is dedicated to enhancing performance in philanthropy. We are the only world-class consulting firm that specializes in foundation strategy and performance by helping private, corporate and community foundations design strategies, tailor operations and measure results. Foundations are our only clients. We understand the issues they face every day, and our consulting methodologies are uniquely designed to serve their needs. We bring rigorous business training to our work, while recognizing that the nonprofit sector requires a different set of management tools. At the same time, we understand the difference between what can be measured and what cannot. Our team of highly trained strategy consultants is drawn from some of the world's top management consulting firms, supplemented by outside experts in nonprofit program areas such as education, health, the arts and social services. This combination of skills enables us to deliver disciplined analysis that combines the highest standards of strategy consulting with a thorough understanding of the nonprofit sectors involved. Our objective is to provide timely, accurate and concise information that enables trustees and executives to make effective strategic decisions. Our clients include some of the largest private, community and corporate foundations in the world. The Foundation Strategy Group, LLC is owned by its employees and, in part, by The Center for Effective Philanthropy, a nonprofit research and educational organization that works to advance the field of philanthropy. A portion of FSG's earnings go to support The Center's work. Home| About FSG| Consulting Services| Careers| Join Mailing List| Contact Us ©2000, Foundation Strategy Group, LLC. Developed by Re:Vision. http://srd.yahoo.com/drst/44249865/*http://www.foundationstrategy.com/consulting/index.htm 20 Park Plaza, Suite 1127 Boston, MA 02116 Tel. 617-357-4000 Consulting Services ? Professional Development and Facilitation ? Our Approach ? What Makes a Strategy Effective ? Consulting Presentation ? Representative Client Engagement ? Recent Clients Home Each client is unique, and our services are tailored to their needs. Our role is to work alongside our clients, providing them with the data, analysis and tools they need to create and implement solutions. FSG's work supports all aspects of strategy development, implementation and evaluation, including: Strategic planning and positioning Evaluation Developing grant programs within a chosen field Reviewing and aligning operations Designing organizational learning processes Assessing overall foundation performance Strategic planning and positioning Examining a foundation's goals, resources, funding history, and comparative advantages to determine appropriate fields of funding and strategies to maximize effectiveness. FSG can also provide an overview of initiatives by other funders and organizations to ascertain unmet needs. Evaluation Designing processes to evaluate results of grantmaking at the grant, program, and foundation level. Helping foundations to use evaluation as a management tool throughout the life of a grant. Developing grant programs within a chosen field Developing specific funding initiatives or grant programs to achieve the foundation's objectives, and building synergies between program areas to enhance overall performance. Reviewing and aligning operations Tailoring operating procedures, staffing, and management processes to support the foundation's strategy. Many foundations operate along similar lines, even through they could often achieve greater impact by more precisely aligning their operations to serve their own specific objectives. Designing organizational learning processes Monitoring the impact and value created by foundation grants and other activities, comparing them to the foundation's own goals, past performance, and the performance of its peers. Creating on-going processes that capture the knowledge gained to improve future performance. Assessing overall foundation performance Performing a short review of many of the elements above, to assess the foundation's strategic positioning, alignment of operations behind that positioning, and evaluation of results. Evaluation can help identify and prioritize opportunities for improvement. For more on our approach to strategic philanthropy, please see our Consulting Presentation and Representative Client Engagement. For more information about our consulting services, please contact Mark Kramer. The Foundation Strategy Group, LLC is owned by its employees and, in part, by The Center for Effective Philanthropy, a nonprofit research and educational organization that works to advance the field of philanthropy. A portion of FSG's earnings go to support The Center's work. Home| About FSG| Consulting Services| Careers| Join Mailing List| Contact Us ©2000, Foundation Strategy Group, LLC. Developed by Re:Vision. http://srd.yahoo.com/drst/44249865/*http://www.foundationstrategy.com/about/index.htm 20 Park Plaza, Suite 1127 Boston, MA 02116 Tel. 617-357-4000 About FSG ? Founders ? Consultants Home The Foundation Strategy Group, LLC is dedicated to enhancing performance in philanthropy. We are the only world-class consulting firm that specializes in foundation strategy and performance by helping private, corporate and community foundations design strategies, tailor operations and measure results. Foundations are our only clients. We understand the issues they face every day, and our consulting methodologies are uniquely designed to serve their needs. We bring rigorous business training to our work, while recognizing that the nonprofit sector requires a different set of management tools. At the same time, we understand the difference between what can be measured and what cannot. Our team of highly trained strategy consultants is drawn from some of the world's top management consulting firms, supplemented by outside experts in nonprofit program areas such as education, health, the arts and social services. This combination of skills enables us to deliver disciplined analysis that combines the highest standards of strategy consulting with a thorough understanding of the nonprofit sectors involved. Our objective is to provide timely, accurate and concise information that enables trustees and executives to make effective strategic decisions. Our clients include some of the largest private, community and corporate foundations in the world. The Foundation Strategy Group, LLC is owned by its employees and, in part, by The Center for Effective Philanthropy, a nonprofit research and educational organization that works to advance the field of philanthropy. A portion of FSG's earnings go to support The Center's work. Home| About FSG| Consulting Services| Careers| Join Mailing List| Contact Us ©2000, Foundation Strategy Group, LLC. Developed by Re:Vision. http://srd.yahoo.com/drst/44249865/*http://www.foundationstrategy.com/careers/index.htm 20 Park Plaza, Suite 1127 Boston, MA 02116 Tel. 617-357-4000 Candidates should submit a resume and cover letter by email. You may also write to: Foundation Strategy Group 20 Park Plaza, Suite 1127 Boston, MA 02116 Attn: HR Home Our Team of Consultants Foundation Strategy Group is interested in candidates with a strong background in strategy consulting, prior experience with a major consulting firm, and a demonstrated commitment to philanthropy and the nonprofit sector. Principals Graduate degree, a minimum of 5 years experience in strategy consulting, including responsibility for managing consulting engagements and client relations. Consultants Graduate degree and a minimum of 2 years experience in strategy consulting. Analysts Undergraduate degree, strong quantitative and analytical skills, demonstrated record of superior achievement. The Foundation Strategy Group, LLC is owned by its employees and, in part, by The Center for Effective Philanthropy, a nonprofit research