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INTRODUCTORY MEETING Please select a 30-minute timeslot for our introductory video conference call (TEAMS). I look forward to learning more about your needs and sharing some insights about our processes and capabilities. Planning Reference Materials Capabilities Overview Planning Templates Success Stories

ABOUT US Fundamental to everything we do at Transformation Associates is our commitment to delivering value to our clients and making a positive difference in the lives of those with whom we work. Founded in 2001, o ur team is comprised of successful business leaders with deep management, consulting, coaching and facilitation experience in the P harmaceuticals, Biotechnology, Manufacturing, and Financial Services industries . Our team members have earned advanced degrees in a variety of disciplines including Industrial/Organizational Psychology, Business Administration, Organizational Development, Technology, and Engineering. These differing perspectives, capabilities and their associated approaches and toolsets ensure clients needs are fully satisfied during all engagements Management Team Members Include: Paul Gillard PhD President As Transformation Associates' founder, Paul brings a wealth of executive-level coaching and consulting experience within the Pharmaceutical, Financial Services, and Manufacturing industries to client engagements. Paul's successes in enabling organizational transformation efforts are primarily due to his proven ability to engage and motivate executives, line managers, and employees in defining, selling, and realizing both strategic and operational goals. He employs pragmatic, client-centered approaches to enable clients to constructively challenge and navigate their respective "organizational realities" to deliver maximum customer value. Ultimately, Paul develops close partnerships with clients and adroitly cuts through the "smoke and mirrors" and drive significant change across the enterprise. Paul holds a Ph.D. in Industrial/Organizational Psychology. He is a member of the American Psychological Association (APA), the Society for Industrial and Organizational Psychology (SIOP), the American Society for Training and Development (ASTD), and the International Coaching Federation (ICF). Paul is likely to be found on the golf course chasing the ever-elusive dream of becoming a scratch golfer when not working with clients or spending time with family and friends. Contact Information PGillard@TransAssoc.com (908)-319-6923 Click Here To Schedule a Call Rachel Radwinsky PhD Vice President, Consulting Services Rachel drives organizational change through a client-based, data-driven approach. As an organizational development professional and Six Sigma Master Black Belt with a background in both human resources and business operations, she is adept in blending the rigorous analytical requirements of process improvement with the human aspect of change management. Rachel is a skilled facilitator leading many of TA’s team-building sessions and classroom training programs. Her training expertise includes leadership development, communication skills, process improvement, and project management. Rachel has worked extensively with clients in the pharmaceutical, financial services, manufacturing, telecommunications, and oil and gas industries for over 20 years. Rachel holds a Ph.D. in Industrial/Organizational Psychology. She is a member of the American Psychological Association (APA), Society for Industrial and Organizational Psychology (SIOP), and the American Society for Training and Development (ASTD). Contact Information RRadwinsky@TransAssoc.com (908)-337-3125 Click Here To Schedule a Call Jill Gillard, MS, PCC Vice President, Leadership Coaching Jill has been an integral member of the Transformation Associates leadership team for the past 20 years and has led our marketing, business development, and human resource functions. Jill launched our nascent academia-focused coaching practice, which caters to the unique needs of faculty, staff, and students within educational institutions. As a graduate of the Rutgers University and Heidrick & Struggles ACTP Leadership Coaching for Organizational Performance program and an PCC credentialed member of the International Coach Federation, Jill brings an informed and well-rounded perspective to her coaching engagements. Jill excels in building lasting coaching relationships founded on openness, empathy, and trust. Using a variety of assessment tools in conjunction with guided introspection and constructive dialogue, Jill helps clients identify and realize their personal and professional goals. Jill holds an M.S. in Biological Oceanography from the Institute of Marine and Coastal Sciences at Rutgers University and has taught multiple undergraduate courses in Organic Chemistry, Microbiology, and Environmental Science at local colleges. Contact Information JGillard@TransAssoc.com (908)-763-3361 Click Here To Schedule a Call

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PRODUCTS Sort by Free Quick View Designing Workspaces That Work And Are Worth The Commute Price $0.00 Add to Cart

LEARN MORE Central New Jersey Paul Gillard, PhD President Transformation Associates, Inc 908-31 9-6939 PGillard@TransAssoc.com Related Service Offerings Strategic Planning Executive Coaching Building High-Performing Teams Facilitation Remote Management Training New Ways Of Working Policy Development SHRM Presentation: Designing Workspaces That “Work And Are Worth The Commute” - March 8, 2023 Valerie, Lu and I appreciated the opportunity to share our thoughts on Designing Workspaces That “Work And Are Worth The Commute” with you. We appreciated the active engagement and participation throughout the session. Use the buttons below to learn more about the services we offer and how we can help you and your team. We look forward to hearing from you. Contact Us Schedule Call With Paul Download Presentation

