W8D2 Granth

Desmond - Week 7 Discussion - Executive Summary/PowerPoint 

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The Green Organization Executive Leadership Consulting Summary

Accomplished Outcomes

After assessing the week’s requirements, it was evident that there is a strong connection between training and development and consultancy operations. Engagement with the Green Organization Executive Leadership organization offers a reliable method of enhancing productive outcomes. There is a strong possibility of determining what the EL requires after performing consultation and acquiring valid data. The 12-month period for consultation offered an in-depth data collection procedure which collaborated with all organizational development procedures. Improvement of organizational outcomes would facilitate reliable activities after generating productive organizational environment. At any moment that consultation activities generate knowledge access, it is possible to facilitate actionable outcomes for maximum productivity.  

 

Collaboration with the Executive Leadership team provided effective knowledge concerning the productive attainment of knowledge in the entire organization environment. After promoting access to different employee issues, it was possible to find out productive methods for data collection and using it to solve any challenging issues. Analysis of productive outcomes in the entire training development process offered dependable method of facilitating changes that the training program required (Rodriguez & Walters, 2017). Application of frequent consultation services twice per week offered a reliable understanding on how to generate reliable employee training. The consultation team selected a person conversant with training development processes and it was easy to generate service developments in the entire organizational department.  

 

Assessment Tools Used

These were a core competency assessment and benchmarking processes that facilitate in-depth research and development. Using the competency assessment process offered a reliable technique of generating productive outcomes for employees’ activities (Cerruti et al., 2019). In all these ways, there was reliability when determining which training technique would offer positive outcomes. Using the benchmarking technique allowed knowledge improvement in relation to the organizational development practices. In all these ways, there was a productive outcome after all tools got used to determine robust activities. The consulting team was able to integrate its vast expertise in handling required developmental activities. In this way, constant improvement in the expertise of the entire organization was possible and created a reliable leadership cohesion procedure.

 

Assessment Tools Effectiveness

There is high standard development in organizational expertise due to reliability when handling training needs. Using diverse tools has a strong possibility to generate performance enhancement after creating training directions based on the organizational requirements. Both techniques mentioned above promote robust outcomes due to availability of the identification of data related to employees’ activities. In all these ways, there was a dependable method of recording previous problems and their valid improvements. Improvement of mentoring activities promote valid action development actions after promoting accessibility to expertise that all employees possessed before.

 

Feedback and Recommendations

The process of collecting feedback can generate a reliable organizational environment without impacting negatively on employees’ behaviors. After implementing changes, feedback collection would involve assessment of the work environment to determine how the employees collaborated with training processes (Gnepp et al., 2020). It would be possible to facilitate cohesive analysis of productive work actions that create better behaviors. In this way, there would be robust behaviors among all employees who receive the training.

 

References

Cerruti, C., Tavoletti, E., & Grieco, C. (2019). "Management consulting: a review of fifty years of scholarly research," Management Research Review, Emerald Group Publishing, 42(8), pages 902-925. https://ideas.repec.org/a/eme/mrrpps/mrr-03-2018-0100.html

 

Gnepp, J., Klayman, J., Williamson, I. O., & Barlas, S. (2020). The future of feedback: Motivating performance improvement through future-focused feedback. PloS one, 15(6), e0234444. https://doi.org/10.1371/journal.pone.0234444

 

Rodriguez, J. & Walters, K. (2017). The Importance of Training and Development in Employee Performance and Evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), 2016-212. http://wwjmrd.com/upload/1509114292.pdf

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