Jim Jose - Strategies for Effective Organizations

Organizational effectiveness, change management process strategy, organizational assessment of leadership style, organizational culture assessment, change management, leadership development plan, transition and culture change management, business ethics

Transitioning to New Leadership in the Hospitality Industry
“Jim Jose led us on a journey that provided our company with a strategic direction for the future. His ability and no-nonsense style through this process made the entire executive team come together and produce results that far exceeded our expectations. I was thrilled with the results that came from three days of intensive strategic planning with Jim.”
Chief Executive Officer
Situation
	A newly appointed CEO of a hospitality company recently reorganized the executive group to include about 75% of members who were new to the company. The company has five locations scattered from the east to the west coast.
	The CEO determined a new direction was necessary for the company to effectively compete within the industry. In addition, she believed it was critical for the new leadership group to come together to develop a common approach to the new direction and begin developing the rudiments of a team in the process.
	The recently appointed 16-person executive group had not yet met face-to-face. The new executive group was eager to get on with a new direction and to begin functioning as a cohesive unit, even though members were geographically challenged.
	There was little or no sentiment among carry-over participants for continuing to operate as they had in the past.
Need Identification and Agreement
Jim Jose was contacted by the CEO who had learned of Jim’s expertise in leadership and team development and strategic planning through the Society for Human Resource Management (SHRM). In Jim’s meeting with the CEO and Human Resources Director, it was decided that the executive group needed to come together in an intensive three-day session to work on strategic planning and leadership and team development.
The Strategy The following strategy was developed by Jim in consultation with the CEO:
	A strategic plan would be developed, including:
		A re-defined Mission and Vision
		Identification of core values
		Articulation of business strategies for the ensuing three-year period
		Company-wide and executive group operating norms
		Individual executive goals and accountabilities.
	A leadership and company-wide transition process must be acknowledged, defined and embraced, including:
		Identification of organizational culture norms, both current and desired
		Identification and development of plans to resolve outstanding issues and concerns
		Establishment of leadership priorities for the next eighteen months.
	A team-based leadership process was required for the executive group, including enhanced understanding of individual leader preferences for gathering information, making decisions and communicating with peers in the work environment.
The Solution
	A three-day event was held that included all members of the executive group as full, on-site participants.
	The CEO insisted on being considered a co-participant with all other executives and that Jim should lead the process. Jim agreed with the understanding that the CEO would be an active participant, but would withhold her comments until the end of each discussion session so as not to inhibit the others from full participation. This arrangement was readily understood and accepted by the group.
	Behavioral norms were developed by the group for the work session, an agenda was agreed to and the necessary support systems were put in place.
	Individual assessment instruments were used to determine leadership styles and preferences.
	Group dynamics exercises determined the potential for teamwork development.
	Small group brainstorming and problem-solving processes facilitated the development of business strategies.
Time and Cost Initial assessment and foundation work:
Time:	Three days on site, two days of preparation and follow up.
Project Cost: $ 12,500
Results According to Jim One of the most intensive leadership and team development and strategic planning sessions Jim has ever led resulted in the following:
	A strategic direction was defined, including revised Mission and Vision, Core Values, Business Strategies, executive group and company-wide operating norms, individual executive goals and accountabilities;
	An untested executive group became determined to operate in a team-based environment characterized by a commitment to invest in each other’s effectiveness and success;
	Mutual understanding of leadership and management styles, strengths and opportunities for growth and change, including the CEO.
In the Client's Words
	“Solid action plans and strategic direction for the future are in place.”
	“Leadership team developed strong bonds of mutual acknowledgement and support.”
	“Executive team came together and produced results that far exceeded our expectations.”