YOUR CHALLENGES Our clients use emotionally charged and often very colorful language when describing the challenges they encounter in the workplace. Most are keenly aware when something significant is wrong, but few possess the necessary experience and perspective to assess and address the underlying issues successfully. They seek objective insight and guidance to isolate, understand, and navigate the specific Purpose , People, and Process challenges they face. Some of the more commonly reported challenges are listed below. Do any of the following examples resonate with you and your particular situation? If yes, take the first step in addressing these challenges, by scheduling an introductory call with a Transformation Advisor. Schedule And Introductory Call You are not alone - all professionals experience these kinds of challenges at some point. CULTURE Challenges "People are afraid to openly express their views and opinions, for fear of reprisal." "People are more concerned about protecting their turf than doing what is right for the customer and company." "This is not the company it used to be - we used to value and respect our employees." "Recent structural changes have caused tremendous confusion and frustration - we do not know how or whether we fit into the new way of doing business." Learn More... CONFLICT Challenges "I work in a toxic environment where internal and cross-functional conflict is making it impossible to get my job done." "My manager is out of his depth and avoids conflict like the plague." "We argue like cats and dogs but never resolve the underlying issues." "The conflict and tension within our team are palpable making it impossible to share and discuss opinions and ideas freely." "Passive aggressiveness is prevalent and no one knows how to address it." Learn More... COMMUNICATION Challenges "Information withholding is standard practice - everything, no matter how trivial, is treated on a need-to-know basis." "Gossiping and rumor-mongering are rampant." "Communication is non-existent, and we can't separate fact from fiction." "We need to have more face-to-face interactions, enough with the emails and texts!" "We have no guiding strategy and spend most of our time chasing our tails." Learn More... PERFORMANCE Challenges "We do not have clear goals and objectives." "My manager will not address team performance issues. She has her head buried in the sand." "Everyone is just "going through the motions" - few care about getting the job done." "We don't have any performance metrics in place - all ratings are highly subjective or based upon personal relationships." Learn More... ACCOUNTABILITY Challenges "No one takes accountability for their actions - it is a free-for-all." "Timelines slip over and over again without any consequences." "I am responsible for everything and have neither the authority nor the resources to execute." "My peers take no responsibility for their actions." Learn More... CAREER Challenges "I hate going to work each day - I need a change." "Why do I keep getting passed over for promotion?" "I keep getting lousy work assignments - what am I doing wrong?" "I feel like I am about to get fired and don't know what to do?" "I just lost my job and don't know what's next." Learn More... TEAM Challenges "My team is dysfunctional and can't get out of its own way!" "My team members do not trust each other." "Our team morale is low and dropping fast." "Poor interpersonal relationships are preventing us from executing effectively." "Not only is cross-functional collaboration non-existent, we actively work against each other." Learn More... MANAGER Challenges "I work for a micromanager who can't get out of the weeds." "No matter what I do, my manager is never satisfied" "My manager is an abusive tyrant and I am at my wit's end." "My manager will not address bad behaviors and poor performance." "My manager does not know how or when o delegate." Learn More... LEADERSHIP Challenges " I just got promoted, but I am not sure where to begin." "I keep getting feedback that I need to be more of a people-oriented leader." "I am now managing people who were my peers until very recently - it is very stressful and I feel isolated." " I need to do a better job engaging and motivating my team." "I am told I am both too close or not close enough to my team - who should I believe?" Learn More...

I JUST LANDED NEW JOB BUT DON'T KNOW WHERE TO BEGIN So you got the job and "What do I do now?" is the question foremost on your mind. At first, you ask it in jest, but after a few days on the job when pressures of the new role become ever more apparent, finding a satisfactory answer to this question is not as easy as it sounds. Reality sets in, and you must act quickly and decisively. You don't want to appear unsure about what to do, and you can't reach out to others for help. Your peers in your last position don't understand nor appreciate the expectations and pressures associated with your new role. Your spouse, partner, and friends, though supportive and understanding, can't provide objective advice on how to proceed. So what do you do? Most people draft a plan based on what has worked for them in the past. This a good starting point but often insufficient to ensure success in your new and more complex role. You need to engage an objective, experienced, capable partner to assess the situation and partner with you to develop your 30, 60, and 90-day action plans. We provide executive coaching and consulting support to ensure you realize your goals. Schedule An Introductory Call