and educational organization that works to advance the field of philanthropy. A portion of FSG's earnings go to support The Center's work. Home| About FSG| Consulting Services| Careers| Join Mailing List| Contact Us ©2000, Foundation Strategy Group, LLC. Developed by Re:Vision. http://srd.yahoo.com/drst/20098348/*http://www.griesgraber.com/fundraising.htm Consultants in Philanthropy and Institutional Advancement Fund Raising Feasibility Studies Grant Consulting Strategic Planning Board Retreats Executive Searches Pastoral Council Consulting Direct Mail Web Site Design A List of Client References Fund Raising - Capital Campaign Leadership Training The Leadership Training program consists of one or more seminars conducted for the volunteers who will be performing the capital campaign fund raising activities. Seminars are normally conducted on one or more weekday evenings, or a Saturday morning. We Help Prepare Your Fund Raising Team Help Them Develop a Positive and Enthusiastic Attitude Help Them Know the Case Statement Help Them To Know The Prospects We Help Facilitate The Three Steps to Success Preparing Yourself and Each Team Member Preparing Your Prospects Asking for the Gift The 10 Hats of Giving and What They Mean. Because people give for different reasons, we teach you to learn which "hat" your prospect wears: The Appreciation Hat The Spirituality Hat The Recognition Hat The Mortality Hat The Support Hat The Altruism Hat The Need to Belong Hat The Political Hat The Peace of Mind Hat The Safety Hat We teach you how to prepare your prospects We discuss several methods of in-person requesting of donations - gift giving. We explore the key Do?s and Don'ts For example, DON?T SAY?I?m sorry to bother you. DO SAY?I feel very strongly about this campaign. TAILOR YOUR PRESENTATION? Ask for the Gift Fund raising is not begging for money. You are giving the prospect the opportunity to participate in something very special and wonderful for your organization. Every prospect is unique. Thus, every ASK should be designed and executed in a unique, personalized way. Four Principles of Every ASK Principle No. 1 - Listen Successful solicitation involves the skill of listening. This means knowing how to empathize. Allow the prospect to tell you what he or she likes about the organization and how their gift will help. Principle No. 2 - Watch Your Posture Be positive and enthusiastic. Maintain eye contact. Stand and sit erect. Smile. Know that your facial expressions say as much as your words. Principle No. 3 - Speak with Confidence Your solicitation, your ASK, will be much more effective if you have made your own generous gift to the campaign. This will give you the confidence to speak about how important the Campaign is to the organization. Principle No. 4 - Ask for Advice Get your prospect involved in the Campaign. Ask for his or her advice on how we can be more successful. Ask if he or she would like to volunteer. Defining The Secret of Effective Asking We coach the team on the key tips to remember when asking. How to Handle The Five Possible Responses The prospect asks for more time to consider the matter? You receive the gift you asked for? The prospect will offer you less than what you have asked for... The prospect will offer you significantly less than what you have for... The prospect indicates a complete refusal? For more information on fund raising programs click here Copyright ©2000 Griesgraber & Associates. All rights reserved. Comments: mgriesgraber@hotmail.com http://srd.yahoo.com/drst/20098348/*http://www.griesgraber.com/feasibil.htm Consultants in Philanthropy and Institutional Advancement Fund Raising Feasibility Studies Grant Consulting Strategic Planning Board Retreats Executive Searches Pastoral Council Consulting Direct Mail Web Site Design A List of Client References Feasibility Studies Developing A Successful Fund-Raising Campaign The feasibility study can be an important, if not critical, component of every pre-fund raising campaign plan. The feasibility study involves a series of confidential one-on-one interviews, conducted by a consultant and generally directed to major gift prospects. A primary goal of the study is to learn the perceptions of the prospects toward the institution and the degree to which they might participate, both financially and as volunteers. Candidates for interviews include: members of the board, past major contributors and potential new donors. The feasibility study seeks to accomplish the following objectives: Cultivate key constituents in preparation for their eventual solicitation. Provide select individuals with the opportunity to feel valuable to the organization. Offer the individuals a chance to express dissatisfaction without direct exposure. Test the marketplace for available dollar support and leadership. Provide the opportunity to proceed with a campaign for a reduced goal if the study indicates that the desired goal isn't deemed possible. Provides a method of measuring the overall health of the institution in areas which affect its ability to raise campaign support . Copyright ©2000 Griesgraber & Associates. All rights reserved. Comments: mgriesgraber@hotmail.com http://srd.yahoo.com/drst/20098348/*http://www.griesgraber.com/grants.htm Consultants in Philanthropy and Institutional Advancement Fund Raising Feasibility Studies Grant Consulting Strategic Planning Board Retreats Executive Searches Pastoral Council Consulting Direct Mail Web Site Design A List of Client References Grant Proposal Consulting Developing A Successful Grant Proposal You can significantly improve chances of obtaining a grant by including the necessary elements of successful grant requests. Although each foundation is unique and may have particular requirements, there are ten components that are fundamental to every successful grant proposal. We will guide you through each of the ten elements. We will also show you how to apply seven key tips to improving your proposal. Typical Timeline Three to four weeks to identify, gather and document the information required by the granting organization. Two weeks after assembly of the data a draft proposal will be available for review and evaluation prior to producing the final document for submission. The key to successful proposals is to communicate your goals and objectives for the grant funds clearly and concisely while ensuring that it covers all grant requirements. For more information on grant services click here Copyright ©2000 Griesgraber & Associates. All rights reserved. Comments: mgriesgraber@hotmail.com http://srd.yahoo.com/drst/20098348/*http://www.griesgraber.com/retreats.htm Consultants in Philanthropy and Institutional Advancement Fund Raising Feasibility Studies Grant Consulting Strategic Planning Board Retreats Executive Searches Pastoral Council Consulting Direct Mail Web Site Design A List of Client References School Board Consulting Board Retreats Most schools begin the academic year with a retreat for the school's board. Usually the retreat is held off campus, often on a Saturday in late August or early September, and is facilitated by a consultant. Board retreats are held for any or all of the following reasons: To confer on goals & objectives for the new academic year. The administration prepares the operational plan for the new academic year during the spring and summer. At the fall board retreat, the plan is presented to the board in draft form for discussion, review and ratification. To involve the board in the planning process. By seeking additional insight from the board, the administrative operational plan gains the critical support it needs from the board to achieve the desired goals. To generate new ideas and perspectives. The head of the school and administrative staff gain the collective wisdom and insight from new perspectives when they invite board participation. To provide pre/in-service training for the