Our Capabilities

Does Your Company Need An Organization Development Program? (pdf)
Service Portfolios

A. Description of Services

1. Consultation Services:

CLSI believes that its consultation services comprise the basis of its management, organization, and business improvement practice. Our highly experienced consultants have a wide range of academic accomplishments at the graduate level as well as extensive experience acquired from a variety of work environments and fields of business endeavor. Our diverse backgrounds in the applied behavioral sciences, the helping professions, computer sciences, engineering and management, enable us to form strong teams that partner with our clients to meet their needs for change.

Service Portfolio:
Measuring Corporate Performance
Executive and Management Coaching
Interface Management
Leading Transformational Change
Applied Strategic Planning
Acquisition/Merger Integration
Building Global Leadership teams
Process Consultation
Executive Consultation
Leadership Development Organization DesignDeveloping Self-Managing & Self-Designing Teams
Brokering Strategic Partnerships Between Key Stakeholders
Just-In-Time Training and Development
Managing Organizational Conflict and Diversity
Clarifying Organizational Vision and Mission
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2. Facilitation Services:

As a result of our training and years of experience in the field, CLSI knows the utility of providing its clients objective facilitation as they navigate their way towards higher individual and organizational performance. Our professionally trained facilitators hold advanced degrees in the applied behavioral sciences. They have successful experiences in facilitating change with people at all levels in the organizational hierarchy.

The primary focus of our facilitation is on the task the organization must perform. We facilitate a client focus on task content, task process, and task structure to bring about the desired organizational results.

Service Portfolio:
Brokering change
Using structured and unstructured problem solving
Managing and resolving disputes
The constructive use of disagreements
Decision Support
Consensus Building
Shared Visioning
Problem Diagnosis Defining agenda
Process Analysis and feedback
Team Building and Strategic Planning
Participative organizational Design
Coaching and Leadership Development
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3. Survey Services:

CLSI Surveys can be an integral part of our client's assessment phase of their organizational improvement project. We help our clients to design and implement fact-finding processes that empower them to use the data for bringing about organizational change and improvement. Our Ph.D. and Masters level behavioral scientist have extensive experience in organizational and action research that involves the people who must use the results in the analysis and interpretation.

Service Portfolio:
Utilization Focused Evaluations Empowerment Evaluations
Customer Delight Surveys
Managing Employee Performance/Careers
Employee Delight Surveys
Auditing Organizational Cultural
Managing Performance
360 Feedback programs
Action Research
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4. Training Services:

CLSI Training Services are uniquely designed to assist our clients with the integration of their organization development and employee development initiatives. We offer off the shelf and just in time training that is well suited for meeting the needs of the adult learner. Our firm's highly skilled professional staff members bring a unique combination of teaching and consulting experiences in the university, government, as well as in industry with scientist/engineer management populations. We have an appreciation of the needs of the adult learner who wants to understand management and organizational theory and its practical applications.

Technical Approach:

CLSI training is designed to use a variety of instructional techniques that include lectures and classroom demonstrations, experiential learning exercises designed and developed by experienced training consultants. Our consultants have extensive experience in delivering training in a variety of organizational settings. Each training course features participant handouts, instructor slides, and participant materials for each course.

CLSI Trainers partner with client subject matter experts to produce training that is on target for meeting the needs of the participants and the organization. The model calls for the analysis of client need, design/development, implementation, and evaluation stages during the development of custom designed training. The following courses are selected for meeting the needs of agencies of the federal government.

Service Portfolio:
Senior Executive Team Development and Strategic Planning
Senior Management Level Team Development Work Conference
Strategic Operational Planning Workshops For Managers and Supervisors
Training for Customer and End User Delight Teams
Training for Employee Delight Teams
Managing Organizational Interfaces/Conflict Workshop for Top Managers
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Senior Executive Team Development and Strategic Planning:

Our approach to strategic planning is to integrate it with a Team Building intervention. Our experience has been that team building can be used with new executive teams because the major challenge for the new team is to clarify goals and roles so that lack of mutual understanding does not create a barrier to the accomplishment of the task at hand. Strategic Planning is not a document or an event it is a process.

