OPAD CONSULTING
Optimizing Your Business Starts Here
“We listen to our clients to understand fully what they are working to accomplish, in both the short and long term, and help provide guidance on how to successfully achieve their goals.”
Since 1981, we have been honored to be entrusted with helping organizations assure their teams, boards, executives and culture are aligned to their Missions and Visions and are able to improve their success in meeting and exceeding their goals.
Our clients are 100% recommended by word-of-mouth, and we appreciate their trust in us. We are eager to assist organizations in creating and improving their environments to become the best workplaces.
01 | Organization Development
Our goal is to assist organizations in achieving their goals, surpassing them when possible. We can identify beneficial structures (functional, matrix, geographic, product line, or a combination) based on our successful track record with clients. Our experience spans various company sizes and industries. Throughout the years, we have helped companies during different economic phases, ensuring they are appropriately organized to meet short-term needs without compromising long-term plans.
By aligning needs with company mission and vision, we guide them in identifying their direction. Our methodology evaluates the organization's current structure and processes against mission and vision, closing gaps through proven practices. Consider time spent on creative tasks vs controllable results. Balance and adjustments lead to better resource allocation.
02 | Corporate Cultures
Our clients rely on us to identify and develop supportive behaviors within their organization for success.
We clarify values, provide examples, and implement programs to enhance the desired culture.
To foster open communication and respect within an organization's culture, we assist in developing rewarding programs, communication strategies, and ongoing processes. Our efforts have aided numerous organizations in earning recognition as top workplaces that prioritize their values.
When changing culture, we use trusted methods from leading Behavioral scientists. Action-oriented change management speeds up implementation. A professor advised, "People seek stability," guiding OPAD's work. Inclusion methods ensure successful planning and implementation.
03 | Team Building
To succeed, organizations must have a clear culture, well-designed structure, and talented teams working towards shared goals. OPAD's client values the right people in key roles with strong leadership for successful teams. We also highlight the need for effective processes in evaluation, development, succession, reward, and planning.
We are grateful to have worked with strong leaders to shape their teams and develop their people. By helping teams manage conflict, solve problems, make decisions, and take ownership, we have witnessed the transformation of groups into high-performing teams. This has brought us satisfaction through improved work environment and team performance.
04 | Executive Coaching
Organization structure, effective processes, matching culture, and individual contributions are crucial for success.
We assist executives in reaching their potential by evaluating strengths and areas for growth. Our work involves gathering job needs, evaluating strengths, gathering information, building strengths, developing areas, and collaborating with management and HR for progress evaluation.
Where specific skill needs are identified across a number of individuals we will recommend and/or provide training opportunities to meet those needs. For instance, we have found that there is often, particularly in technology based organizations, a need for technical presentation skills.
We have been able to successfully provide such training on large and small scale bases with remarkable success in improving those skills.
Working with managers and HR, we identify and address compartmentalized issues:
Developmental: those executives who are clearly have high potential within their organization and a few areas of strengths to capitalize on and one or two areas that could use development activities to improve their overall contributions
Re-hab: those executives who have clear indications of major talent that can be major elements of success for their organizations and, at the same time, have some major areas needing more intensive work to help change behaviors, increase skills, or eliminate issues. These engagements are usually requiring more time and work than the Developmental ones and so we urge the clients to evaluate the cost/reward aspects of such activities.
DNA issues: those executives who might be in the wrong jobs for their skills and behaviors, who might not have the intellectual or creative skills needed to meet the demands of the job, or who clearly just don’t fit the culture of the organization. In these cases we urge the clients not to undertake coaching activities.
For 30+ years, our consultants achieve client success by uniting teams, leaders, and company culture with their objectives. Let our impressive history and expertise maximize your organization's potential.