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leaving no time
for the development of an organizational culture that supported the success
it was experiencing. The new executive director was competent but her
time was overwhelmed with hiring and training new staff and managing the
growth of the business with no opportunity to focus on the work environment.
The Solution:
The problems were solved by developing human resource guidelines and adopting
management practices that reflected the values of the organization and
clarified expectations. On-going dialogue with the executive director
concentrated on management strategies and helped her implement the new
policies and solve problems. A workshop with the staff introduced the
new policies and gave them the chance to resolve issues and gain a better
understanding of their work situation.
The Client Situation:
A new nonprofit membership organization was struggling to formalize its
leadership and identify its priorities. The leadership was eager to see
the organization grow to the next level of effectiveness but there was
no systematic method for decision making, assigning authority and establishing
accountability.
The Solution:
A workshop for the leaders was designed that focused three most important
issues that were barriers to their growth: board development, organizational
development and membership. The workshop resulted in more knowledgeable
leaders with the tools to implement the specific plans they developed
and the commitment to make it work.
The Client Situation:
The board of directors of a health care organization was interested in
assessing the needs of the organization. High demand for its services
and expansion into new areas were straining resources and creating stress
between the staff and the board. There was also concern the organization
might not be in compliance with some regulatory requirements and that
the organization had outgrown management.
The Solution:
The organizational assessment recommended the staff and board focus on
three areas: board governance, organizational structure and personnel
management. Several leaders in the organization received continuous coaching
to help them resolve conflicts and understand the specific practices needed
for the organization to prosper. The board and staff used the assessment
to set priorities and rebuild the team to become more effective in their
respective roles. Weak systems were replaced, policies were developed
and implemented and confidence toward each other was restored.
The Client Situation:
The local affiliate of a national organization was experiencing high turnover
on its board of directors had lost track of the main purpose and individuals
were unclear about their responsibilities. There was no disciplined method
of planning or assigning work.
The Solution:
Educational materials were written that focused on the needs of the organization.
A planning retreat was conducted to create specific roles and jobs to
be accomplished over several months. The plan was published and is being
used to increase achievement and accountability of the board members.
The Client Situation:
The senior management of a large state-wide organization wanted to have
their staff implement three new program strategies.  The
strategies were to be introduced during a weekend retreat. The staff was
not in agreement about the workability or wisdom of adopting the new strategies.
Most believed that they were already over burdened with work and that
work environment issues were more important.
The Solution:
Each staff member participated in surveys, exercises and discussions that
directed them toward the benefits to them and the organization of implementing
the new strategies. New work relationships and an appreciation for the
challenges faced by people who work in other locations and on different
programs were developed or enhanced. Three new cross-functional task forces
were formed to translate the new strategies into plans that represented
all parts of the organization.
What people are
saying about M.L. Hanson:
"ML Hanson has
a unique talent of probing into an organization and determine what's working,
and what's not in a short period of time. In a no-nonsense way, she can
guide leadership through the maze of defining mission, reorganization
or board development. Bringing in ML Hanson has had significant impact
on several of the organizations that I've been a board member. Her consulting
services and leadership was a smart money and strategy move for each."
Judith
Briles
The Briles Group, Inc.
Mile High Press, Ltd.
"M. L. Hanson
gets right down to it. Her no-nonsense approach to isolating the issues,
identifying the correct business strategies and creating implementation
plans that work puts her at the top of the game."
Karen Meyer
Advertising and Marketing Consultant
Gilda's Club of Denver Board Member
"M. L. not only
provided a user-friendly document for human resource guidelines, she provided
the expertise and advice to work through the process."
Anne Fenske
Executive Directer
National Center for Performance Assessment
"M.L. Hanson
does a fabulous job of evaluating the company and organization before
the workshop. Her effective leadership and presentation skills are polished.
She helped us walk away with a new sense of clarification and direction."
Rita McCoy
Director of Community Affairs, KTVD-TV
Board Member, National Center for Community Relations
"I learned from
the experience. I really loved the energy, enthusiasm professionalism
and knowledge you brought to the table."
Alexandra Ross
Corporate Coaching Circles
ML is an excellent
listener and that is often not easy to find. She does not tell you what
you need but rather helps you determine that yourself. All of this is
done in a very professional manner with the utmost attention to all aspects.
T. Saltzman
Colorado Coalition
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