The field of human and organizational effectiveness consulting has expanded tremendously over the last several decades to include organization development and change, organizational transformations, change management, multiculturalism and cross cultural organization development, and more. As an Executive Consultant my work has expanded to include all of these areas as well as partnering with the client to clarify the business case or the rationale for why the business should conduct organization development interventions. Human and organizational effectiveness work is grounded in systems theory meaning organizations are open systems so a change in one area of the system results in change in other areas. This work is also informed by data acquired through proactive inquiry and assessments of the organization’s environment. All of these aspects are taken into account when conducting the assessment. The results of the assessment usually lend themselves to a compelling need for change, and thus a desired future state is in order. Common methodologies of assessments include survey feedback, interviewing, focus groups, process consultation and observation. This work is also client centered meaning it focuses on the client’s needs and promotes the client’s ownership of all phases of the work so that the client will be able to sustain the change.
The organization development discipline has evolved to the point where the diagnostic component of the work is most critical because it clarifies the current state of the organization and lends itself to the determination of the path forward. The impetus for initiating the organization development work has shifted over the years. As an Executive Consultant, organization call upon me whenever they are about to undertake a major change effort such as implementing new systems, or downsizing, or introducing new technology, as well as mergers and acquisitions. Engaging senior leadership as change champions in supporting and driving the initiatives financially, in communications, and in demonstrating excitement and energy when modeling desired behaviors are key. Senior level sponsorship of initiatives goes beyond lip service to actually allocating funds, modeling behaviors consistent with the initiative, participating in training that supports the initiative and articulating the business case for the initiative.
When considering how to improve organizational effectiveness, companies take into consideration their competitors, their end users (customers) as well as the needs of their employees. Oftentimes organizations engage in human and organizational effectiveness initiatives in order to better understand employees’ interests and levels of engagement, to increase productivity, to increase growth, and to increase customer focus. When attempting to drive change initiatives, organizations often experience resistance in the form of fear of the unknown, concerns about how it will affect each employee and their work and productivity, or concerns about organizational capacity or employees’ capabilities. Another key element in engaging in organization effectiveness work is the identification of stakeholders. In designing interventions, organizations often determine how the new initiative integrates with existing human and organizational systems.
As an Executive Consultant, my work targets three major audiences, large corporations, small to mid-size businesses and corporate leaders and executives. My work with large corporations and non-profits involves partnering with leadership to understand their pressing issues and challenges, taking a fresh look at the organization and applying organization development interventions and effective change management methodologies to help navigate the organization from its current state to the desired future state. I have experience working across numerous industries including Consumer Goods, Food & Beverage, Travel & Tourism, Manufacturing, and Banking & Financial Institutions with employees at all levels from the executive suite to frontline operations. My work involves effectively facilitating strategic dialogue, planning, and decision making, implementing leadership development, organization development, and diversity and inclusion programs and initiatives, and engaging training and managing employees through transitions, while embedding organizational practices to sustain results.
My work with growing businesses involves providing business consulting and coaching. I use proven methodologies that help business executives and their leadership teams gain control of their time, set their business apart from the competition, turn growth into a science, and create a high performance culture that develops leaders who work together to grow the business. I serve as an objective sounding board for my clients to brainstorm and share concerns confidentially. I draw upon my expertise and robust business consulting and coaching tools to help my clients resolve issues in a highly effective manner that achieves sustainable results.
I also specialize in helping corporate leaders who have experienced setbacks, derailments, and stagnation in their careers to recover from these challenges quickly and continue progressing through their professional life achieving a more fulfilling and successful livelihood. I take the time to understand the leader’s unique strengths and identify those factors hindering them from performing optimally. I help clients experience breakthroughs, propelling them forward in their careers, heightening their awareness and their ability to exercise conscious choice in their path forward. I help clients examine who they ideally want to be, how they want to lead, and what they want from their lives and careers, and help them devise a plan to achieve that which they desire, and ultimately become the absolute best that they can be.
Companies can elect whether they just require Appleton Greene for advice and support with the Bronze Client Service, for research and performance analysis with the Silver Client Service, for facilitating departmental workshops with the Gold Client Service, or for complete process planning, development, implementation, management and review, with the Platinum Client Service. Ultimately, there is a service to suit every situation and every budget and clients can elect to either upgrade or downgrade from one service to another as and when required, providing complete flexibility in order to ensure that the right level of support is available over a sustainable period of time, enabling the organization to compensate for any prescriptive or emergent changes relating to: Customer Service; E-business; Finance; Globalization; Human Resources; Information Technology; Legal; Management; Marketing; or Production.
My vision is to be a nationally and internationally recognized and respected management consultant and coach known for leveraging optimal talent to deliver customized services that exceed client expectations. My mission is to raise the consciousness, maximize the potential, and enhance the effectiveness of every client I serve. There are six foundational operating principles that underpin every consulting and coaching engagement, namely, Operate with Integrity, Demonstrate Care and Concern, Maintain Confidentiality, Communicate Clearly and Concisely, Master the Process, and Achieve Results.
My approach to consulting encompasses believing in providing my clients with my very best thinking, talent, skills, and resources to exceed their expectations. I have a unique approach to consulting which starts with building a relationship with the client, by establishing trust in the four C’s – Commitment, Competence, Communication, and Content. I invest ample time in getting to know and understand the client’s business, and help the Client clarify business needs, challenges and opportunities. I collaborate with the client throughout the entire consulting engagement, by ensuring there is complete buy-in and co-ownership in the consulting effort. I design and develop customized solutions tailored to address the client’s specific business needs, taking into consideration, the company culture. I implement multi-faceted interventions to effectively and purposefully address the needs, challenges and seize opportunities as we achieve results. Last, but certainly not least, I am committed to leaving the client’s organization better-off than when I started. I evaluate the process and the results and ensure the client’s expectations have not only been reached, but rather have been exceeded.
Leveraged the analysis of the qualitative and quantitative scorecard data from multiple functional areas within the line of business including Talent Acquisition, Talent Management, Compliance, Employee Engagement, Executive Leadership, Communications, Marketing, Supply Chain, and Corporate Philanthropy coupled with corresponding recommendations to influence the Consumer Lending Group’s decision making, goal setting, and the business unit’s approach to expanding the customer base, and developing internal and external products and services. Achieved structural reorganization by consolidating and streamlining the number of working councils, thus eliminating redundancy and simplifying efforts, determining the most effective, impactful work that optimized employee engagement, and aligned with and advanced the enterprise-wide strategy
After the 9-11 terrorist attacks, the company and the entire travel and hospitality industry experienced an extreme reduction in stay because both business and leisure travelers were gripped with fear, and chose not to travel due to the perceived unsafe environment. In response to this dire business setback, Kim Weaver and the Organizational Capability team developed the “Guide to Organization and Talent During Right Sizing”. This guide was used to assess the nature of work and human capital priorities within each line of business, and to equip the working teams that were assembled within each line of business and charged with streamlining daily priorities, reducing the budget, and enhancing management efficiencies. As a result of Kim’s developing the Organizational Development and Talent Management Toolkit and utilizing its content to educate and train the Senior Vice Presidents of Human Resources on how to use the tools to conduct organizational capability work,