Purposeful Focus on Performance

We work with each organization to hearten its vision, then identify issues that are in the way of achieving it. Group facilitation methods are used to optimize participation and input. Envision your agency with all levels of employee performance directed towards positive outcomes.


VISION

  • Your mission states the purpose and goals of the organization; the vision is a collective expression of the types of service experiences your programs aim to provide = it incorporates your values as an organization and provides a basis for determining quality indicators. How that vision is developed and communicated are key to performance management.

      • Specifically: Practical Visioning & Action Planning; review and clarify quality indicators and performance-based contracting outcomes.

ORGANIZATIONAL FOCUS

  • Are your lead staff leading and the support staff supporting? Alignment of all levels, and all functions, is crucial to your organization’s delivery of excellent services to its clients. We facilitate discussions aimed at clarifying the “work” and ultimate outcomes of your programs, then identify actions at all levels that will impact day-to-day interactions with and for clients = achieve the vision.

      • Specifically: discussion and action planning with leadership to determine those actions, messages, and measurements that must be consistently communicated related to performance expectations; trainings and performance planning for administrative and reception staff; and determination of ways to recognize and reward good performance, in all divisions and at all levels.

ASSESS PERFORMANCE GAPS & PROBLEM SOLVE SOLUTIONS

  • First, we listen, and make no assumptions regarding causes for gaps, nor their solutions. We use group facilitation methods to surface and gain consensus on your agency’s unique issues, then work with you to outline options for resolving them.
    • Specifically: interviews, focus groups, and observations with clients, staff, and others; review of job descriptions, performance planning, supervision & evaluations

    • We utilize the performance consulting model of Dana & Jim Robinson that frames an examination of the business (service) needs, performance needs, work environment needs, and training needs of the program/agency. Many issues in the workplace are resolved by non-training solutions.

THE PERFORMANCE SIDE OF HUMAN RESOURCES

  • Your agency’s unique vision, and the outcomes you set for yourself (or funders set for you through performance-based contracting), provide powerful guides for recruitment, orientation, supervision, and coaching of the people who most impact client outcomes. We guide you through discussions aimed at identifying key capabilities, attitudes, and qualifications for employees that will optimize capacity for positive, meaningful interactions with clients. Nowhere is a purposeful approach more important.
    • Specifically: competency studies, behavioral interviewing, position descriptions, new employee orientation, performance planning and evaluation.
    • Supervisory development strategies for effective oversight and relatively painless feedback to employees; AND planning for which behaviors on the job will be recognized and rewarded.
    • Utilize feedback from client and employee surveys, with other quality improvement processes, to gain insight about employee performance needs.

ACCREDITATION

 

Is accreditation the right step for your agency? Are funders expecting that you achieve accreditation in order to obtain or maintain funding? We believe in the power of accreditation to provide a framework and a foundation for excellence in services, complete with performance and quality improvement guidelines! 

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NO OBLIGATION, AND OUR SERVICES ARE GUARANTEED.