PURPOSE CHALLENGES Lack of vision, poor strategy and a weak culture are the hallmarks of organizations struggling with purpose challenges. Managers typically report alignment, accountability, and employee engagement as critical issues. Employees often cite poor leadership, ambiguous goals, and the inexplicable changing of priorities as significant concerns. Both perspectives are correct, to some degree. Regardless of role, the"constant spinning of wheels" is a frequent refrain across the enterprise. When employees don't know where they are going, confusion, frustration, and disillusionment predominate. Executives engage Transformation Associates to help sort things out. We objectively assess the challenges reported and craft a tailored roadmap outlining the specific actions required to course correct. Ultimately, we navigate the multitude of "organizational realities" en route to creating a clear, unambiguous, and meaningful path forward for all. Which of the following observations resonate most with you and your situation? Schedule and an introductory call with a Transformation Advisor to learn more. Schedule An Introductory Call Hallmarks of Organizations With Purpose Issues Lack Of Vision Companies lacking vision are akin to rudderless ships set adrift and at the mercy of the seas and the tides. While sometimes incorrectly viewed as a "nice-to-have," a compelling vision is critical to engaging, energizing, and focusing the efforts of managers and employees alike. Experienced executives recognize the importance of and take ownership for the development and communication of an aspirational vision that clearly and concisely describes the company's long term goals and values to employees, customers and investors. Learn More... Poor Strategy The absence of a clear strategy for achieving organizational goals is a recipe for disaster. A good strategic plan enables an organization to focus its limited resources on the things most likely to achieve both short and long-term goals. While never perfect, these calculated bets should clearly outline organizational priorities and allow functional leaders to define their respective operational plans. Learn More... Weak Culture Executives who ignore culture do so at their peril and are doomed to experience long-term, negative consequences. Underlying beliefs, values, and behavioral norms are critical elements of an organization's culture. Strong cultures determine why and how things are done. C ultures evolve slowly over time and are highly resistant to change. Successful organizations ensure executives nurture and proactively shape organizational culture. Learn More... Employee Perspective On Purpose Issues Poor Leadership Executives without both good managerial and leadership skills are doomed to the organizational scrap heap. Employees look to those in positions of authority to set goals and provide clear direction. Employees intuitively understand that traditional managers strive to keep things under control and eliminate surprises and that leaders seek to drive change and realize a better tomorrow. Today's executives need to do both and bring employees along with them if they are to excel and achieve organizational goals. Learn More... Ambiguous Goals The absence of clear, realistic and attainable performance goals diffuses efforts and demotivates employees. Employees want clear, realistic and attainable goals. Moreover, contrary to popular opinion, measuring performance against objective and clearly defined goals is welcomed by most employees - particularly high performers. The trick is measuring both actionable leading indicators and outcomes. Good leaders give employees clear goals, the latitude to execute and the tools to gauge their performance. Learn More... Changing Priorities Frequent changing of direction without adequate explanation is a surefire indicator of managerial inexperience. The constant changing of priorities is often cited as necessary by management as they throw around the phrases such as "we need to be nimble and responsive to customers." However, in reality, more often than not, this is due to poor planning and a lack of managerial maturity. Employees want experienced leaders in positions of authority who are empowered to set the direction and priorities for their teams - not vacillate like leaves in the wind. Learn More... Manager Perspective On Purpose Issues Poor Governance Organizations lacking governance and control practices inevitably learn their importance the hard way. Strong governance practices enable effective organizational decision-making, allocation of resources and operational execution. By ensuring transparency, prioritization, and alignment with strategic business priorities, organizations maximize their probability of success. Governance should not be confused with ineffective bureaucracy; rather it must be viewed as a strong business enabler. Learn More... Lack of Engagement Disengaged employees are destructive and can drag down the overall performance of teams. While it is frequently challenging, and often frustrating, managers must continuously motivate and engage employees at all levels - their success and the success of the organization depend on it. However, there are times when managers should cut their losses and release disengaged or destructive employees before things spiral out of control. The wisdom to know when and how to cut losses is what separates an average manager from a great leader. Learn More... Lack of Alignment Employees are largely rational beings and tend to act in a manner that serves their best interests when given a choice. Most successful organizations clearly articulate their values, behavioral norms and performance expectations. In addition, they ensure both functional and cross-functional strategies, objectives and priorities are aligned. All of which are reinforced by carefully designed rewards a recognition systems that ensure individual goals are not pursued at the expense of overarching organizational goals. Learn More... Each organization has its unique strengths and weaknesses - no two are identical. Canned solutions to addressing Purpose related challenges are doomed to failure. We work closely with clients to create a tailored approach that leverages their specific strengths and addresses particular issues and challenges. Are you ready to start your transformation journey? Schedule An Introductory Call

COACHING SOLUTIONS We offer executive coaching to business leaders seeking assistance in navigating personal, professional and organizational challenges en route to achieving their career aspirations. Team coaching is offered to workgroups struggling with a variety of challenges limiting their ability to become cohesive, high-performing teams. Both approaches employ proven strategies based upon sound theoretical foundations and pragmatic, real-life experience. Which approach best meets your needs? Executive Coaching We help leaders realize their personal and professional aspirations. Read More... Team Coaching We accelerate the creation of cohesive, high-performing teams Read More... Schedule An Introductory Call