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I M P A C T
Consulting Group, Inc. Joel M. Rothaizer, Ph.D. Sandra L. Hill, M.A. Our Services
Go to Organizational Consulting Services The Integration of the External and Internal Contexts Performance Management Systems Education/Affiliations/Certification
Building sustainable organizational and individual capability while addressing issues of immediate concern
"I would not give a fig for the simplicity this side of complexity, but I would give my right arm for the simplicity on the other side of complexity" – Oliver Wendell Holmes
“Simplicity is the ultimate sophistication” – Leonardo Da Vinci
Partial list of Fortune 50 and other Clients: AT&T Bell Laboratories, Lucent Technologies, General Electric, Cisco Systems, IBM, Skidmore Owings and Merrill, ADP, Mellon, Hagemeyer, World Bank, StorageTek, DoubleClick, Los Alamos National Labs, PeopleSoft, Sanofi-Aventis, Ferrellgas, NeXstar Pharmaceuticals, SHL, Paradyne, STV, Proligo, Nature Conservancy.
As organizational consultants, executive coaches and trainers we work with simple truths, consistently applied ©. We assist our clients in identifying the highest leverage strategies and actions that result in optimal performance, producing both immediate and long-term results that are energizing, sustainable and consistent with what is most important to them. Consistently delivering on our commitments to our clients has resulted in high levels of trust and long-term relationships with a wide variety of organizations. These include Fortune 50 and start-up, national and international companies. “Unique and elegant solutions to seemingly complex problems” © We offer a full range of services including organizational development, management consulting, executive coaching, leadership development, facilitation of high performance teams and training, What differentiates our work are the unique competencies and perspectives we bring to all of our services, regardless of the level of engagement. Our effectiveness results from the integration of what we call the external and internal contexts, as explained below. All Organizations Operate and Are Nested Within Many External Contexts These include some that are outside the immediate influence of the organization, such as the specific industry, geographical location, and economic climate. It also includes the immediate external context, often called the organizational culture. Contextual Thinking Effective leaders must understand the power of the external context(s) in order to understand why organizations operate as they do, why people behave as they do, and how to most effectively influence performance and behavior. This is often called “systemic thinking” but we found that term has become muddied. Most leaders and consultants claim to think systemically, yet many do not adequately understand or apply the power of the context. This is a vital leadership competency addressed by our programs. The Fundamental Attribution Error The power of the external context is reflected in the Fundamental Attribution Error (FAE), a term coined by Lee Ross in 1977. This well-researched social psychology principle states that when a person acts in a particular way, most people tend to associate that with internal factors, with qualities and traits that are stable for that individual. So, we say that someone is an honest person, or an angry person, or a kind person, or a manipulative person. The research, however, says that situational factors (the external context) play a far greater role in explaining individual behavior than do individual personality dynamics. Thus, people are honest, angry, kind or manipulative in some external contexts and not in others. The FAE can be extended to groups of people as well (organizations, teams, etc.) We tend to give too much “credit” to interpersonal dynamics for why they’re acting or performing as they are, and not enough “credit” to the power of the external context in which they’re embedded. The Cost of Non-Systemic Thinking Most people in organizations (as well as many trainers, coaches and consultants) think in terms of serial individual interactions making up what takes place in an organization. This leads them to focus on improving individual interactions, rather than understanding the context that drives these interactions, for better or for worse. When the context reinforces something contrary to constructive individual interactions, they end up futilely addressing energy-sapping symptoms rather than constructively addressing root causes. For example, if one member of a team is consistently expressing irritation and frustration, or is seen as impeding the team’s functioning, the most fertile investigation is generally not into that individual’s personality, but rather into such questions as clarity of roles and goals, whether there are sufficient resources to do a quality job, accountability, explicit and implicit values, formal and informal reward systems, etc. Leaders with contextual understanding know that you cannot predict how individuals will respond until the external context has been aligned with what is most important, and they therefore place their primary attention at that level. Our Approach We provide customized support for increasing our client’s understanding of the external context, knowing what to consider about the broader one surrounding the organization, as well as how to address the immediate context (organizational culture) to most effectively facilitate sustainable high performance. Focusing on root causes rather than energy-sapping symptoms produces dramatic positive change in employee engagement, customer satisfaction, and overall organizational performance.
