Approximately 1/3 of the executive coaching assignments morph into teambuilding. As with EC, the emphasis is on developing collaborative relations and involving members in their own learning.
This training starts with individual self-understanding, often using the MBTI (Myers-Briggs Type Inventory), and then introducing the group members' and the facilitator's insights to transition the group toward a more cooperative enterprise.
Blockages are explored but the primary vision is on the future wellbeing of the group, beginning anew with greater intragroup trust and alignment with company objectives.
We have written 1000+ executive assessments for selection and development purposes. Using psychometric instruments, role plays, exercises and interviews, we unearth the executive's makeup and style.
Starting with a complete understand of the job responsibilities and expectations as well as the organizational dynamics, we determine best fit, tapping into personal dimensions: attitudes, values, adaptability, interpersonal skills, supervisory style and learning agility.
Selecting a career direction is often based on serendipity rather than personal reflection or outside expertise of a trained counselor.
Our career management program combine your insights with those of an experienced and trained expert who has an advanced degree and has been supervised for 5 years. He will administer a battery of tests to assure a match between job and interests.
This is the latest of a number of workshops based on sound psychological underpinnings.
This workshop assumes the inevitability of conflict and how it can be a force for positive change. Participants learn the five conflict resolution styles and their preferred style.
Hands-on and engaged, the participants learn first-hand how to work through conflicts and disagreements. At the end of the day they work in concert to develop their unique "rules of the road." To reinforce their efforts, a small prize is offered to the team members who works most effectively together. This workshop receives superior ratings.
A range of services from classic organization redesign to techniques that explore ways to enhance the effectiveness of an organization. Typically, most of our clients are eager to retain the vast majority of their workforce.
We explore way to improve efficiency and increase productivity. We begin with the strategic objective, suggest alternatives and then assist the client in implemnting the best choices. While reorganization is certainly a possibility, and a few staff member can be displaced, it is not our purpose to "slash heads."
Incentive plans and Compensation systems
We design new and fine tune existing compensation systems. We specialize in incentive compensation for sales groups and teams.
JMCA promulgates compensation systems that are "motivational" for the participants as well as easy enough to understand that the incumbent can explain the compensation mix to his/her significant other.
Coaching is complex and often lonely. While we haven't seen it all, we have over 30 years of broad and varied experience and have done real reseach on coaching (we'll send you results).
The three areas we get requests and questions are: ethics, guidance on ways to fine tune or sharpen skills and, most frequently, when a coach is stuck. Coaches help executives to develop and grow; why not help yourself grow with the assistance of a seasoned coach. Your business will thank you!
This category that taps into a wide range of products and services. We may look at the entire HR system or may hone in on one particular aspect.
In all cases, we consider the organizational context first.
Only then do we recommend and will "install" the best practices that are the optimal fit. We more than likely know the right questions to ask -- often the unspoken key to getting the best consulting help.