WorkPlace Strategies, LLC strives to enable organizations to grow and improve by developing and implementing innovative and practical strategies that directly address human capital management. With more than two decades of experience in working with all size organizations -- from non-profits and government agencies to mid-size and large companies – we provide customized, tailored solutions that enable companies to grow and improve their bottom lines.

Our Approach

We value and treat each organization with whom we work as unique, meaning we develop a deep understanding of the people, the culture and the issues involved. We work collaboratively, identifying concerns and solutions. During the implementation phase, we provide the level of support necessary for an organization's strategies to be successful. Often that means collaborating with executives and senior-level managers to develop the best outcomes.

Why We Succeed

What separates us is that we ensure that the strategies we implement will succeed by focusing on all aspects of the implementation – from communicating to all stakeholders to encouraging participation and acceptance at every level. This relentless attention to detail, based on years of experience, provides organizations with the peace of mind that our work will truly make a difference in their organizations.

Our Expertise

Workplace Strategies, LLC has expertise in the following areas:

  • • Career and Succession Planning
  • • Compensation Analysis and Design
  • • Development of Strategic Initiatives, Mission, Vision, Core Values
  • • Employee Relations
  • • Interview Skills
  • • Knowledge Management
  • • Leadership Coaching
  • • Management Training and Development
  • • Performance Analysis
  • • Performance Management
  • • Policy/Procedures
  • • Strategic Planning
  • • Survey Instrumentation and Evaluation
  • • Team Building
  • • Work/Life Balance

Contact us about how we can help you build a better organization.

Getting ‘Organization’ to talk and why you should listen

When I respond to inquiries about what my work involves as an Organizational Development practitioner, the conversation usually leads to concepts of human resources, learning and development, or building better teams.

And while the connection between OD and these important aspects for employees in the workplace is undeniable, getting the most mileage out of your relationship with an OD professional requires the upfront understanding that the primary purpose of OD is to develop the organization, not train or develop the staff.

At its core, OD demands a panoramic view of your company’s landscape; its culture, its approach to change, its stated mission and values, its current behavioral norms and its desired future state.  OD is a systemic strategy that helps shift your company’s structure and/or processes to respond to changing markets, generational workforce shifts, and rapidly changing and increasingly complex environments.

Consider your organization as THE most influential personality in your employee population–the keeper of the assumptions, values, behavior patterns and artifacts.  Organization may speak little, but has a lot to say about how work will get done. Organization is the one who sits on the shoulders of each employee (leaders included), influences the way everyone will respond, helps determine if they will stay engaged or disengage.  Organization’s behavior will dictate if his co-workers trust him or not.  Organization should build enough runway for everyone to travel with him into the future, or he could force key people onto divergent paths.  Organization is a powerhouse.  Whether or not yours is positively or negatively charged should be a terrain of continual exploration.

Keep in mind, Organization may never ask you to conduct his performance review.  But reviewing Organization’s performance is as critical as reviewing the performance of all your employees.  The approach, techniques and resources of skilled OD practitioner become invaluable during this process.

A common OD approach used to help organizations evaluate performance consists of four steps.

1. Diagnosis

  • Helps organization identify problems that may interfere with its effectiveness and assess the underlying causes
  • Usually done by internal or external OD to help identify problems by examining mission, goals, policies, structures and technologies; climate and culture; environmental factors; desired outcomes and readiness to take action.
  • Usually done through key informant interviews or formal surveys of all members.

2. Action planning

  • Strategic interventions for addressing diagnosed problems are developed.
  • The organization is engaged in an action planning process to assess the feasibility of implementing different change strategies that lead to action.

3. Intervention

  • Change steps are specified and sequenced, progress monitored, and stakeholder commitment is cultivated.
  • Ongoing communication with employees ensues, and necessary information, learning and engagement is underway

4.  Evaluation

  • Assess the planned change efforts by tracking the organization’s progress in implementing the change and by documenting its impact on the organization.

Finding your “Organization” can be complicated. Often the help of an expert is necessary. If I can help, let me know.