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Senior Management Level Team Development Work Conference:

When Senior Executives begin the process of formulating a vision of the Desired State; it is imperative that they expand the leadership team to include other executives at the senior management level. Sharing the vision is extremely significant to the success of their organization development effort.

The Development Conference above and the Operational Planning Workshops below are most beneficial when delivered together.

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Strategic Operational Planning Workshops For Managers and Supervisors:

Strategic Operational Planning is a tried and tested method through which the key leadership in an organization learns how to operationalize the strategic vision, mission, and goals of their organization at all levels. Delivered on a quarterly basis, this second level to an organization's strategic direction setting process is a twenty-first century approach to ensuring that strategic objectives are shared, translated into operational objectives, measured by clear performance management objectives, and implemented by each and every member of your organization.

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Training for Customer and End User Delight Teams:

Self-managing work teams offer an opportunity for an organization to increase its productivity, the quality of its services and the delight of its customers. This seminar lays the framework for the installation of self-managing work teams that must have the capacity for managing their own performance. It trains teams of employees to gather data for identifying patterns that indicate how their customers and end users shape reactions and perceptions about levels of delight in the unit's products and/or services. The results are used to establish objectives for improvement and delighting customers.

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Training for Employee Delight Teams:

Employee satisfaction is significant to the performance of an employee. Recent court decisions place great responsibility on organizations to ensure a respectful workplace environment. This high content action oriented workshop, trains employee teams in research methods for increasing the delight of employees. It trains teams of employees to gather data for identifying patterns that indicate how employees shape reactions and perceptions about their levels of delight in organization controlled satisfiers.

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Managing Organizational Interfaces /Conflict Workshop for Top Managers:

Does your organization need a strategy for managing its interfaces with its key partners and stakeholders? If your organization can benefit from process quality management improvements at the interface among key stakeholders and contributors to its products/services, you will be interested in our Managing Conflict at Organizational Interfaces Program. Clifton L. Smith, Inc. has pioneered in a unique approach designed specifically for organizations that must satisfy their internal and external customers through improving the quality of the products and services they provide in value-added interchanges at the organizational interface.

Featuring a Conflict Diagnosis Phase, a 3 day Kick-off Phase, and a 2 day Follow-up Performance Management Interval Design for a total of five (5) training days. Minimum 20 participants

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5. Program Integration And Project Management Services:

Our services are designed to organize and integrate management and business improvement programs and projects:
Internal Federal agencies
Acquisition Integration In A Twenty-First Century Business
Brokering systematic linkage at the organizational interface between multiple suppliers Monitoring and evaluating multiple projects
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6. Alternative Dispute Resolution (ADR):

CLSI has pioneered in the use of an approach that combines leading edge conflict management theory, research, and practice. Through this linkage, we are able to facilitate an appreciation among key stakeholders and business partners for the need to view conflict and its management in organizational settings as an integral part of a manager's responsibility. We also argue that the organization's rewards and recognition systems must be aligned with the principle that conflicts managed and disputes avoided are of significant value to an organization.

Service Portfolio:
Interpersonal Level Conflict In Organizations
Third Party Consultation:
De-escalate the conflict, share work relationship concerns, clarify issues related to the dispute and establish mutual objectives for change

Managing Conflict at Organizational Interfaces
Conflict Analysis/Diagnosis
Structured Interaction:
Technology Transfer:
Joint problem solving, consensus building, conflict management, negotiated rule making, early neutral evaluation, mediation, partnering, consensus building and neutral experts

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B. CLSI Labor Category Definitions: Experience, Functional Responsibility, And Education

Project Executive:
Minimum/Experience: 20 years combined experience in teaching adults, management and organization development consulting, and in leading Management Organization and Business Improvement Programs

Functional Responsibility: Provides managerial and discipline/technical support for the work activities of individual contributors and teams of professionals in the delivery of services in client settings.