board. I t is critical that board members are reminded annually of their roles and responsibilities. For more information click here Copyright ©2000 Griesgraber & Associates. All rights reserved. Comments: mgriesgraber@hotmail.com http://srd.yahoo.com/drst/444524/*http://www.tmn.com/Community/debbimc/index.html INSIGHTS IN ACTION, INC. Consulting Services that Improve Your International Results Growth and Development Strategies for NGOs Japan-Related Outreach and Representation Services for Corporations and NGOs Client List Client Testimonials FLY-BY Newsletter (Current Issue) Annapolis Home Office Contact Information Tokyo Branch Office Contact Information Company President's Photo, Background and Qualifications For more information about our services and accomplishments, email dmcglauflin@insightsinaction.com. For job seekers: Insights in Action, Inc. has no current or anticipated job openings, but encourages those looking for employment in the nonprofit sector to click on the Opportunity NOCs link below and explore the many job listings there. http://www.minges.com/service.htm Services Offered By Minges & Associates, LLC Looking for more help? Try this site! http://www.nonprofitexpert.com Being a nonprofit consultant we are often called to respond when the executive director simply doesn't know what to do next! We gladly give advice, help out and do certain needed tasks as well as teach the executive director and staff the best practices to be successful in running their day to day business. We have developed a unique balance between our web based clients as well as our local clients and enjoy our work serving both successfully. What can we do for you? We help nonprofits with: Board Development - The board should set the course for the nonprofit organization. Having a clear mission statement and vision for the future are keys to success. Developing Fundraising Ideas- Many nonprofits don't have a signature fundraiser. We help you identify funding sources at all levels include: special events, private donations, corporate gifts, foundation grants, local, state and federal funding. Too often funding seems elusive and difficult to access. We provide the road map! Foundation and Corporate Grant Seeking - We have established proven methods in identifying possible grant sources that match organizational needs. To find out more about this program CLICK HERE! Establishing A Year Round Marketing Plan- Nonprofits are businesses too and they have to advertise! Your board's reputation in the community often determines your level of support. Many organizations think if they just do good work the money will come in. This is obviously not the case. Long Range Planning - The daily routine of "putting out fires" distracts many nonprofits from planning their future. Keys to your success include setting reasonable goals and objectives and reviewing them on a periodic basis. Helping With Your Web Development Needs - Below are several examples of websites we created. In general we can develop a nonprofit site of ten pages or less for only $250.00. Check out these sites: www.ncgoldpanning.com www.bgcpitt.org www.ncprivateeye.com We also can provide you with a web service that has agreed to host nonprofits sites at only $6.95 a month! If you have any question feel free to call us at 252-756-4303. We are available to take your call from 8 a.m. to 5 p.m. EST Mon-Fri. http://www.minges.com/area.htm Service Area Of Minges & Associates, LLC We provide web based consulting through a web site we maintain at: http://www.nonprofitexpert.com If you look at the above referenced website you will see that we focus a great deal of time and energy in helping people worldwide via the web! Truthfully most people want free advice and seem less likely to commit to a formal client relationship, we however would encourage you to consider when asking for help to understand that time is money and we are limited in the amount of free advice we can give. If you are serious about needing professional help with your nonprofit then you should consider establishing a more formal relationship with us so we may spend more time to focus in on meeting your needs. You can reach us by calling us at 252-756-4303. We are available to take your call from 8 a.m. to 5 p.m. EST Mon-Fri. We choose our clients carefully and work with only a select group of organizations allowing us to balance both our time and energy. http://www.minges.com/fees.htm Fees Of Minges & Associates, LLC We charge a flat fee that is agreed upon in advance. Call us at 252-756-4303 and tell us what you needs are and lets talk about the price! We prefer working with our clients on a month by month bases to help them you solve the many complex issues they face. We think it is important for us both to outline our respective duties and expectations as well as have a firm time tables in any contact we both sign. Our hourly rate, $100.00 per hour, yet rarely charge this fee due to the fact that this would exclude many smaller nonprofits we enjoy helping most. We do not work on a percentage, commission, or contingency basis! We developed a website for nonprofits at: www.nonprofitexpert.com that provides lots of free information. Many have told us we are giv ing away too much FREE information! However, after looking at the above site we are confident that agencies and individuals like yourself that are looking to develop a serious relationship will come back to talk with us to explore ways we can help them one on one. Please understand, however, that we choose our clients carefully and work with only a select number of organizations at one time which allows us to balance both our time and energy. If you have any question feel free to call us at 252-756-4303. We are available to take your call from 8 a.m. to 5 p.m. EST Mon-Fri. http://www.minges.com/contactus.htm Contact Minges & Associates, LLC Looking for more help? Try this site! http://www.nonprofitexpert.com Minges & Associates was created in 1998 by John and Sarah Minges to meet the unmet needs of nonprofit organizations throughout the state. Unlike most consultants we focus on the smaller organizations and do not base our level of service on their ability to pay! We truly believe in the concept of "Service Before Self." Minges & Associates, LLC 3304 Grey Fox Trail Greenville, NC 27858 Phone: 252-756-4303 Fax: 252-355-6625 http://srd.yahoo.com/drst/28540997/*http://www.psagency.org/psa_info.html PSA Services PSA helps its member agencies save money when they purchase goods and services. On behalf of its members, PSA has negotiated discounts from vendor partners. Who can use PSA Only current members of PSA can use the service. If your nonprofit is interested in discount purchasing, become a Member of the 501Click Marketplace. Or, learn more about the benefits of puchasing in the 501Click Marketplace. PSA and 501Click PSA is now supported by 501Click, a new online resource for nonprofit professionals. 