University of Wisconsin Credit Union

Completed a six month program of providing training and consultation to all Credit Union managers, supervisors and selected staff in the development of position descriptions and performance standards. Part of this process included redefining organizational roles, clarifying organizational goals, and developing human resource development policies and procedures.

Wisconsin Educational Association Insurance Group

Facilitated problem issue identification and action planning among the women managers and supervisors at WEA Insurance Group.

Facilitated a retreat of the Board of Directors to: (a) define the general purpose(s) of the Board; (b) identify the specific tasks the Board should perform to accomplish these purpose(s); (c) determine the tasks that the Board currently performs; (d) determine what is currently done well- and why; (e) assess what is currently not done, or is not done well- and why not; (f) determine whether it is:
(1) possible and (2) desirable to change what the Board currently does; (g) identify options to make any changes deemed possible and desirable; and (h) commit to an action plan to implement any desired changes.

St. Marys Hospital Medical Center

Provided a series of middle management and executive development training for St. Marys Hospital Medical Center for three years. The complete scope of services included: developing the training materials, training a corps of facilitators, facilitating the training day, and generating a final report of the decisions made during the training exercises.

Wisconsin Power & Light Company

Developed a four module technical trainer manual and program and also provided pre-supervisory training workshops at different power plant locations.

CUNA Mutual Insurance Company

Provided executive coaching to an executive-level management trainee to improve her group facilitation, conflict management, and presentation skills. The coaching process culminated with her assignment to a high level executive position.

The Durrant Group

Facilitated the strategic planning process for the annual share-holders' meeting of this national organization. This involved obtaining consensus regarding long range goals, which was a volatile topic. Issues were identified and prioritized, and a year-long strategic planning process was initiated.

Madison Area Technical College

Conducted a management assessment of a center. Provided a range of organizational development interventions intended to: assess staff personalities, establish better working relations, clarify the scope and depth of staff responsibilities, develop and adopt operational principles, resolve staff conflicts, and build trust. These interventions were implemented through facilitated group planning and problem solving sessions, skill development, and instructional exercises.

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