ASG WORKS WITH ORGANIZATIONS AT ALL STAGES OF THEIR DEVELOPMENT, ADDRESSING A RANGE OF OPPORTUNITIES AND CHALLENGES THROUGH CUSTOMIZED PROJECTS LARGE AND SMALL.
Following are a few brief case studies. Contact ASG today to talk about how we can help you move into new levels of organizational and individual excellence!
CHALLENGE:
A new executive director “inherits” an organization with multiple locations, departments with varying levels of effectiveness, and less than ideal connection or understanding between teams.
SOLUTION:
ASG designs a series of departmental retreats that use appreciative inquiry to establish with each team (a) their critical conditions for success, (b) an aspirational moment that epitomizes their vision for the department, (c) key steps toward achieving that vision, and (d) a fresh, creative way of identifying their role within the organization.
These departmental retreats culminate in a full-day all-staff retreat where teams present, interact, forge new ties across teams, and begin to develop a new vision for the organization in its next era of service. The executive team uses this information as the foundation for their new strategic plan.
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CHALLENGE:
An organization prides itself on the many ways in which staff move up and across jobs within its walls. However, leadership has noticed a trend of new managers struggling after promotion or leaving the organization relatively soon after moving out of a direct service role and into a supervisory one.
SOLUTION:
ASG conducts a series of appreciative inquiries into the conditions under which managers and supervisors who have advanced within the organization thrive, what supports they have received, what critical skills they have acquired or possess. Based on this information, ASG(a) develops a matrix for hiring and onboarding managerial staff, and (b) designs and delivers a series of professional development trainings that can be offered annually to all or select groups of managers.
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CHALLENGE:
A CEO is preparing to retire after several decades helming a $3 million organization. She has not yet informed her leadership team or full Board of her intent or timeline.
SOLUTION:
Approximately one year prior to departure, the CEO engages ASG to guide the process of preparing the organization for the transition. This includes:
* project management, including creation and oversight of a master timeline
* oversight of and guidance on key assessments including institutional memory, staffing structures and systems, finances, communications, Board and committee functioning
* work with the leadership team to create a priority actions plan for the transition year
* communications and messaging support for the phased internal and external announcements
* Board retreat and staff focus groups to identify key characteristics needed in the new leader
* leadership of the search committee through the preparation, announcement, search and hiring process
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CHALLENGE:
A staff member possesses the technical skills to do her job effectively, but is experiencing serious challenges with meeting deadlines and managing interpersonal conflict.
SOLUTION:
An ASG coach meets with the staff member on a bi-weekly basis to discuss, identify, and practice approaches to resolving these challenges. The coach provides customized tools and systems to support the staff member in achieving their goals and improving their workplace performance.
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CHALLENGE:
A small department of a large arts organization receives funding to pilot an ambitious new project which requires planning and implementation expertise outside of their current staff members’ wheelhouse, as well as more time than current staff can commit.
SOLUTION:
ASG works closely with staff to take the project from initial plan through its initial pilot and into full implementation. Critical activities include thought partnering on key project development aspects, documentation of pilot learnings, codification of crucial project activities, development of job descriptions, and training of staff as the project moves into full implementation.