501Click features the Marketplace, where nonprofits can purchase the products they need while saving time and money. It builds on the success of PSA to bring discount purchasing to even more nonprofits. Other 501Click features include the Management Toolkit and 501(c)ommunity. http://srd.yahoo.com/drst/14279098/*http://www.leetassociates.com/background.htm Since its founding in 1985, Rebecca Leet & Associates has helped organizations develop clear strategic directions, solve management and marketing problems successfully, and create effective communications. Throughout its history, RL&A has emphasized targeting resources at market sectors that are most likely to provide high mission return on resources invested. Examples of RL&A Work Designing the first strategic marketing plan for the American Lung Association, and creating its current tagline When You Can't Breathe, Nothing Else Matters™. Facilitating development of the first strategic plans for American Rivers and Friends of the Earth. Creating the first strategic communications plan for Zero to Three and recruiting the organization's first communications staff. Designing and executing a seminar for nonprofits on new means of communication, on behalf of two leaders in technology application, The Benton Foundation and the Center for Strategic Communications. Counseling, for many years, the National Association for the Education of Young Children regarding how to make its expertise accessible to parents and other new markets. About Rebecca Leet Prior to establishing the firm, RL&A principal Rebecca Leet held management and communications positions with a Fortune 100 corporation, the national news media, the U.S. Congress and a national nonprofit organization. In addition to consulting, Ms. Leet is a writer, speaker, and trainer. She is the author of Marketing for Mission(1998, National Center for Nonprofit Boards) and is former editor of Strategic Governance for Nonprofit Executives and Boards. She has been quoted in a variety of publications, including The Wall Street Journal, the Chronicle of Philanthropy, and PRWeek. Her speaking credits range from keynotes to breakout sessions at national conventions such as the American Society of Association Executives and The Communications Network. Ms. Leet has served on numerous nonprofit boards of directors, both nationally and locally. She is the founding board president of two community nonprofits in her home town of Arlington, Virginia. © 2000 Rebecca Leet & Associates http://srd.yahoo.com/drst/14279098/*http://www.leetassociates.com/clientList.htm For 15 years, Rebecca Leet & Associates (RL&A) has consulted for local, national and international non-profit agencies. More recently, RL&A expanded its outreach to include corporations that want to achieve greater impact for their charitable involvement. Often, RL&A is engaged when a client is attempting a task for the first time - its first strategic plan, first marketing effort, first Board or staff retreat. Clients find that the firm's strategic thinking, facilitation skill, and communication expertise combine to create a process and a result that exceeds their expectations. A representative list of clients includes American College of Physicians - American Society of Internal Medicine Foundation(Philadelphia, PA) American Lung Association(New York, NY) American Red Cross(Washington, DC) American Rivers(Washington, DC) AMIDEAST(Washington, DC) Benton Foundation(Washington, DC) Bristol-Myers Squibb Company(Princeton, NJ) Chesapeake Bay Foundation(Annapolis, MD) City of Hope National Medical Center(Los Angeles, CA) Friends of the Earth(Washington, DC) Global Meeting of Generations(Washington, DC) International Foundation for Election Systems(Washington, DC) International Fund for Agricultural Development(Washington, DC) Juvenile Diabetes Foundation International(New York, NY) Mosaic Foundation(Washington, DC) National Association for the Education of Young Children(Washington DC) National Family Caregivers Association(Kensington, MD) National Institutes of Health(Bethesda, MD) Nebraska Health and Human Services System(Lincoln, NE) Ovarian Cancer National Alliance(Washington, DC) Pew Center for Civic Journalism(Washington, DC) Physician Assistant Foundation(Alexandria, VA) RIVA Inc.(Bethesda, MD) RPJ Housing Corporation(Arlington, VA) Southern Environmental Law Center(Charlottesville, VA) The Arlington Community Temporary Shelter(Arlington, VA) The Casey Family Program [foundation](Seattle, WA) The Communications Network(Washington, DC) Youth on Board(Boston, MA) Zero to Three(Washington, DC) © 2000 Rebecca Leet & Associates http://srd.yahoo.com/drst/14279098/*http://www.leetassociates.com/faq.htm What is marketing for mission and how does it differ from cause-related marketing or social marketing? The three are quite different. Marketing for mission is a management approach that achieves more social change by uniting the mission focus of social reformers and the effectiveness of corporate marketing. Cause-related marketing links a single corporation or product to a nonprofit organization or cause, usually to benefit a charity’s revenues and a corporation’s image. Social marketing is an orchestrated effort among many groups to promote a specific behavior change in society. For more information, click on nonprofit marketing or marketing for mission. What is viral marketing? Word-of-mouth marketing is being replaced by "word of mouse" marketing —otherwise known as viral marketing. Viral marketing is any technique that induces Web sites or users to pass on a message to other sites or users, creating a potentially exponential growth in the message’s visibility and effect. It may sound esoteric until you look at results from the business world. Prime example: Hot-mail, the free e-mail service. It spent $500,000 on advertising, marketing, and promotion when it launched — and, mostly through viral marketing, garnered 12 million subscribers in 18 months. Its competitor, Juno, spent $20 million through more traditional means and has a fraction of the membership. What do brand and branding mean? Too often, the brand is considered simply the name, logo, and other distinctive visual elements (i.e., the packaging) that prompt an individual instantly to identify the charitable organization represented. A true brand, however, is much more. It is also a set of values and a promise to perform in a particular way. Thus, is must be lived out in a nonprofit’s programs and services, too – a realty that is too often overlooked when a nonprofit sees brand is merely a function of communications or fund raising. Branding is the process of developing the distinctive elements of name, logo, etc., and building within a target market the quick association of the brand with the organization. What is the difference between strategic communications and strategic marketing? Strategic communications generally refers to a tightly-planned outreach effort, timed to co-ordinate with an event(s) and targeted at specific audiences. It is intended to maximize exposure for an organization’s message before selected individuals or groups from whom specific action is desired. Strategic marketing should include most elements of an organization, not just communications and/or fundraising. It is a tightly-planned effort to co-ordinate all operations in pursuit of mission achievement - programs and services, advocacy, volunteer management, communications, fundraising, and others as appropriate. It seeks to ensure that what an organization says, what it does, and how it does it all serve one goal: achieving the stated mission. I’m not sure whether our problem is what we’re doing, how we explain it, or how we deliver it. How can I tell? Sometimes a significant problem develops in an organization but a full-blown strategic planning process is not the best way to identify and correct it. RL&A urges such organizations to apply our “ 3M test” to determine whether the problem that needs addressing is with the organization’s mission, message, or mechanisms. These three questions are the heart of the test: Does it seem that no one wants what the organization is doing? Then the problem is with the mission. (This is the toughest and least frequently asked question.) Does it seem that no one understands what it is doing or why? Then the problem is with the organization’s or program’s message. Does it seem that people want and understand what the organization is doing but they fail in one of these areas: they don’t hear what it is doing, they can’t access its services, or they don’t respond with support. Then the problem is with an individual delivery mechanism - in these specific cases, with communication, programs, or fundraising. Do you recommend any books on nonprofit marketing? Rebecca Leet’s monograph, Marketing for Mission(National Center for Nonprofit