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Our studies show that a primary disconnect occurring in many
organizations is lack of listening within the organization, externally and
individually. This stops leaders understanding critical
issues and designing appropriate actions. Our diagnostic tools overcome such
barriers and provide clarity about a path forward.
Purpose
We provide tools for organizational listening that
surface underlying problems and concerns, laying the groundwork for effective
interventions.
Approach
Our approaches include the latest on-line technology and the
use of interviewers and facilitators skilled in exploring sensitive
issues. They provide flexibility to address:
 | The process of how listening occurs
 | Both informal and structured |
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| The emphasis/orientation of the listening
| Both analytical and emotional |
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| The content - analytical basis of the listening
| Both thematic and anecdotal |
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| The context - the setting in which listening occurs
| Both individual and group |
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Examples of listening tools are:
| Attrition demographic analyses to show where resources
should be applied to stem losses |
| Organizational surveys to identify strengths and concerns
by group
| By telephone, on-line and in person |
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| Exit interviews to show why people are leaving and how to
keep key talent |
| Group discussions to brainstorm new approaches to
rejuvenating an organization |
| Senior leadership strategic conversations |
| Individual assessments to address:
| Listening style |
| Learning style |
| Innovation style |
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Outcomes
Outcomes include:
| Building understanding
| For example, what are the major communication
challenges facing senior leaders? |
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| Diagnosing problems
| For example, why is attrition so high in Manufacturing
in the South? |
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| Prescribing solutions
| For example, how can we build affiliation and
commitment in high performing teams? |
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| Building consensus
| For example, how do we bring sales, marketing,
manufacturing and research together for our new product launch? |
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| Creating a foundation for action
| For example, how do we move forward when we have six
different opinions about the right path? |
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