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OUR SOLUTIONS Bespoke Engagements We leverage our Consulting , Coaching, and Facilitation capabilities to help business leaders address complex Purpose , People , and Process challenges. Our highly-skilled and experienced Transformation Advisors enable you to adroitly explore, understand, and solve these complicated and often interacting challenges. ​ We do not show up on the doorstep with a canned solution in search of a problem.​ Rather we listen, learn, and diagnose your specific needs before developing a bespoke engagement strategy with the most appropriate mix of consulting, coaching, and facilitation support. ​ As objective and informed Advisors we of guidance and support in making the changes necessary to realize your professional and organizational goals. Take the first step on your transformation journey by scheduling an introductory call today. Schedule An Introductory Call We bring the right mix of consulting, coaching and facilitation support to each engagement. Consulting Strategy Organizational Design Process Management Capabilities Assessment Process Improvement Change Management Coaching Leadership Career Development Emotional Intelligence Employee Engagement Personality Assessment Relationship Management Facilitation Strategic Planning Functional Planning Goal Setting Governance Project Portfolio Review Conflict Resolution Start Your Engagement Today

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TRAINING SOLUTIONS Pragmatic Training We offer a suite of focused training and development programs designed to improve on-the-job performance of managers and individual contributors. ​ Our skilled professionals work closely with clients to tailor training programs to deliver concise, relevant, and highly interactive learning experiences. Esoteric and academic topics are avoided in favor of practical, real-life discussions, examples, and tools that are immediately applicable in the workplace. ​ Topics include Leadership, Project Management, Process Improvement, Building High-Performing Teams, Conflict Resolution, and Change Management. ​ Contact us to learn more about our rich and vibrant learning experiences. Schedule An Introductory Call Training Leadership Project Management Process Improvement Conflict Resolution High-Performing Teams Change Management Schedule An Introductory Call

TEAM COACHING Building High-Performing Teams While Executive success is heavily dependent upon the ability to build, empower, and support high-performing teams, many leaders struggle with team dysfunction and the resulting low productivity. ​ Teams often falter because the desired team norms and behaviors are not adequately articulated, modeled, and rewarded. One or more of the essential building blocks of cohesive high performing teams, which include trust and respect, communication, constructive conflict, commitment, accountability, is absent. ​ ​Team members sometimes struggle to navigate successfully the predictable Forming, Storming, Norming, Performing, and ultimately, the Adjourning stages of team development. They often encounter issues at each development stage that benefit from focused coaching and support en-route to becoming a high-performing team member. Don't let your team falter - engage an experienced Team Coach today. Schedule An Introductory Call Team Development Behavioral Norms Productive Conflict Accountability Employee Engagement Conflict Management Performance Management Schedule An Introductory Call

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

PROCESS CHALLENGES Ill-defined business processes cause tremendous frustration and inefficiency in companies of all sizes. Employees feel trapped and have little choice but to "keep their heads down" and work within the existing process constraints - often at great personal expense. Managers usually report having a gut feeling that something is wrong, but rarely can quantify the problem. Typically they have neither the time nor the expertise to analyze, streamline the broken processes and are prone to "throwing bodies " at the problem. Adding headcount to muscle through a broken process may be a reasonable short term fix, but is rarely a viable long term solution. A more thoughtful approach is usually required. ​ What managers need more than anything else is an objective, critical assessment of the targeted processes and a proven approach for systematically addressing the underlying bottlenecks, errors, and rework. Managers are better off engaging experts to lead their team in transforming and standardizing the targeted processes than trying to drive process improvements with internal resources which are likely inexperienced, resistant and already over-allocated. Listed below are high-level descriptions of the kinds of issues reported by some of our clients. Do any of these sound familiar? Schedule An Introductory Call We still rely on inefficient paper-based processes. It is hard to believe that many companies still rely heavily on paper to manage core business processes. Usually, there are so-called "perfectly good reasons for doing so," but few are legitimate. The wasted effort in these organizations borders on criminal. Even basic Excel-based tracking solutions can seem like light years ahead of existing paper-based processes. Learn More... Employees rely on tribal knowledge to get the job done In some companies, particularly within their support functions, standardized processes do not exist. Employees rely heavily on tribal knowledge to get the work done, and employees have their own way of doing things. Best practices are ignored, and waste, error, and rework abound. performance metrics are absent. and these functions can be very difficult to manage. Learn More... I spend all my time fixing someone else's errors Few people enjoy fixing their own mistakes, and almost no one enjoys checking and correcting the work of others. But alas, error and rework rates in many business functions are often very high. Employees resist standardized processes citing that they are professionals and need latitude to get the job done. In such cases, the introduction of best practices and objective performance metrics can help managers turn things around. Learn More... We don't even follow our own SOPs New managers are often dismayed to hear that Standard Operating Procedures (SOPs) are inadequate or, in some cases, nonexistent. Both situations are bad but not nearly as troubling as when employees ignore published SOPs. In such cases, particularly in highly regulated environments, it is only a matter of time before "things go pear-shaped." Learn More... Lean and Six Sigma methodologies can be successfully applied to diagnose and address even the most complicated process challenges. The trick is knowing how and when to leverage the various tools and techniques most effectively. A traditional, full-blown Six Sigma deployment is NOT required to realize significant benefits. Let one of our Transformation Advisors guide you in leverage disciplined process improvement strategies and techniques that will work within your specific organization. Schedule An Introductory Call