Boards) is a concise introduction to this approach to nonprofit marketing, with an emphasis on the role of the Board of Directors. Other good resources on the subject include Philip Kotler and Alan Andreasen’s Strategic Marketing for Nonprofit Organizations(Prentice Hall), and Peter Brinckerhoff’s Mission-Based Marketing(Alpine Guild). Those wishing to jump into application of a marketing approach should see Gary Stern’s Marketing Workbook for Nonprofit Organizations(Amherst H. Wilder Foundation). Two additional books, intended more for the corporate than nonprofit world, are also helpful: The 22 Immutable Laws of Marketing(HarperBusiness) and Positioning: The Battle for Your Mind(Warner Books), both by Al Ries and Jack Trout. © 2000 Rebecca Leet & Associates http://srd.yahoo.com/drst/14279098/*http://www.leetassociates.com/contactUs.htm At Rebecca Leet & Associates, we are in partnership with our clients and with all those who seek to change society in positive ways. Please email us via the form below, or contact us through more traditional means, if we can serve you or your organization. We need your help too. We work with others to continually develop and refine Marketing for Mission. If you have an example of Marketing for Mission to share, or if you have ideas that would be helpful, we are eager to hear from you! Rebecca Leet & Associates 2501 N. Quantico Street Arlington, VA 22207-1053 (703) 533-8966 (voice) (703) 533-8971 (fax) Name Title Organization Work Phone FAX E-mail Tell us in detail about your request: © 2000 Rebecca Leet & Associates http://srd.yahoo.com/drst/35263379/*http://www.rosetuck.com/header.htm R OSE & T UCK, LLC A PROFESSIONAL SERVICES FIRM http://srd.yahoo.com/drst/35263379/*http://www.rosetuck.com/corpsumm.htm Corporate Summary / Mission Rose & Tuck supports the missions of higher education and not-for-profit organizations by working with our clients to enhance administrative processes and the use of technology. In support of this mission, Rose & Tuck provides project management, operations, software application, and technical consulting services related to administrative processes and technology. Each of our partners and consultants has years of experience in higher education and not-for-profit administration, operations, and technology. Please click on a link to the left to learn more about our products and services, our team of consultants, clients we have served, successes, employment opportunities, and how to contact us. http://srd.yahoo.com/drst/14978589/*http://www.socialent.com/about.html SITE MENU The SEI Difference At SEI, we are committed to going far beyond traditional consulting and training. Our focus is on providing human service organizations with the tangible, practical infrastructure needed to manage in today's environment. Each of our innovative packages includes forms, procedures, computer software, training programs, and other tools for success. All of these materials are customized to the client's unique needs and specifications, ensuring that there is commitment throughout the organization to embrace new ways of working. The goal is to provide each client with end products that are theirs to use and evolve. Our pledge is to deliver the best possible management solutions. This pledge drives us to invest a significant amount of resources in research and development. We are continually identifying, evaluating, and integrating the best demonstrated management practices within human services and within the business world at large. This research is incorporated into regular updates to our products and services, keeping SEI on the leading-edge of proven, cost-effective management practices. Our Approach To Service SEI invests in lasting relationships with clients – we take the time to get to know our clients! To ensure that we are able to deliver what our clients want and need, every SEI project starts with a needs assessment (performed at no charge) where we work with the client to learn about their environment, identify the major issues to be addressed within the organization, and determine precisely how (and if) SEI can benefit the organization. Based on the needs assessment, we prepare a proposal outlining the scope of services to be provided by SEI, performance outcomes we will commit to achieving, and fees. Our Guiding Principles Are: Maintain the highest standards of integrity and professional ethics. Uphold every commitment made by an SEI associate, every time. Set the standard for high quality management support to human service organizations. Deliver positive value on every project – always make sure that clients receive significantly greater benefit than what they invest in SEI products and services. Continually enhance the professional excellence of all SEI associates. Provide an open, friendly environment that is enjoyable for clients and SEI associates alike. We Also Believe In Collaboration Just as human service programs are increasingly being asked to collaborate with each other to strengthen their programs and avoid unnecessary duplication of services, enterprises like SEI that support the social service community need to collaborate in ways that benefit everyone. We welcome inquiries from other management support organizations, whether nonprofit or for-profit, to see how we may share resources and expertise, together having the greatest positive impact in enhancing human services. The SEI Team SEI associates have decades of experience as entrepreneurs, managers, and consultants in many industries. This global business perspective is combined with extensive social service backgrounds as executive directors, program staff, volunteers, and Board members. The result is a team of people uniquely qualified to implement successful business methods within human service organizations. We are always looking for outstanding, motivated individuals with a passion for social service excellence to join our team. If you or someone you know is looking for a challenging, rewarding career in the field of management support, please contact us using one of the methods described on the home page! Geographic Areas Served SEI services all of Nevada and California. We are able to travel to other regions as requested by clients. This can be particularly cost-effective in situations where the bulk of the work required from SEI staff can be done at SEI offices with a minimum of travel. Fee Structure We believe in being paid for results, not effort. Our desire is to work out fixed-fee contracts whereby we are paid for meeting agreed-to milestones with tangible output. Hourly work is also available if desired by the client, with rates ranging from $75 – 150 per hour depending on the SEI associate involved and type of service being provided. Discounts are available to qualifying nonprofit organizations and to organizations purchasing blocks of time in one-day increments. Reasonable out-of-pocket expenses for travel, printing, postage, telephone, and other such costs are billed in addition to professional fees. S o c i a l E n t r e p r e n e u r s , I n c. 100 Washington Street, Suite 300 Reno, Nevada 89503 Phone: (775) 324-4567 Fax: (775) 324-4941 e-mail: msmith@socialent.com Home| About Us | Products & Services Clients| Resources| Contact Us This site hosted & maintained by sales@source.net © 1998-2000 Social Entrepreneurs Inc. http://srd.yahoo.com/drst/14978589/*http://www.socialent.com/homepage.html SITE MENU Social Entrepreneurs, Inc.