While each of us exists within an external context, we also have within us an internal context that represents our development as a human being. People at higher levels of development: ¨ Are led more by internal values and deep wisdom than by external events and influences ¨ Have more effective interpersonal relationships, honoring and respectful of others ¨ Exhibit more freedom to respond appropriately to diverse situations ¨ As managers/leaders, have increased ability to bring about the best in their direct reports, and to foster collaboration and effective teamwork ¨ Have more awareness of their governing variables (assumptions, beliefs, mental models, etc.), understand their influence, and are open to shifting them ¨ Live in and for a life that is much larger than the personal, rather than living a life that revolves around “me and my needs” ¨ Become consistent expressions of higher human qualities (true compassion, kindness, etc.) The Corollary to the Fundamental Attribution Error While the power of the external context was reflected in the Fundamental Attribution Error (FAE), the FAE Corollary reflects the importance of developing the internal context. The FAE shows the power of the external context over behavior. However, this becomes less and less true with a high developed internal context. With higher development behavior becomes more consistent with deepest values and meaning, and thus stable across different situations, rather than being primarily impacted by the external context. That is, more integrated human beings have more freedom of expression, and their behavior is therefore more consistently congruent with their inner wisdom. Our Approach We provide customized support for increasing the depth and clarity of our clients’ internal context in a variety of ways, including use of the Enneagram (see below) and executive coaching. This allows them as leaders to rise above the constraints of their current external context and become effective change agents in most effectively guiding the organization forward. This enables them to be transformative designers of a new future rather than being trapped in what has come before.
The Integration of the External and Internal Contexts
It is by focusing on both the external and the internal contexts that we’re able to assist organizations, teams and individuals in creating sustainable change and transformation
Leadership Development: The External Context From the perspective of the external context, organizations need to design an overall leadership development strategy, and then integrate it into all aspects of their organizational culture. It is common for many companies to promote or hire individuals for leadership positions while providing little guidance on how to lead. Companies that do provide leadership development are left with the dilemma of deciding which of the many competency models to adopt. Our experience tells us that leaders must be visionary while promoting execution. They must also be prepared to take a strong stand when appropriate while also ensuring that all employees have the opportunity to make a difference. We have found a model that reflects what we see as the essential elements of leadership. Versatile Leadership (Kaplan & Kaiser) is the ability to respond effectively to a wide variety of conditions by having a wide range of possible responses, as well as the wisdom to know how and when to apply them. The model focuses on two specific dualities that account for most of what it takes to be an effective leader. The first polarity is Operational Leadership (driving execution, meeting short-term goals, aligning resources) vs. Strategic Leadership (setting direction, being visionary, big picture and long-term focus). The other polarity is Forceful Leadership (taking a tough stand, holding others accountable, taking charge) vs. Enabling Leadership (delegating, empowering, collaborating, helping people feel valued). The power of this model, coupled with its elegant simplicity, makes it an ideal choice for integrating into the organizational culture. Leadership Development: The Internal Context This model is also one of the very few that measures over-doing as well as under-doing, and that presents leadership competencies as paired complements. Most leaders are imbalanced on these key dualities (too much of one, not enough of the other). Even more important, they are out of touch with the direction of these imbalances, and thus greatly benefit from a 360 degree feedback tool based on this model. Productively addressing imbalances requires attention to the internal context, including beliefs and assumptions that drive leadership behavior.
We have found that the leadership qualities
that facilitate high performance are the same qualities that allow leaders to be
aligned with their deepest values. With higher development of their internal
context, leaders are more inner- At lower levels of development leaders will make smaller picture decisions, driven by a combination of the external context and their self-oriented wants and needs, rather than being driven by what’s right for the organization from a larger perspective and aligned with their deepest values and wisdom. Our Approach We provide customized support for developing versatile leaders through a combination of 360 degree assessment, coaching, training and integration into the organizational culture through the performance management system. We add focused training in contextual thinking, a vital yet often overlooked competency. Attention to both the external and inner context allows leaders to be role models and catalysts for the sustainable success of their organization as well as those who report to them. While we’re excited at the power and simplicity of Leadership Versatility, we’re open to using other models as well.
Our Approach We provide customized support for assisting individual leaders in being more successful on inner and outer levels. We support them in developing authentic styles that are both energizing and effective because they are aligned with their innermost values. Our integrative approach assists them in understanding the power of the external context while developing their own inner context. We’re expert at assisting them in enhancing relationships with key stakeholders. We often incorporate the Enneagram as well as other models below.
Training Our Approach We provide customized support for enhancing skills in a wide range of areas including communication, coaching, customer service, conflict management, and effective meetings. The unique aspect of our approach is that, even within training, we integrate aspects of the external and internal contexts to promote more sustainable results.
