Organizational Interventions

Organizational Interventions: Making organizations better

Organizational Development (OD) focuses on business development and personnel enhancement. Dr. Robison uses proven assessment techniques and behavior change strategies to help for-profit and non-profit organizations improve efficiency, better manage personnel and enhance executive and leadership skills. Not only is investing in OD an investment in your employees, but the return on your investment is what can give you an edge the competition.

  • Dr. Robison provides customized business services and on-site staff training.
  • Fees are determined by the scope of the project.
  • Call (610) 247-6782 to arrange for a free consultation.

OD enables individuals/teams to attain and maintain peak performance amidst an ever-changing business landscape. Individuals are subject to cycles of change, growth and decline. OD provides solutions that manifest personal and professional excellence throughout these cycles. Dr. Robison provides a range of psychological assessment and consultation services. Assessments range from thorough one-on-one interviews and surveys measuring various intrapersonal and interpersonal dynamics, to more lengthy and complex assessments of leadership/managerial skills. Beyond assessment, she collaborates in the creation and implementation of organizational action plans. She offers executive coaching, on-site employee and management seminars, and crisis intervention services. Finally, OD helps to establish mentoring programs, facilitate team building and develop and monitor implementation of procedures for managing conflict or adjusting to change.

Executive Coaching
Executive Coaching includes the use of functional assessment and consultation services to aid personnel at all levels of management. It sharpens the individual’s focus and helps him/her gain an understanding of the forces that help drive us toward, and away from goal attainment. Included in executive coaching are interventions such as leadership development, managerial skills enhancement, succession planning and derailment prevention.

  • Leadership development begins with the assessment of current leadership competencies (e.g. capacity to adapt to change, resourcefulness, challenging and diffusing problem issues/employees, respect for self and others), continues with group dynamics training, and concludes with re-assessment and follow up to help personnel maintain the commitment to change. Leadership development also includes individual consultations to process and incorporate feedback, and the provision of remedial consultation when problems arise.
  • Managerial skills begins with an evaluation of information-processing, decision-making, and interpersonal skills. Dr. Robison assists leaders in targeting specific need and improvement areas, using their strengths to achieve their goals.
  • Succession planning assists senior executives to recognize and plan for the eventuality of passing on leadership. Dr. Robison can support the process of identifying and nurturing potential replacement candidates. Evaluating a candidate’s ability to learn and their willingness to take advantage of growth opportunities is a crucial step in identifying future leaders. A mentoring program teaches senior executives how to mentor potentials efficiently and effectively.
  • Derailment prevention is the process of aiding personnel who show potential, yet who also manifest behavioral stumbling blocks to promotion, to stay on the path of career advancement. OD evaluations identify issues that can lead to career stagnation (e.g. interpersonal relationship problems, failure to maintain broad organizational perspective, or failure to meet business goals). Coaching is then provided to assist the executive to remedy problems that may inhibit promotion.

Team Building, Conflict Resolution & Adapting to Change
Whether a workplace is small or large, mostly independent or mostly team-oriented; every organization has a need for these services at one time or another. Organizational shifts often create conflict within companies, and outside support is a valuable and efficient way of resolving issues and instilling teamwork. Dr. Robison can help manage an entire team, or smaller subdivisions within an organization. This can enable organizations to identify and remedy potential or actual sources of conflict, learn to manage the ever-changing workplace, and target and implement group charges. Dr. Robison guides managers toward developing increased frustration tolerance; and encourages open discussion of differences and sources of conflict. Teams are taught to establish functional rather than destructive subgroups to engage in problem solving and enhance solution-focused skills.

Personnel Selection & Growth Assessment
Selection of the right person for each position is key to an organization’s success and functionality. The success of a given executive goes beyond training and technical expertise. It also depends on personal characteristics and the ability to relate to others and adapt to the workplace culture. Dr. Robison uses industrial psychology assessment tools to supplement traditional selection practices and better identify an individual’s strengths and personality traits. Selection assessments can be completed pre-hire, or upon consideration for a promotion or lateral transfer. Growth assessments can be completed either at the end of probation or at identified increments throughout an employee’s term. Employees who are aware of their strengths and needs will not only be more motivated to perform well, but will also be matched more appropriately to the type of work desired in the organization.

Critical Incident Stress Management (CISM)
Catastrophic events can have horrifying effects on individuals, organizations and communities. Even in cases where we have forewarning (e.g. a flood or hurricane), resources such as time, personnel, or material may be insufficient to prevent damaging effects. These events often result in extraordinary pressures and acute stress responses. Although many organizations have a disaster plan in effect, many people are unaware that this is not sufficient for reducing the negative effects of these incidents. In an effort to educate the public on the need for additional intervention, Dr. Robison has become trained in Critical Incident Stress Management (CISM). CISM includes the voluntary meeting of personnel involved in, or impacted by a devastating event such as employee deaths, workplace violence, natural disasters, terrorist attacks, or organization restructuring. Dr. Robison assists personnel in reviewing the facts, expressing and exploring their reactions, and providing guidance on utilizing resources and effective coping strategies. Dr. Robison is prepared to respond immediately to the need for CISM, and can be on-site for multiple days, or in multiple locations if necessary. CISM sessions can be held in group or individual settings, can be provided telephonically for satellite offices, and can be modified to meet the unique needs of your workplace.

Employee & Management Referral
In the course of consulting there may be times when the personal problems of a manager impinge upon his or her successful performance. Personal issues can hamper improvements in performance. Dr. Robison provides solutions to help to resolve these issues, providing appropriate referrals to external qualified providers when necessary.

Lunch Time Workshops
Encouraging employee wellness is not only indicative of good leadership, but is also a good investment. Dr. Robison provides on-site “lunch time” Workshops that can benefit both employees and managers. These workshops can be 30 or 60 minutes in length, can be delivered in varying locations and at during varying shifts, and can be customized to meet the current climate of the workplace. Topics such as managing change, time management, establishing a work-life balance, and communicating effectively are just some examples of the many workshops that are designed and delivered to organizations in an effort to establish a caring and compassionate workplace, to give employees an opportunity to reduce stress and increase productivity and efficiency, and support managers in leading their teams.

Employee Assistance Programs
Although many smaller organizations would like to provide employee assistance programming (EAP), they often do not have the resources or finances to purchase an established package by a large managed care company. In addition, although the EAP has been in existence for over 50 years, they are widely underutilized and often employees are unaware that they even exist. Dr. Robison can provide EAP services to smaller organizations, or organizations that are interested in providing targeted services that may not warrant purchasing a large EAP package from a managed care organization. Dr. Robison can provide an overview of available EAP services and design a package that fits the needs, and budget of your business.