OVER 25 YEARS OF EXPERIENCE AND RESULTS IN ADVISING ORGANIZATIONS AND THEIR LEADERS
header

Consulting Services

If the only constant is change, how do we make it happen while minimizing employee distraction and maximizing business results?

Since 1981, Mitch has helped organizations address business issues and achieve strategic and financial results by enhancing individual performance, team work, and organizational effectiveness.

His expertise covers corporate culture, team building, organization development, leadership development, management development, executive coaching, senior team development, human resources management, organization design, communication and the strategic planning and implementation of organizational change.

Mitch advises organizations and their leaders in four key areas:

Strategic Change Management

Realize desired organizational change

  • Articulating desired vision and direction
  • Building employee understanding of and support for organizational change
  • Implementing strategic change
  • Building a desired corporate culture
  • Developing an Integrated Change Agenda
  • Diagnosing impediments to organizational effectiveness
  • Enhancing organizational effectiveness
  • Conducting employee attitude surveys
  • Desinging efficient organizations
  • Designing and implementing communications programs

Executive and Team Development

Build leadership capacity and team performance

  • Coaching executives
  • Providing 360 degree feedback
  • Conducting issue-based team building
  • Building more effective and productive teams
  • Enhancing cross-unit and intergroup relations
  • Identifying and eliminating impediments to team performance
  • Designing and conducting leadership and management development seminars and workshops

TRANSITION MANAGEMENT

Plan and implement transitions in a manner that achieves desired strategic and financial results while minimizing unintended human, cultural, and organizational consequences

  • Advising executives on human and cultural aspects of mergers, acquisitions, and alliances
  • Facilitating transition planning task forces
  • Overcoming culture clash in merging organizations
  • Minimizing employee stress and distraction from performance
  • Retaining key talent
  • Conducting transition management workshops to maintain productivity and morale during transition
  • Building desired postmerger organizations, cultures, and teams
  • Developing transition communication programs
  • Tracking the impact of transition on employee well being and productivity

CAPACITY BUILDING

Build internal capacity in transition management and organization development

  • Collaborating with internal professionals to design and implement programs
  • Conducting train-the-trainer programs in organizational change and transition management
  • Strengthening internal resources to manage change and transition
  • Building internal M&A capabilities
  • Assessing past M&A successes and failures to capture and implement lessons learned
  • Customizing in-house M&A process tool kit and staffing