We help leaders to Unitask to balance work, family, and self
Programs
Balancing Work, Family, and Self
Framing Questions for any executive:
- When someone asks for something, how do you automatically respond?
- Do you know what your default action is?
- As you look at how you make commitments, where are you stuck or frustrated?
Managing a professional’s time and resources’ is a common problem. The typical conscientious and ambitious person is always putting others first. They come in many forms: clients, family, friends, citizens, faith, and of course, customers. So, they are generally highly successful at work, but they are very stressed.
The implications of this stress are:
- We are not building future leaders.
- Leaders have no time to plan how to even use their time.
- Leadership challenges are made worse if the professional avoids conflict.
A solution:
There needs to be time to examine the very personal challenges in some depth. Demands for time and energy are constant in all professionals. Some are intense and legitimate, others trivial or unimportant.
The challenges come from Work, Family, and Self, not “work-life balance.” How much competition and how much conflict exists between those areas? To plan requires organizing into priorities.
- Needs must be related to the demands they make and the gifts they offer.
- The priorities must be organized around the professional’s goals and values.
Skilled and Competent Facilitation is required to create a new path that is sustained.
Only with quiet focused attention, reflection and concentration can a leader know the personal and values.
- To help leaders succeed in creating balance, we have refined our standard facilitated dialogue on work family and self. We offer:
- Workshops for executives
- Customized to their specific challenges and needs
- The Framework is successful, learned and refined for 50 years with over 1000 executives.
Executive Consultation
Tailored around the goals of the executive and the organization, this one-day program focuses on developing senior level executives. A consulting team, comprised of both a management consultant and a psychologist or psychiatrist, evaluates the executive’s strengths and weaknesses. Such information is synthesized with respect to the consultation goals. The consultant team then works with the executive to develop a specific plan to accomplish these goals. The Executive Consultation is confidential. Appropriate information is shared with the organization with the permission and request of the client.
Executive Development Consultation
A two day program for senior level managers and executives, serves to integrate the components of the Executive Consultation (first day) with an additional half-day of organizational feedback from the client’s boss, peers and subordinates (360-degree feedback). Because an objective, robust profile of the client is obtained before integrating the 360-degree feedback, the executive receives greater benefit from the feedback process. He/she is then able to work actively to integrate the feedback with their unique strengths and weaknesses to create a plan for additional development. As with the Executive Consultation, the work of the first day is confidential. However, the second half-day of feedback and analysis is appropriately shared jointly with the client and his or her supervisor.
Critical Strengths Assessment
Because high potential managers require support to develop into successful leaders, Morrison Associates developed this three-quarter day program to address their unique developmental needs. Such a process encompasses the underlying philosophy of the Executive Consultation while emphasizing the enhancement of skills required for advancement to senior management. During this assessment, consultants evaluate the strengths and weaknesses of this potential executive to create a developmental plan. A feedback session between the consultant, client, and supervisor is then held to create actionable steps to implement the changes required for continued development.
Pre-employment and On-boarding
A two-thirds day program was developed to address remaining questions of a hiring organization about their final candidates. Such an assessment is unique in that recommendations are made outlining the supports needed to facilitate the integration of the candidate into the organization and position rather than a suggestion as to which candidate to choose. A plan is generated aimed to expedite the integration of this new employee, thereby accelerating their ability to achieve strong business results.
On-going Development
Executive consultations can produce dramatic results within a short period of time. Nevertheless, some executives can best benefit from on-going support. Learning new behaviors or adapting to new roles, for example, may require extra guidance, reinforcement, and discussion. Morrison Associates provides ongoing leadership and management counseling as needed. On going assistance can be done over the phone, or in person as warranted.