(SEI) is dedicated to building strong management and operating infrastructures within human service organizations. Our mission is: To measurably enhance the quality of life for individuals and communities by making significant improvements to the capabilities, efficiency, stability, and outcomes of human service organizations. We fulfill our mission by providing management support packages, consulting, training, and computer systems that merge the best management practices from the business world with those of the social service community. SEI can assist all types of human services through three categories of management support: Strategic Development, Organizational Development, and Program Management. Please browse our web site to learn more about SEI, as well as to access exciting resources for leading-edge management of human service programs. We welcome inquiries! Use the electronic form on the Contact Us page, or contact us directly at: S o c i a l E n t r e p r e n e u r s , I n c. 100 Washington Street, Suite 300 Reno, Nevada 89503 Phone: (775) 324-4567 Fax: (775) 324-4941 e-mail: msmith@socialent.com Home | About Us| Products & Services Clients| Resources| Contact Us This site hosted & maintained by © 1998-2000 Social Entrepreneurs, Inc. http://srd.yahoo.com/drst/14978589/*http://www.socialent.com/prod.html SITE MENU The Challenge Times have never been more challenging for human service organizations. Government funding is being reduced, public giving is declining, demands for greater results and accountability are accelerating, yet trends like welfare reform and growing economic disparities are significantly increasing the number of people who need assistance. Faced with this environment, survival for many human service agencies depends on successful adoption of the business methods used by leading non-profit enterprises and for-profit corporations alike to measure and continually improve client outcomes and other indicators of performance, collaborate with other organizations, get the most out of administrative investments, and strategically manage their future directions. The SEI Solution SEI specializes in performance management. Our objective is to ensure that human service organizations have the infrastructure needed to produce compelling social outcomes, delivered to the right audience, in a high quality manner, at an acceptable cost. To assist human service organizations in producing the most value possible from their resources, we offer three categories of management support. Strategic Development programs enable clients to create viable long-range plans and strategically position the organization to successfully execute those plans. Organizational Development programs produce strong operational infrastructures for managing financial and human resources. Program Management services optimize the value generated from specific human service programs, such as a family counseling program or an adult day care program. SEI products and services in each of these categories are shown on the following diagram. Click on any of the three categories to obtain more information about SEI capabilities within that area. Entrepreneurship / Business Diversification Strategic Planning Collaboration Development Organizational Structure Design Merger Support Budgeting/Financial Management Human Resource Management Management Effectiveness Training Computer Systems Support Outcomes Management Program Design and Packaging Program Audits and Support Grant Administration Benefits Realized from SEI Products and Services With SEI as their partner, clients are able to: Improve the level of outcomes and overall value they provide. Enhance accountability to stakeholders. Be effective in collaborating with other providers to improve service quality and efficiency. Monitor outcomes and organizational performance with computerized systems. Improve the effectiveness and motivation of program staff and volunteers. Avoid negative consequences from audit failures and/or grant noncompliance. Increase income levels from both traditional and non-traditional sources. Offer new, innovative programs to meet community needs. S o c i a l E n t r e p r e n e u r s , I n c. 100 Washington Street, Suite 300 Reno, Nevada 89503 Phone: (775) 324-4567 Fax: (775) 324-4941 e-mail: msmith@socialent.com Home| About Us| Products & Services Clients| Resources| Contact Us This site hosted & maintained by © 1998-2000 Social Entrepreneurs Inc. http://srd.yahoo.com/drst/14978589/*http://www.socialent.com/s_development.html SITE MENU Back to chart of services In order to thrive in the long run, an organization needs a clear picture of where it is going (its goals) and the strategies it will use to get there. Elements of this strategic view that are particularly important in human services are determining what services will be provided directly by the organization, what other organizations it should partner with or even combine into, how it should be internally structured for optimal results, and whether to diversify its sources of income to provide stability amidst the peaks and valleys of grant funding and public giving. Strategic development activities build the foundation of the house, providing a firm basis for operating human service programs and managing the organization. SEI's management support packages and services for Strategic Development are: Strategic Planning Collaboration Development Merger Support Organization Structure Design Entrepreneurship / Business Diversification Strategic Planning. Our Strategic Planning package contains the training, worksheets, and step-by-step guidelines needed to develop and communicate effective long-range plans that ensure the organization has a clear vision for the future and realistic strategies for achieving success in a turbulent world. We have evaluated literally dozens of strategic planning methodologies used across many industries and integrated the best demonstrated practices into our package. However, we do not believe in the "one size fits all" approach. With our knowledge of a broad range of strategic planning methods, we tailor the package (the process, worksheets, and training) to fit the unique characteristics of each client. Elements of the Strategic Planning package include: Organizational focus – Answers to the fundamental questions of "What business are we in or will we be in?" and "Who are our customers?" Mission and vision statements are addressed here. Stakeholder assessment – Identification of the stakeholders of the organization and the needs and expectations of each stakeholder. Environmental assessment – Identification of the strengths and weaknesses of the organization that must be considered in strategy development, plus the threats and opportunities faced in the external environment. Core competencies – Identification of the fundamental capabilities of the organization that are the key to producing value for customers and achieving a sustainable competitive advantage. Goal assessment – Clear definition of the strategic goals that the organization wants to accomplish over the next three to five years. Strategic development – Definition of the strategies that will be employed to achieve each goal. Strategic implications – A careful assessment of the implications of all of the preceding items on the organization's finances, personnel, operating structure, policies and procedures, and other attributes. Implementation plan – How the strategic plan will be communicated and connected to day-to-day operations, how progress toward the plan will be evaluated, and how the plan is expected to be updated over time. Strategic plan – The integrated documentation of all of the elements of the Strategic Planning package, in a format that is usable as a management tool. Collaboration Development. Many words are used to describe cooperative relationships between human service programs – alliance, coalition, commission, consortium, federation, partnership, and cooperative, to name a few. A true "collaboration" is more than a periodic working relationship between agencies; it is a durable and pervasive relationship where separate organizations are brought together into a new structure with full commitment to a common mission. There are many benefits to collaboration – better client outcomes, improved efficiency, increased ability