Jumpstart the development of your team.
Create a strategic plan with buy-in across the organization.
Align the organization to maximize performance.
Implement a world-class performance management system.

We help teams and organizations maximize effectiveness, implement successful initiatives, achieve performance objectives, and build personally satisfying environments.

Strategic Planning

Without a common vision, mission, set of aligned goals and company focus, organizations tend to achieve sub-optimal results and tend to operate as functional silos - each well-intentioned perhaps - yet silos just the same.

Our planning process builds a common company agenda and defines the roles and interdependencies necessary to achieve that agenda. We rigorously and comprehensively engage management at all levels to define both company business imperatives and the necessary cultural shifts required for success.

Plan of action –

• Develop a company plan with buy-in across departments, business units, and functions
• Identify key drivers and success metrics and establish accountability
• Manage cultural shifts to ensure successful implementation of business imperatives
• Identify and manage interdependencies
• Create corporate, business unit, department objectives and success metrics
• Build systems to monitor and adjust the plan as circumstances change

Company Culture

Company culture is the “way things are done around here” and is the glue for member identity and engagement. At it’s most positive, culture helps the company to be successful, embedding a set of beliefs and behaviors into the corporate body, that allows for focus and scale without inordinate bureaucracy and rules.
At it’s worse, company culture gets in the way of change, results in “group think”, with accompanying group “blind spots” and biases, prohibiting things to be seen (and therefore responded to) as they objectively are.
To be vibrant, company cultures must shift with the times to allow for continuous growth and adaptation.

Plan of action –

• Identify the business operating principles for it’s stage of existence
• Identify the “way you want the place to be” and the underlying people and behavioral principles to drive collective behavior and beliefs
• Teach leaders and managers to lead the culture by personal and behavioral example
• Institutionalize the values and behaviors you want through support and reinforcing infrastructure, processes, practices, and rewards
• Distinguish between the non-negotiable values and the practices that currently manifest those values
• Evolve the practices in a way that keeps the organization true to it’s core values and principles while allowing the company to scale, morph, and grow
• Proactively manage the tension between how you want the place to be and how the place currently is
• Explore the impacts of pending change upon the culture and vice versa
• Periodically assess the culture and fine tune, update it’s practices

Organizational Alignment

The ROI or “pay out” of strategies, initiatives, programs, and projects is directly impacted by the level of organizational alignment. FLA provides a framework and set of tools for assessing, ensuring, and improving alignment in companies, alliances, departments, and cross-functional teams.

Plan of action –

• Develop a clear sense of direction that everyone can see, own, and support
• Build a strong foundation for optimizing overall (versus silo) organizational performance
• Improve the capability to implement competitive winning strategies and complete successful company change initiatives
• Define and develop metrics and processes that drive alignment, accountability, and results
• Build a strong sense of employee identification, role appreciation, motivation and engagement
• Periodically assess alignment to ensure optimal results, company synchronization, and company effectiveness

Team Building

No person stands alone nor can one person do it all. Business is too complex — too fast-moving. A group by itself is not a team and a team “not well formed” will not reach its high-performance potential.

Plan of action –

• Build common goals and methods
• Clarify roles and rules of engagement
• Establish support mechanisms, form positive relationships, and build trust
• Create a high-functioning team while getting actual work done.

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Change Management

Whether implementing new technology, entering new markets, reshaping the organization, or redefining core competencies, the human side of change directly impacts costs, performance, success, and execution.

Plan of action – 

• Identify the scope of change at all levels
• Understand how change impacts people
• Tie the changes to business survival and continued success
• Build a common vision, an actionable strategy and plan, and critical mass
• Build strategies that mitigate the impact of change, engaging key constituents along the way
• Build in / find early wins and call them out as early indicators of directional progress
• Institutionalize the necessary changes through policies, practices, and infrastructure
• Communicate, communicate, communicate
• Empathize and anticipate and manage the negative consequences
• Maximize the return on investment of company initiatives