TWG created and integrated, practical and grounded Leadership Development programs, some of which can last as long as a year, depending on need. This program was attended by a wide variety of industries such as Health Care, High Tech, Manufacturing, Banking, Education, Utilities and Public Service to name a few. Formal presentations are conducted by the attendees for the executive leadership of the respective company demonstrating learned strategic skills.
A High Tech company in Texas requested a Leadership Development program for its employees from across the nation. This intensive week long program challenged and, according to the evaluations, catapulted their leadership understanding and capacity to new levels. Each attendee conducted a formal presentation to address his/her leadership challenges and, from a systems level, map effective strategies that were shared with their upper management.
A Police Department in a large New England city needed a practical and effective Leadership Development program for its police officers. Beginning with an assessment and having the group be part of the creation of the learning content and process afforded a committed learning process. The police officers ended the program with presentations that shared their planned leadership development and effective change strategies for their spheres of responsibility.
A large east coast construction company owned by a European corporation has retained TWG for a long term Leadership Development process. TWG works with each region’s Leadership Team separately on their local issues with once a quarter the groups coming together to share best practices and deal with more global issues that affect the larger group.
A local chapter of a national non-profit organization was in a crisis mode of not having direction and was suffering from less than effective leadership. TWG was called to conduct a survey, assess the situation and work with the board of directors and other stake holders to affect and plan needed, sustainable and appropriate change.
A Chinese family-owned Fortune 200 start-up company partnered with TWG for a long-term Leadership Development program for the middle managers and supervisors who had little background learning and development for Leadership Skills. Many of these newly skilled and newly trained leaders have been promoted into higher level positions.
An international education company that is one of the fastest growing companies in 2014 partnered with TWG to work with the Executive Team to focus on how they will need to change and mature their roles as Leaders to keep the company on its extremely fast-growing track. This process also helped to identify which leaders should be part of the leadership team and which ones needed to consider alternative positions. Today the company is much more stabilized and still growing.
TWG has partnered with several sites of a larger national non-profit education-oriented organization. Each participating site has received individualized leadership programs that include extensive teamwork and executive coaching. Many of these sites have been awarded “Best Site” in the system.
A large State University partnered with TWG to conduct several of the modules that were part of their larger Leadership Development program for a variety of University employees. TWG brought several content areas to the program one of which was applied systems thinking for leaders.
A Paris-based global manufacturing company, one of the oldest companies in the world, sent some of its leaders to several sessions taught by TWG. In those sessions, leaders were taught Coaching, Mentoring, and Behavior Preferences as it pertains to the Leadership role, Systems Thinking and Discipline.
Numerous executives, from managers to CEOs, have engaged TWG to develop and implement executive coaching programs. The processes have dramatically impacted organizational value, and interactions with colleagues and the business community at large. Specific references are available.
A general manager for a high tech firm located in Connecticut engaged TWG to help deal with his ever expanding leadership role that causes him to travel extensively. He was concerned about the impact of his expanding role on the communication and interpersonal infrastructure of his direct reports so TWG was hired to craft and facilitate a purposeful and effective process to assess, redesign and implement an employee-driven communication and interpersonal infrastructure.
The owner of a second generation family business has been working with TWG for over 10 years meeting several times a year to work of strategy and leadership effectiveness and the vagaries and challenges of a family-owned business. During the sessions there is a healthy and candid dialogue about the complexity of looking out for the business and looking out for the family interests.
The Executive Director of a state non-profit professional association in the mid-west US has partnered with TWG for several years. The focus of this work has been how the Executive Director can be more effective and efficient given the person’s predisposed behaviors and level of skills. Frank conversations are had around one’s own insecurities, longer-term aspirations and how to handle the stress of multiple stakeholders pulling in many directions not all of which are consistent with the organization’s mission.
Several Executive Directors that are part of a global non-profit have partnered with TWG to receive regular coaching either in person, by Skype or via telephone. Focus of these conversations range from forming or re-forming their leadership team, differentiating between operational and strategies focus.
TWG has a long history of working with individuals at all levels of organizations in a number of ways. Some of these non-executive coaching engagements might include:
– improving the relationship between direct manager and the employee,
– getting a better handle on one’s role clarity,
– focusing on specific skill sets so that effectiveness and efficiency is improved for the individual,
– coaching on professional development with an eye on moving up or around in one’s company or organization,
– providing insight, perspective and a plan for a career change whether it is voluntary or involuntary,
– a project-specific job responsibility that would benefit from an outsider’s point of view and expertise in the organizational & human dynamics areas.
