Improve performance, increase engagement and accelerate leadership development.

One of the most effective ways to foster engagement and empower your people, is through learning. The research confirms that companies with high performing learning environments receive top marks for employee engagement.

 

At Steinbrecher, we offer a range of proprietary systems and proven methodologies to pinpoint existing problems and enhance organizational performance through consulting and analysis. We bring substantial expertise and years of experience to the table, helping you revitalize your business objectives while upholding your organization’s unique culture.

 

New Leader Assimilation Sets Teams Up for Success

There is always uncertainty when a new leader joins an established team. Both the leader and team members want to make a strong first impression, establish expectations for each other, develop a routine for how they’ll work together, and be certain that they are set up for lasting success.

 

The most important goal is to accelerate the “getting-to-know-each-other” process so the team can move toward quicker results and deeper engagement. If this process isn’t handled well it has the potential to set the team back.

 

Potential barriers exist when:

• The new leader comes from outside the organization. The new leader is not only learning about and assessing the team, but is also learning how to navigate the new organizational culture.

• The new leader is promoted from within the team. The leader is moving from a peer to boss and analyzing how to set a new shared vision for the team.

• The new leader must build alignment with a key team member who did not get the promotion. It isn’t easy for new leaders to transform hard feelings and the potential for disappointment into a strong bond of trust and mutual respect.

• The team feels a great deal of pride over past accomplishments and the body of work they have created. It is only natural for any team to feel concerned that the new leader will not be capable of fully appreciating the work that has been done, especially when the leader must implement changes and may have different expectations.

 

No matter how complicated the transition is, a facilitated process with a neutral facilitator can set the stage and increase the chances of early team success.

 

Steinbrecher And Associates’ process includes:

• Understanding the dynamics of the team and its history

• Establishing mutual expectations of both the leader and the team

• Designing agreements and a code of conduct for working together

• Setting a plan to hit the ground running with no missteps

 

Team Intervention and Emotional Intelligence

 

Organizations depend on effective teams for success. Even effective teams experience challenges navigating organizational changes, personality differences and communication styles. Teams with emotional intelligence knowledge and skills collaborate and support each other better and are more productive.

 

When teams experience a challenging time or misalignment, Steinbrecher And Associates provides a customized approach that supports each unique team’s needs. This includes assessment, feedback, interpersonal and organizational skill building practices allowing team members to have a deeper level of understanding and appreciation for

each others’ personalities and interpersonal dialogue styles. The results are better, proactive, and more productive communication within the team.

 

Our process includes:

• An individual Interpersonal Dialogue Profile© for each team member with customized results report

• A Team Profile with debrief

• Interpersonal and organizational skills practice customized to the team based on profile results.

 

Examples of skills practiced include:

• Giving and receiving constructive feedback

• Resolving conflicts and re-establishing alignment

• Reaching group consensus while avoiding groupthink

• Holding one another accountable for team agreements

• Establishing practices of gratitude and appreciation for each other

 

Organizational Assessment

Today’s consumer expects your company to truly “walk the walk.” Yet, the importance of authenticity goes far beyond the immediate consumer. Your ability to attract the highest level of employee talent is at stake, as well.

 

Our multidimensional Organizational Assessment is designed to help your organization ensure that all of the critical building blocks are in place to meet the demands of 21st-century ideals.

 

Our assessment covers a wide range of criteria:

• Transformational Leadership Talent

• Ethics and Integrity

• Sustainability Practices

• Capacity for Innovation

• Flexibility and Adaptation

• Employee Engagement

• Emotional Intelligence

The organizational assessment process provides you with a management report offering a comprehensive set of actionable solutions, changes, coaching development, and recommendations for building a successful culture.

Leadership Competencies Modeling

Our methodically proven competency modeling process will uncover leadership competencies that drive performance specific to your organization. You will receive a customized set of development building tools to address competency gaps within individual leaders as well as identify strengths and overused strengths.

 

Steinbrecher will partner with your company to develop and implement leadership competencies through:

• Creating and delivering presentations and facilitating roll-out meetings

• Engaging senior leadership to garner understanding, support and involvement

• Targeting specific competencies and proficiencies to various layers of your leadership population

• Designing a visually engaging model that is easy to use and quick to understand

• Integrating your competency model to the rest of the HR cycle (selection, training, performance management, succession planning)

• Leverage your competency model to drive organizational change
  

 

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Susan has been a tremendous asset to my team and me personally in elevating our leadership skills to reach new levels of success in a progressive and complex business environment.

 

Her approach is potent yet thoughtful, transformative yet non-threatening; in essence, she is able to bring meaningful change through strong partnership and collaboration. …more

— Bill Duncan, Global Head Hilton- All Suites, Focused Service, Owner Relations Category

 

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Needs Assessment

We begin this process with an up-front assessment of skill and knowledge gaps within the organization. We also assess how well your current training solutions are meeting the needs of the organization.

 

Our assessment strategies include numerous approaches:

• Survey Development

• Data and Trend Analysis

• Task Analysis

• Structured Interviews

• Focus Groups

The assessment process culminates with the Needs Assessment Report, which provides a detailed blueprint for aligning training solutions with the goals of your organization.

Training Scorecard Analysis

We have over two decades of experience helping clients develop training evaluations, surveys, pre- and post-testing and financial analysis of training value through a Training Scorecard. Our scorecard process starts with established, well-researched and classic practices and incorporates predictive indicators of successful learning retention. We also measure the adoption of learning in addition to the retention of learning.

HR / OD Consulting

While leadership-development programs and executive coaching provide the foundation for change, the benefits of these efforts are put at risk without strong organizational systems in place to support these initiatives.

 

We will work with you to build HR and OD systems that will strengthen your investment in training and coaching efforts in several areas:

• Employee Selection Systems: cutting-edge practices in recruiting and interviewing that increase successful hiring and retention rates

• Performance Management Systems: link individual performance and goals to your organization’s mission, strategy and competency models

• Succession Planning Systems: create a powerful bench strength that is integrated with the entire set of the HR cycle of programs
  

Survey and Assessment Development. We specialize in the creation of custom-designed survey instruments to fit your specific industry and business function. We design surveys that measure a wide range of domains such as job satisfaction, employee engagement, leadership effectiveness, skill assessment, workplace culture, and job task analysis. We conduct a thorough psychometric analysis of each survey we design to ensure reliability and validity, and are able to help you make sense of survey results using descriptive and inferential statistics.

 

Job Analysis. We have helped numerous organizations with the design, development, data collection, and psychometric validation of a job analysis project. We ensure that the analyses results for critical positions in your organization are statistically valid, comply with Department of Labor structural guidelines, and are seamlessly, comprehensively integrated with a wide range of talent management needs (recruiting, training, succession planning, and performance management).

 

Data Analytics. Executives often wish to collect data from employees and customers, but aren’t sure what data to collect, how to ensure that the information they have gathered is valid, or what to do with the data once they actually have it. We can help you to make sure that your data collection campaign will yield reliable, valid, and useful information. We are passionate about helping our clients when it comes to making sense of the data statistically, and to visually present the results in a powerful way to key stakeholders and decision-makers.