Directing Assessments and Strategy Design: Case Studies
Assessment Measuring Attitudes and Opinions
“Dr. Tolbert is the co-author of the “Discovering Diversity Profile,” which assesses individual opinions and feelings toward workforce diversity. The Profile was the most successful new release instrument that we offer. It has been second highest in sales for three consecutive years.” Director, Product Development, Inscape Publishing (currently Wiley)
Challenge: Inscape Publishing wanted to fill a need in the marketplace for measuring individuals’ attitudes/opinions on workforce diversity.
Goal: To create a top-selling diversity profile
Solution: After three years of development, the Discovering Diversity Profile was released into the marketplace as a highly valid and reliable tool. The profile, marketed by Inscape Publishing, measures four dimensions of diversity: Knowledge, Understanding, Acceptance, and Behavior. The tool is designed to be a springboard for diversity dialogue and skill development.
Dr. Tolbert conducts Train-the-Trainer workshops at International Inscape Publishing Conferences on the use of this instrument and instrumented learning.
“ECCO provides regular, ongoing consultation and training in implementation of our diversity education initiative. They have been instrumental in the success of several divisions throughout our organization by customizing and facilitating education and training offerings through different modalities.” Davina Mosher, Manager, Diversity Learning
Challenge: As its global workforce became more diversified, 3M recognized the importance of educating management and employees on workforce diversity issues.
Goal: To increase diverse team productivity.Solution:
- Provide regular, ongoing consultation and training in implementation of 5-phase diversity education initiative, including consultant team meetings, input to design, and facilitator for over 1700 participants to date.
- Design, develop, and facilitate 8 modules for the Iceberg series for diversity education.
- Customize and facilitate diversity education and training offerings to several divisions throughout the organization.
“[ECCO International] has worked not only with our high potential managers and our field management population, but was also effective in establishing rapport and gaining commitment from our senior executives translated effectively into an action-oriented style that connects with her audiences and motivates action and behavior changes. ” Alan Perry, Vice President, Human Resources
Challenge: As a telecommunications firm with five new corporate imperatives Norstan needed to begin to develop multicultural competency throughout the organization.
Goal: To set a standard for multicultural competence in all of Norstan management.
- We began by developing and educating a diversity council of high level senior managers and executives who formed a core group to lay a foundation for Norstan’s diversity strategy.
- Facilitate an executive session for the CEO and top executives on the business reasons for diversity and how multiculturalism can move Norstan forward.
- Craft a customized business case with strategic plan and recommended actions for further development.
- Design, develop and facilitate an intensive 2-day experience for all managers nationwide. This education experience focused on developing multicultural communication skills through instrumented learning, custom case studies, video ethnography, and an accountability plan that is written into the performance appraisal system.
“We consider ECCO a true Best Buy partner versus being a traditional outsourced consulting firm. We invite them to participate in our training teams and include them in our decision-making about our future direction and how to accomplish specific, strategic goals. ECCO understands the culture, vision, and mission of our company so we greatly benefit by involving them in our planning processes. ECCO has become a ‘first call’ resource for our training initiatives.” Best Buy, Director, Retail Development and Training
Challenge: With recent corporate changes, Best Buy needed to conduct a thorough training needs assessment to better design solutions for both retail and service centers. A critical precursor was to define and validate each part of the job.
Goal: To conduct a retail job task analysis and training needs assessment that would drive education and training efforts.
- Job Task Analysis/Training Needs Assessment (JTA/TNA), Retail Store and Service Center Leadership/Management Program.
- The JTA/TNA was conducted to develop a solid foundation for identifying specific training needs for each identified retail store and service center employee position. The deliverables included: Report of Findings identifying differences and deviations from identified competencies and Standard Operating Procedures (SOP) Undocumented Best Practices External Factors (culture, mission and strategy, process, regulations, etc.) that affect people’s performance.
- Training Grids that identify the training each retail store and service center major job role function needs to be successful Measurement of training effectiveness (based on Kirkpatrick’s Four Levels of Evaluation) to be included in each design document for each separate course.
- Training resources necessary from a corporate perspective to effectively deliver and exceed retail store and service center training demands.
- Updated job descriptions for each position within the retail store (47 positions) and service center (18 positions) structure (general manager through front-line employees).
Challenge: A medical educating and training department for a company that develops and markets advanced medical devices for minimally invasive and open surgical procedures needed to partner more strategically with field marketing and end users.
Goal: To improve efficiency and performance in delivering education solutions
- To create a new approach to learning organization-wide
- To become recognized as a premier learning organization in the medical device industry
- In partnering with BI, a 3-phase Learning Strategy Analysis was implemented:
- Phase I: Pre-work. Purpose to establish a foundation of what is currently being done and to validate objectives, vision and branding.
- Phase II: 3-day Strategy Meeting with key stakeholders (inputs include: performance objectives, target audience, curriculum analysis, content gap analysis, technical analysis, learning culture, and reward and recognition analysis.)
- Phase III: Report and Validate Outcomes with a plan for fulfilling their mission to create a new approach to learning. The strategy encompasses new efforts and key actions that are to be implemented in critical areas of content, measurement, internal/external communications, rewards/recognition and technology.
Challenge: Faced with the global launch of a new hotel front management system, management needed to join together to create a seamless process. One day of downtime equated to thousands of dollars in lost revenue.
Goal: To conduct a strategic planning session and create defined deliverables for a new initiative.
- Designed and delivered strategic planning session for CHW Radisson management to roll-out and manage new hotel front desk management system.
- Designed and developed training sessions (leader guide, participant materials and visual support) for staff and trainers to use when delivering to Radisson properties.
- Designed and developed change management strategy to implement in properties to minimize disruption and capitalize on system transition (communication strategy, launch “session in a box,” video training materials, etc.).
Contact ECCO International for Free Initial Consultation
For more information regarding assessments, strategic planning or a free initial consultation, please either call us at (651) 636-0838 or contact us via email. We look forward to working with you.