Organizational Alignment
Over time, departments or divisions can move toward differentiation and a lack of cooperation and coordination. While some of this may be necessary and appropriate, most of these differences create dysfunction, producing "silo effects" and inter-unit conflict. Organizational alignment is the state when all members and all departments are engaged in a meaningful pursuit of the organization's vision and execution of strategy. Star Performance Group has a proven process to create this type of alignment in your organization.

Cultural Assessment
Though "organizational culture" has emerged as an enduring and major theme in management, it is a somewhat abstract concept that is not well understood by managers and others within organizations. Star Performance Group has a statistically valid and reliable approach to measuring the culture in your organization. This approach, called the Awareness phase, defines the current and ideal culture of the organization and the levers to change.

Leadership Development
Leadership behaviors are put under the microscope in this dynamic two-day workshop, called Champion Leadership. Understand how your current approach shapes the performance of others, assess your impact and learn strategies with a step-by-step blueprint.

Team Development
Personal accountability is lacking in most organization's teams. During Team Of Champions, this powerful one-day workshop will open minds to team dynamics. Participants will increase their own commitment with effective attitudes and behaviors, ultimately achieving strategic goals.

Individual Development
Performance is always an issue, but now there is a way to bolster it through individual responsibility. The Creating A Champion course pinpoints personal thinking styles and guides employees toward constructive behaviors.

Mergers & Acquisitions
Clashes in organizational culture are the number one reason for failures in mergers and acquisitions. With this in mind, it makes sense to measure the cultures of the two organizations during the due diligence phase. The results of this measurement will identify problem areas and allow for the development of a plan to overcome them. This data, used with the results of due diligence, will aid in assessment of potential risks for the merger, as well as, determining the value of various divisions. Post-merger, the results of the cultural assessment are used to bring about organizational alignment in the new and larger organization.

Promoting Collaborative Union-Management Relationships
Cultural analysis is a powerful tool for promoting joint union-management problem-solving activities outside the scope of the traditional collective bargaining framework. This has been used in a variety of settings to help union and management representatives understand the culture that has emerged in their workplace. It also allows them to define a more desirable culture that they collectively believe in and specific behaviors that need to be changed.

Managing Diversity and International Relations
As North American organizations become increasingly diverse, they can benefit greatly from the complementary backgrounds and perspectives of their members. Realizing these benefits, however, requires members to understand and respect differences and, at the same time, come to agreement on a set of shared values and goals toward which they can work. The Organizational Alignment process provides the tools for identifying and developing an integrative culture.

^ Top