TWG has conducted literally hundreds of team/group effectiveness engagements in a number of for-profit and not-for-profit organizations. Typically these include an off-site ½ or full day session with all of the stakeholders. We always include “PRE” session work as well as agree to an upfront agreement on the “POST” work that needs to support the actual event. We have had some clients that have for over 8 years conducted 2.5 days of building team capacity and focusing on the organizational culture and what it means to be effective as a team.
TWG was able to identify and solve inefficiency between a team of engineers and other groups within an organization. Our solution-based team of experts was engaged to create effective working relationships between the engineers and their internal customers.
A petroleum company in the Caribbean engaged TWG as part of a team of professionals to assist with the challenges of Union/Management dynamics. This lead to a large array of interventions that the team conducted from Process Mapping, Flow-charting, Coaching, Leadership Development, Executive Coaching and purposeful planning on how to become a Learning Organization.
In addition to creating customized surveys for organizational assessment, TWG has conducted dozens of focus groups. The focus group process is a face-to-face methodology of gaining information about specific topics facilitated by a professional. What makes the focus group process so powerful is the engagement of the employees and their sharing of perspectives which leads to more common ground and the further enhancement of a connected team and culture.
TWG was engaged by a CEO concerned that the long term vision, employee satisfaction and the future leadership of the organization were not streamlined and heading in the same direction. TWG was called in to assess, survey, interview, analyze, report and work with the corporation to create its own future in a purposeful and planned way with direct employee input.
Quite frequently TWG uses one or two on-line assessments or in some cases an entire battery of assessments. Assessments play the role of being able to build a constructive conversation over data which is less subject to interpretation when it comes to having a conversation about and managing workplace behavior and performance. Since the majority of these assessments are what we call “Self-reporting”, the data that comes from these assessments come directly from the individual person. In short, the assessment reports what the individual believes to be true about him/herself.
A parent company in Ireland has retained the services of TWG for over 5 years to conduct personality profile assessments of prospective employees for its various locations around the world. This on-going relationship has developed into TWG providing an all-encompassing process for its Executive Team.
TWG has been part of dozens of Strategic On-boardings for new leaders that are brought into an established team, group or organization. TWG’s unique approach to ramping up a leader’s role helps assure that the forming process is fully planned and executed. The result of this is less wasted time, less conflict, greater synergy, higher level of alignment on both operational and strategic levels and a higher level of collegiality.
The Woodland Group is proud to have collaborated with a multi-billion dollar company to create a strategic on-boarding process for new division leaders. The innovative and creative approach to integrating theses leaders into established teams created value and a high return on investment and was accomplished in the United States and Japan.
TWG has been engaged on many occasions to provide skill building on how to measure “Can Do”, “Will Do” and “Fit” for bringing in new talent. TWG first focuses on the “FIT” as does a progressive company like Google. The belief is that skills can be learned. “FIT” isn’t something that is easily changed. TWG’s process of determining fit has saved money and time helping to assure new-hires are the right-hire.
A global high tech firm needed one of its divisions to conduct more effective interviews. TWG created several workshops for the interviewers focusing on Structured Behavioral Interviewing with follow-up sessions to assess the learning’s effectiveness.
TWG’s breadth and depth of the performance management, feedback and evaluation process is deeply rooted in systems dynamics. We are uniquely qualified to examine not only the presenting symptoms of performance (individual and collective) but we are also experienced in looking at the various systems (policies, procedures, ways of doing things) that impact the effectiveness of an organization’s ability to know, understand and properly lead and manage employee performance.
A construction company over 100 years old decided it wanted a culture change and engaged TWG to begin the strategic journey of changing the behavior and mindsets that had been in place for decades. After working together for 3 years, the company has been able to successfully conduct 360 degree review processes that have had dramatic effect on employee/manager relationships, accountability and overall performance.
The responsibility placed upon any Board of Directors is one of stewardship and greatly benefits from purposeful and strategic development. Successful Boards, regardless of for-profit or not-for-profit, normally have some kind of planned retreat on a regular basis to engage in the act of Reflection (Retreat) and Strategy (Advance).
TWG has developed and instituted, both on site and off site, services for profit and non-profit board development. These offerings are conducted with a “Pre, During and Post” commitment to help support sustainable change. A thorough assessment and evaluation of current state is normally conducted through interviews, on-line surveys, written surveys or focus groups. Based upon this data, we carefully craft a process that makes the most sense from logistics, strategic and economic factors.
- Fully defining and then aligning organizational PURPOSE
- Board assessment, education, development and coaching
- Determining critical outcomes
- Creating a vision
- Creating structures to realize vision
- Connecting vision to behavior through mental models
- Strategic planning
- Sub-group alignment
- Organizational effectiveness
- Performance Management
- Succession planning
- Telling the organizational story
Typical retreats can range from one day to several sessions depending on the desired outcomes, budget and available time. TWG can also provide private off-site locales with or without over-night lodging and meals.