Minimum Education: Ph.D. in one of the Helping Professions, the Behavioral Sciences, or a related field.
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Team Leader/Facilitator:
Minimum/Experience: 15 years combined experience as a senior professional and adult educator in management and organization development program efforts.

Functional Responsibility: Provide discipline/technical leadership and facilitation for teams comprised of internal and external agents of change.

Minimum Education: Ph.D. or a terminal degree in one of the behavioral sciences, or a related field
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Team Members
Minimum/Experience: 5 years experience

Functional Responsibility: Performs work assignments as an individual contributor on teams comprised of internal and external management and organization development resources.

Minimum Education: Bachelors degree in the behavioral sciences or some related field.
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Clerical Support
Minimum/Experience: 2 years experience

Functional Responsibility: Performs general administrative and clerical duties in support of CLSI management and organization development programs

Minimum Education: High School diploma or GED.
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Project Consultants
Minimum/Experience: 10 years experience

Functional Responsibility: Provides expert advice in areas related to a specific discipline that is supportive of a client's improvement effort.

Minimum Education: Bachelors degree in business or a related field.
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Project Analyst
Minimum/Experience: 10 years experience

Functional Responsibility: Performs analyses and/or design/development of selected aspects of a clients management and organization development program

Minimum Education: Bachelors degree in business or a related field
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Sr. Facilitator Organization Development
Minimum/Experience: 15 years combined experience as a senior professional and adult educator in management and organization development program efforts.

Functional Responsibility: Delivers facilitation and related decision support services to clients involved in collaborative projects working groups, or self-directed teams. May also deliver services supporting a client's Alternative Dispute Resolution and Conflict Management programs.

Minimum Education: Ph.D. or a terminal degree in one of the behavioral sciences, or a related field
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Sr. Facilitator Process Improvement
Minimum/Experience: 15 years combined experience as a senior professional and adult educator in management and organization development program efforts.

Functional Responsibility: Delivers analyses and skilled intervention into the business and organizational processes of a client organization to support the implement process improvements

Minimum Education: Ph.D. or a terminal degree in one of the behavioral sciences, or a related field
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Process Team Member
Minimum/Experience: 5 years experience

Functional Responsibility: Performs work assignments as an individual contributor on process improvement teams comprised of internal and external management and organization development resources.

Minimum Education: Bachelors degree in a technical, business, education, or related field.
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Process Consultants
Minimum/Experience: 5 years experience

Functional Responsibility: Provides process observation and analyses that is supportive of a client process improvement effort.

Minimum Education: Bachelors degree in business or a related field.
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Sr. Consultant Research Evaluation
Minimum/Experience: 15 years experience in providing expert consultation, assistance and deliverables related to all aspects of qualitative and quantitative organizational research methodology.

Functional Responsibility: Delivers expert consultation, assistance, and deliverables associated with a client's management and organizational improvement efforts. May manage the organizational research activities of teams comprised of internal and external organizational resources.

Minimum Education: Ph.D. in the applied Behavioral Sciences or a related field.
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Facilitator Action Research
Minimum/Experience: 10 years experience providing expert consultation, assistance and deliverables related to all aspects of qualitative and quantitative organizational research methodology.

Functional Responsibility: Provide discipline/technical leadership and facilitation for action research teams comprised of internal and external agents of change.

Minimum Education: Ph.D. or a terminal degree in one of the behavioral sciences, or a related field
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Presentation Design Specialist
Minimum/Experience: 5 years experience

Functional Responsibility: Prepares participant handouts, manuals, charts, graphs on screen presentations and other illustrations in support of service delivery to CLSI clients.

Minimum Education: Associate Arts degree or equivalent work experience.












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