PEOPLE CHALLENGES Interpersonal conflict, inadequate communication, low team morale, and strained manager-employee relationships are prevalent in organizations struggling with people issues. Employees and managers alike expend excessive physical and emotional energy navigating multi-faceted interpersonal and intrapersonal hurdles. In fact, recent studies suggest that managers spend up to 60% of their time dealing with people issues. Even the most technically gifted managers are often woefully ill-equipped to address people-related issues. In fact, many promising careers are derailed by underdeveloped interpersonal and people management skills. Deficiencies become ever more apparent as leaders climb the corporate ladder. The dissonance caused by knowing deep down that something is amiss and not knowing how to address it can be overwhelming. Leaders are often reluctant to seek assistance as they incorrectly assume it is an acknowledgment of weakness. Often, they are especially cautious about engaging their internal Human Resources partners. Managers tend to get "wrapped around the axle" because they either ignore or try to keep these somewhat amorphous issues hidden. In effect, they hope no one will notice and that the problems will magically self-resolve. In our experience, the challenges, when not addressed directly and systematically, fester and invariably resurface to wreak havoc. It is just a matter of time and severity. Our team helps leaders navigate, and address these confusing, frustrating and often highly emotionally-charged challenges. Some of the more frequently reported people challenges are outlined below. Schedule a call with a Transformation Advisor to learn more. Schedule An Introductory Call I Work In A Toxic Work Environment At some point in their careers, all professionals have worked in a toxic work environment. And, most of us have the scars to prove it. Narcissistic managers, "emotional vampires" and bullying colleagues make life miserable for those unfortunate enough to be trapped in these soul-destroying jobs. Going to work each day is torturous and finding a solution seems impossible. Learn More... I Work For A Micromanager Who Can't Get Out Of The Weeds The most frequently cited complaint we hear, year-over-year, is "I report to a meddling and overbearing micromanager." Always being told what to do and having no decision-making authority over the most trivial of matters is incredibly stifling and stressful. Even the most patient and dutiful professionals struggle in such situations. Many interacting factors must be considered carefully when developing effective strategies for dealing with micromanagers. Learn More... I Am Afraid To Express My Opinions For fear Of Reprisal Some people work in highly-restrictive and dysfunctional business environments where they cannot express their professional opinions openly. They live in constant fear of retribution and report an overwhelming sense of powerlessness. Usually, the source of this fear is the immediate manager, but in some cases, peers and even subordinates create this oppressive work environment. No one wants to work under such conditions, but unfortunately, many professionals are trapped in this suffocating situation and see no way out. Learn More... Our Leadership Team Is Dysfunctional Members of dysfunctional leadership teams often turn a blind eye to their shortcomings. Rather than address the challenges that are apparent to all, they go through the motions pretending nothing is wrong. The lack of clarity in purpose, commitment to team goals, and accountability are often compounded by a decided absence of trust. This lethal combination of dysfunctions all but doom the team to failure. Learn More... Morale Is Low And Falling Fast In addition to sharing a strong sense of purpose and esprit de corps, teams with high morale consist of engaged employees working closely together to achieve stated goals and objectives. Such team members are keenly aware of, and sensitive, to any threats to morale. Successful managers proactively nurture morale and are vigilant in addressing any threats to the team dynamic. They realize that even a small drop in moral can result in a precipitous drop in overall team performance. Learn More... Cross-functional Collaboration Is Non-existent In My Company Managers and employees often over-identify with their immediate functional areas at the expense of company-level performance. They lose sight of the big picture and resist working collaboratively with other departments. Ultimately, this approach is self-defeating, and everyone suffers. The example set by executive management, largely determines whether the company reinforces a collaborative or competitive culture. Learn More... People challenges are often the most difficult to address due to their somewhat sensitive and emotionally charged nature. Are you ready to engage a professional to guide you through your people challenges? Schedule An Introductory Call