to compete for grant funding, and a stronger voice for advocacy, to name a few. However, collaboration can be counter-productive if not done the right way between the right organizations. SEI's Collaboration Development service provides a systematic approach to putting together lasting collaborative relationships that produce real value for the organizations involved and their clients. Just some of the collaboration issues addressed by SEI are: Planning the partnership – Ensuring that collaboration is occurring between the right programs and is compatible with the strategic direction and culture of each organization. Developing a win / win relationship – Identifying the self-interests of each participating agency (what they need to get from the collaboration) and developing a mutual trust and respect between all participants. Defining the vision and desired results for the collaboration Defining organizational roles – Selecting the lead agency for fiscal and program accountability, defining the roles of each participating organization (including resource requirements), and obtaining the necessary approvals and letters of commitment to secure their involvement. Establishing operating protocols – How the collaboration will handle issues such as communications, decision-making, resource allocation, grievances, and accountability. Implementing the collaboration – Conducting the communication, training, and other activities needed to make the collaboration work as effectively as possible as an integrated part of the day-to-day operations of each participating agency. Merger Support. Increasingly, human service organizations are going beyond collaboration and are pursuing complete mergers where two or more organizations are combined into one legal entity. Mergers can be highly beneficial where strategic and operating synergies can be realized between the organizations being combined together, but they can also be destructive if the organizations cannot learn to work together at all levels from the Board and management to the front-line program staff. SEI has the practical experience of putting mergers together and making things work once a merger is consummated. We can help with any and all phases of the merger process, including: Evaluation of merger opportunities for an organization, including guidance on discussions between organizations of merger possibilities leading to a letter of intent to merge. Perform due diligence to fully understand the strategic, financial, legal, human resource, client service, and operational implications of a merger. Negotiation of the merger agreement. Internal and external communications of the merger. Planning and implementation of the post-merger operational changes needed to make the new entity successful. SEI can assist with necessary changes to client service programs, accounting and finance functions, organizational structures, computer systems, human resource management, and other such critical elements of the operational capabilities of the new entity. Organization Structure Design. The way in which an organization's human resources and fixed assets are organized into locations, functions, reporting relationships, and teams can be a major factor in the efficiency and quality of service provided. This is particularly true for larger human service organizations operating multiple programs and/or working across multiple locations. SEI offers organizational design services that enable clients to make the most of their resources and provide the best possible value to their stakeholders. SEI's services include: Assessment of the effectiveness of the current organization structure to identify improvement opportunities. Identification and evaluation of alternate structures that fit the mission, strategic goals, staff, and day-to-day operating realities of the organization. Development and approval of the new organization structure design, including an implementation plan to provide a smooth transition to the new structure. Transition to the new organization structure, covering issues such as education of staff on the purpose behind the reorganization and the benefits involved, re-training of staff as needed, update of job descriptions, and update of policies and procedures. Entrepreneurship / Business Diversification. Many human service providers, especially nonprofit agencies, are looking to diversify their sources of income so they are not dependent on a few sources of funding that may not continue to provide annual support. Many diversification strategies are available, from packaging and marketing the organization's existing services to new markets to creating entirely new business units seeking to produce profits that can be channeled into the core human service mission. Each strategy has unique characteristics, yet they also share a common set of requirements for launching a successful business venture. SEI associates have had a track record as successful entrepreneurs prior to joining SEI, in one case co-founding a business and building it to over $20 million in annual revenues, and know what it takes to establish and grow a business. We provide comprehensive support for business diversification strategies, including: Evaluation of potential business diversification strategies to determine which one, if any, are appropriate for an organization. For organizations seeking to pursue unrelated business income, such as owning a restaurant franchise to produce income for a nonprofit, evaluation and selection of the best venture opportunity. Conduct a feasibility study to assess the internal (organizational) and external (market) feasibility of launching the proposed venture. Develop a complete business plan for the new venture to guide the creation of the business unit and, as appropriate, help attract funding for the venture. Development and implementation of the operating infrastructure – oversight, management, financial control, staffing, and so on – needed to start up and run a successful business. Back to chart of services S o c i a l E n t r e p r e n e u r s , I n c. 100 Washington Street, Suite 300 Reno, Nevada 89503 Phone: (775) 324-4567 Fax: (775) 324-4941 e-mail: msmith@socialent.com This site hosted & maintained by © 1998-2000 Social Entrepreneurs Inc. http://srd.yahoo.com/drst/37527486/*http://www.sterlingfoundations.com/np3.htm How a Private Foundation Can Help You What Does Sterling Do? Articles 1. When is a Private Foundation Appropriate? Praise from Clients/Peers Officers Key Compliance Requirements Press Releases 1. Donate More, Get More 2. Tax Breaks Contact Us Contact Information: Info@Sterlingfoundations.com WEST COAST 468 N. Camden Drive, Suite 300 Beverly Hills, CA 90210 310-285-5322 520-396-0594 fax EAST COAST 9893 Georgetown Pike, # 320 Great Falls, VA 22066 703-757-0372 703-757-0474 fax Home http://srd.yahoo.com/drst/37527486/*http://www.sterlingfoundations.com/form.html Sterling Foundation Management, LLC Establishing a Private Foundation In an attempt to provide top quality service and responsiveness, please fill out the enclosed form and we will contact you promptly regarding the service you requested. If you require a quotation on any of our services, please indicate the service and timeliness and we will contact you as soon as possible. Thank you. (FIELDS MARKED WITH * ARE REQUIRED.) Please fill out the following information and press the SUBMIT button Name* Email* Address1* Address2 City* State* Zip* Phone* Occupation Report Code Funding Amount? Sterling Foundation Management, LLC West Coast: 468 N. Camden Drive, Suite 300 Beverly Hills, CA 90210 Tel: 310 285-5322 Fax: 520 396-0594 East Coast: 9893 Georgetown Pike Suite 320 Great Falls, VA 22066 Tel: 703 757-0372 Fax: 703 757-0474 http://srd.yahoo.com/drst/37527486/*http://www.sterlingfoundations.com/privatefound.htm Sterling Foundation Management, LLC You Can Help Make a Better World