Some of Our Tools
We have found the Enneagram to be the strongest and most effective approach to promoting self-understanding, along with appreciating and respecting the diverse perspectives of others. It powerfully illuminates core filters, beliefs, and lenses of perception, and provides a crystal-clear path of development. We provide customized support for using this tool to improve overall organizational effectiveness, including enhanced teamwork and more versatile leaders. Each organization has an Enneagram type, as does each individual. For the organization, understanding its type plays a powerful role in developing the immediate external context (organizational culture). For the individual, it’s the most powerful model we know for developing the internal context. We have spent many years developing mastery in working with the Enneagram. Rather than putting people into “boxes,” we use the Enneagram to assist organizations and individuals in having the freedom to make effective choices rather than patterned ones, surfacing right action rather than responding from limiting perspectives. Trainings with typology systems often stop at the level of awareness. We have added unique components to our training program that foster sustained behavioral transformation.
A recent survey of 1600 employees revealed that 89% said they experienced significant conflict in the workplace. Of that 89%, 99% thought it was the other person's fault....! (Washington Post, May 16, 2004). Leaders know that blame, victim, and unnecessary conflict drain resources and limit performance. But how do you reduce those tendencies and effect alignment in producing results? The model of 100% Responsibility was first developed in the 1980’s, and for over ten years we have been continually refining our proprietary version that facilitates a culture of healthy individual and collective ownership of results. It is a remarkably powerful foundation for organizational effectiveness that combines the attitude of healthy ownership with the competency of contextual thinking.
Emotional Intelligence Research increasingly shows that self-awareness and self-management are necessary foundations for building and maintaining successful relationships, as well as high performance organizations and teams. Our training models take this into account.
Performance Management Systems None of the above will be truly effective without reinforcement from a well-developed formal and informal reward system. However, most organizations still see performance evaluation as a necessary evil, something to which virtually no one looks forward. It is well documented, in fact, that most performance evaluations actually de-motivate and/or hinder performance. We assist organizations in creating well-designed performance management systems that enable them to perform at consistently higher levels. A key success factors is the joint ownership for success between employee, manager, and organization.
Action Learning, Action Planning, Evaluation, Feedback Loops, Follow Up So many workshops, trainings, or even organizational interventions end up as isolated events that have little if any lasting impact. Our commitment is to sustainable results, and we use all the above to help ensure that.
Who we are: Sandra L. Hill, M.A. and Joel M. Rothaizer, Ph.D.
We have assisted thousands of leaders and their direct reports in enhancing organizational capabilities. We each have extensive training and over 30 years experience in understanding the functioning of both organizations and the people within them. With offices in the United States and Canada, our focus is on organizational/team development, executive coaching and leadership training. We facilitate leaders developing versatile leadership styles that are successful, authentic, and energizing. We assist organizations in creating results-oriented cultures characterized by collaboration and partnership, with increased innovation, employee engagement and retention, sales, customer service and productivity. We support our clients in focusing on root causes rather than energy-sapping symptoms, and in discovering unique and elegant solutions to seemingly complex problems. For 11 years, Sandra was senior lead organizational consultant for a large division of AT&T Bell Laboratories, with over sixty consultants and trainers reporting to her, responsible for developing and then providing a full range of organizational development consulting services. A master at organizational assessment and an executive coach long before it was popular to be a coach, she is widely known for her pioneering work with leadership and team development, as well as for the innovation and creativity she brings to her work. Her clients say she is remarkably skilled in assisting them toward greater effectiveness, productivity, and fulfillment while accessing their deepest wisdom. Joel, a Licensed Psychologist and Certified Business Coach, is also on the faculty of Corporate Coach University. His clients say that he brings depth and presence to his work, and is adept at assisting them in releasing unproductive agitation, identifying and removing barriers, learning new skills, and connecting with their deepest wisdom. They also say that he’s particularly good at working with who they are and in working from their strengths. The International Coach Federation has designated him as a Master Certified Coach, their highest credential.
"I watched people in my company become strong group advocates with diminished personal needs but with enhanced group goals. People became better able to hold clear positions that were reasonable and less cluttered by the shadows that plague us all.” Larry Gold, COB and CEO, Somalogic, Inc.
“The training provided by Clear Impact was some of the most rewarding and reinvigorating of my life. It was remarkably insightful and of immediate and lasting value in both my professional and personal lives. Our team is more united as well as more efficient, and finds the tools are equally valuable when applied to working across the organization. Bottom line —it helps eliminate wasted time and effort.” Mark Peters, Director of Customer Advocacy, Storage Technologies, Inc.
"I have known Sandra Hill for over a decade and have worked closely with her on several occasions when employed at AT&T Bell Laboratories and Lucent Technologies. I would use Sandra again to help build any team that I was a part of. She was effective and a pleasure to work with." Bruce I. Galler, Software Development Manger, Cisco Systems, Inc.
