Consulting

Increasing consensus, commitment, learning, and future effectiveness are desirable outcomes of any truly effective consulting process. VLC offers a wide range of leadership consulting services to meet client leadership development needs.

The most common reason for seeking help is to gather information. This may include facilitation of individual and group-based surveys, interviews, and assessments. Generally, a company might seek a leadership consultant’s specialized expertise related to a known problem, but also when there’s anticipation of a leadership problem.

Most often, the company lacks the time and resources to develop thoughtful and impactful solutions and implement them. Clients have the right to expect that leadership consultants are attuned to human relationships and processes and are adept at enhancing the organization’s ability to address both current and future challenges.

The leadership consulting process generally consists of the following eight process steps:

 1.     Providing information to a client.

2.     Addressing a client’s concerns.

3.     Making a diagnosis that may require redefining the problem.

4.     Providing recommendations based on the diagnosis

5.     Supporting the implementation of recommended solutions

6.     Establishing consensus and commitment to corrective action

7.     Facilitating client learning—that is, helping clients learn to resolve similar problems in the future

8.     Permanently enhancing organizational effectiveness.

Key areas of focus for organizational consulting include:

 Organizational Strategy: Developing and refining organizational goals, vision, and mission, and creating long-term strategies to achieve competitive advantage.

Change Management: Assisting organizations in managing transitions, such as mergers, restructuring, or cultural shifts, and minimizing resistance to change.

Organizational Design: Assessing and restructuring an organization's hierarchy, workflow, and reporting structures to align with business objectives.

Leadership Development: Coaching executives and managers to enhance leadership skills and develop future leaders.

Performance Management: Designing systems to evaluate and improve individual and team performance, including setting key performance indicators (KPIs) and providing feedback.

Culture and Employee Engagement: Assessing and reshaping organizational culture to enhance employee satisfaction and engagement.