And Get a Major Tax Break A dollar paid in taxes won?t necessarily help the causes that you care about. Make your charitable dollars go farther, and maximize the tax benefits of your charitable giving by creating your own private foundation. Creating and funding your own foundation is probably the most reliable way to put your philanthropic goals into action. Enhance your ability to make the world a better place, because a private foundation helps create focus, structure, and continuity for a well thought-out charitable plan. Create a unique and perhaps permanent legacy. An effective foundation will not only bear your name; it will carry your vision and your ideas far into the future. Teach your values and share your vision for a better world with your children, by involving them actively in your charitable activity while you are fully able to participate with them. Creating a private foundation provides significant financial benefits. Properly used, a private foundation can help you double the funds available for charity, and still leave more for your children. You get an immediate income tax deduction for contributions to your foundation, even if you plan to hold the funds in the foundation for years. Your foundation is completely exempt from estate tax, but you can pass full control to your children. You maintain full control over how the foundation's assets are invested and distributed. Creating and running your foundation is simple, provided you have the right help. Sterling makes it easy for you. All you?ll need to do to set up and run your foundation is make three decisions: Decide who you want to be on the board (It need only consist of you, but can include as many other family members or friends as you?d like). Decide how much you want to give to your foundation this year (we?ll advise you about the amount to maximize your tax savings). Decide what to name your foundation (this will very often be your name or family name. Any name is legally acceptable, provided no other foundation has already claimed it). At Sterling Foundation Management, we have developed some powerful techniques for squeezing more value out of your charitable dollars through good tax planning. If you have plans at all to give a charitable gift in the future, or upon your death, chances are excellent that right now you're wasting precious charitable dollars through sub-optimal tax planning. I would very much like to introduce you to the valuable services that Sterling can provide. At no charge and with no obligation, we will be happy to analyze your situation and make recommendations for how to maximize the number of dollars available to both charity and your children. Please call today (or e-mail me at Rogersilk@sterlingfoundations.com) to learn more about how your own private foundation can help you achieve your goals. Sterling Foundation Management, LLC West Coast: 468 N. Camden Drive, Suite 300 Beverly Hills, CA 90210 Tel: 310 285-5322 Fax: 520 396-0594 East Coast: 9893 Georgetown Pike Suite 320 Great Falls, VA 22066 Tel: 703 757-0372 Fax: 703 757-0474 Info@Sterlingfoundations.com http://srd.yahoo.com/drst/37527486/*http://www.sterlingfoundations.com/what.htm Sterling Foundation Management, LLC Comprehensive Compliance and Administrative Services Sterling Foundation Management, LLC is in business to provide clients with a smoothly functioning, highly effective, and compliant foundation that requires very little effort or attention from the client. We seek to provide our clients with all the benefits of a private foundation, without the hassle of running it. Operating the Foundation Each Year Sterling handles all of the necessary administration and compliance for the foundation, leaving our clients free to pursue their most important objective: effective philanthropy. Each year, we notify our clients of the minimum amount the foundation will be required to give. We advise our clients about when and how to make contributions to their foundation to maximize the tax benefits of giving. And arrange for all of the paperwork (compliance documents, tax returns, etc.). All such documents, which are legal documents, will be prepared by the client?s law firm, and billed to the foundation. Because Sterling handles all of the set-up and coordinates the administration of the foundation, our clients can focus on deciding where and how to give the foundation?s yearly grants. Sterling?s Role Behind the Scenes Behind the scenes, we handle all of the paperwork and administration for your foundation, including: Determine the most tax-advantaged strategy for funding the foundation Coordinate with the client, or the client?s banker, broker, or financial advisor to make sure that the cash available in the foundation is always sufficient to meet the needs of the foundation Communicate with the client?s attorney to ensure that we understand any special or unusual requirements of the client At the client?s option, assist in preparation of annual meetings, draft annual reports, & fulfillment of all corporate requirements Maintain all required foundation records, including grant documentation Provide founder with proper donation acknowledgments from their foundation Ascertain and document proper charitable status of foundation recipients Provide for performance of all non-profit accounting Calculate each year?s minimum qualifying distribution Ensure preparation and filing of annual federal and state tax returns Assure compliance with restrictions against self-dealing and excess business holdings Confirm observance of fiduciary duty against jeopardizing investments Monitor changes to IRS provisions regulating private foundations Prepare required letters to grant recipients with required language as specified by Internal Revenue Code. Other Services At the client?s request, Sterling can also provide consultative services (for an additional fee), to help determine the best means to implement your philanthropic goals in particular areas. We can help determine the most effective opportunities for charitable giving, and provide consulting services to evaluate or create attractive giving alternatives which meet the your specific giving objectives. With Sterling managing your foundation, will never have to worry about compliance and paperwork. You will be free to focus on making the world a better place. Sterling Foundation Management, LLC West Coast: 468 N. Camden Drive, Suite 300 Beverly Hills, CA 90210 Tel: 310 285-5322 Fax: 520 396-0594 East Coast: 9893 Georgetown Pike Suite 320 Great Falls, VA 22066 Tel: 703 757-0372 Fax: 703 757-0474 Info@Sterlingfoundations.com http://srd.yahoo.com/drst/35625816/*http://www.synthesispartnership.com/app_02.htm HOME| OUR SERVICES OUR APPROACH STRATEGIC ANALYSIS PROCESS TRANSPARENCY INSTITUTIONAL IDENTITY BUSINESS PLANNING PLANNING STRATEGY FACILITIES PROGRAMMING CASE STUDIES QUESTIONS| ABOUT US © 2000 Synthesis Partnership. All Rights Reserved. Strategic Analysis Traditional modes of strategic planning can be extraordinarily valuable exercises, not only for planning, but also for board and staff development, and for consensus-building. We are always happy that an organization has recently conducted such a process when we are first called in for a consultation. However, when an organization has not yet tackled a full-blown strategic planning process, we often recommend alternative approaches. Traditional strategic planning requires a major commitment of time and energy; it can be a difficult challenge for an institution that has not yet developed a culture of planning; and it does not naturally encompass expertise-based strategic implementation. If an institution has specific issues to deal with in identity, facilities, business planning, or marketing, it is likely that a traditional strategic planning process will consume all of the available energy of the governing board and management while only getting to the first