“Clear Impact Consulting Group was engaged by SOM to assist us in improving the working environment and business effectiveness of our Washington office. Clear Impact is a thoroughly engaged and completely committed consulting group who were successful by emphasizing human interaction as the core of business effectiveness and who by their skillful and supportive coaching have greatly assisted us achieving our business goals in Washington.” Carl Galioto, FAIA, Partner, Skidmore Owings & Merrill LLP
“The improvement in our employees’ attitudes and my ability to influence their behavior after our teambuilding work is simply stunning. Joel and Sandra helped enable me to lead our organization and develop relationships within our organization that I was never able to before.." Alice Starek, Proprietor, Gold Lake Mountain Resort & Spa
“Joel and Sandra have helped us create a much more productive and positive work environment by teaching us how to respect and accommodate different personalities. Their engaging workshops made it a pleasure for everybody to participate, and proved to be of lasting value.” Wolfgang Pieken, Ph.D., Former Chief Executive Officer, Proligo, LLC
“The majority of our 12 member team had joined the company during the past year. Although we were all individual experts in the areas we managed, teamwork productivity for our management team would also be crucial to our success. Clear Impact quickly provided us a basis on which to better recognize our personal strengths and how to use those strengths to work more effectively together. You helped establish some baselines for our personal interactions, and made it fun to learn more about the others in our organizations. To this day, I find myself continuing to use the tools that you provided, and sharing them with my team, peers, and managers. Since working with Clear Impact our team productivity has increased dramatically, as has my understanding of my own strengths and challenges and how to work most effectively within them.” Derek E. Weeks, VP Sales and Marketing, Silicon Value Performance
“Joel and Sandra illuminate the dark corners of corporate manager interpersonal dynamics. They bring uncommon intelligence and flexibility to training sessions with hard-bitten executives as well as with neophyte employees. Their natural teamwork inspires confidence and promotes group interaction. Through Joel and Sandra I discovered and dealt with barriers to my own effectiveness as a leader, and I learned valuable lessons in how to promote better group dynamics within my organization.” Paul Schmidt, Ph.D. Former Vice President, NeXstar Pharmaceuticals, Inc.
"Throughout your career you run across various tools and techniques that give you an edge, Clear Impact’s services can give you that edge both in your business and personal relationships. I would highly recommend it to all business professionals, especially those who work in a matrixed environment." Pete Koliopoulos, Director, Software Product Marketing, EMC
“What struck me the most was their depth of connection with the staff. It went beyond the traditional consultant role. They stuck with everybody through the ups and the downs, and led to an extremely positive outcome. They also modeled the behaviors they espoused, reflected behaviorally the values they taught, and that created congruence that established legitimacy.” Terry Benjamin, Executive Director, Emergency Family Assistance Association, Inc.
“Joel was my executive coach for the period of one year. Because of Joel’s coaching of me, I am a very different executive. I have recognized my strengths and leverage them for the benefit of the business and driving bottom line success. I now have the ability to recognize the driving style and ecosystem of the corporation and more importantly, the executive team, and modify my style to best become a key team member. Moreover, courageous leadership is a key differentiator of an effective executive. My ability to influence change and lead courageously has been significantly improved because of Joel’s ability to coach and mentor." Stacy Dumas, Chief Information Officer, Spectralink, Inc.
“As you rise in the leadership ranks of a company, it is difficult to find confidantes with whom you can share your challenges and struggles and receive competent help to work through issues, without appearing weak and ineffective and jeopardizing your career opportunities, both current and future. After 6 months of working with Joel, I have a new perspective and am actually enjoying my position again. My management team is demonstrating more energy, more effectiveness, more empowerment and we are starting to see some better results on some of our metrics. I have a new lease on life and feel encouraged that I can be effective in my role and deliver the results that are expected of me and my department. I would recommend executive coaching for any senior leader who is experiencing difficulties that they don’t feel that they are being successful in resolving even though they are smart and successful individuals. This is a terrific way to “confidentially” work to improve personal and professional effectiveness. My sessions with Joel have been career saving.” Mary Howell, VP Implementation. Automatic Data Processing
Education/Affiliations/Certification
Sandra L. Hill
Joel M. Rothaizer
· Board Member, The United Foundation for Research in Personality
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Go to Organizational Consulting Services The Integration of the External and Internal Contexts Performance Management Systems Education/Affiliations/Certification
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Personal Coaching | Relationship Coaching | Enneagram Coaching/Consulting Contextual Coaching | Mission & Vision | Organizational Energy Audit | High Performing Team Development Contact Us Directly e-mail
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Clear Impact Consulting Group, Inc.
"Assisting individuals and organizations
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