Organizational Development
In working with small to emerging organizations, HRG offers a human-centered, practical approach to organizational development. We have three guiding principles that serve as our foundation: passion, compassion and integrity.
Through these three principles, we’re building stronger organizations and stronger leaders. Passion to develop and grow teams as well as a mission, compassion for employees and colleagues as whole human beings, and integrity to hold ourselves and others accountable for achieving the vision and business objectives of the organization.
HRG focuses on building leaders’ confidence in their own unique ability to inspire, motivate with an empathetic approach, and create an achievement-oriented culture where individuals can thrive and grow.
This approach can be invaluable as an organization is changing due to a merger or an acquisition, downsizing, or growing in different parts of the world.
“I start with the premise that the function of leadership is to produce more leaders, not more followers.”
Ralph Nader
Optimal organizational development includes:
Roles Assessment
Evaluation and assessment of entrepreneurs’, executives and change agents’ leadership skills and potential, management experience, and emotional intelligence quotient. Includes the identification of appropriate roles within timelines, all tied to corporate goals and missions.
Organizational Needs Assessment
Evaluation of all required skills and roles to meet company objectives, specific job definitions (all levels including executive), and strategy to recruit and hire the required team.
Coaching
Individual and team coaching focused on leadership skills, effective communication, and planned objectives. 360 Assessment surveys and thorough interviews of peers and subordinates support the process with data. This is especially effective for analytical profiles (technology focused leaders).
Training
Teams and individual development training, including topics such as hiring and interviewing skills, communication skills, meeting facilitation, human resource policies, performance management, change management, and compensation management.
Team Building
Custom team building exercises. Focus on effective communication, results orientation and collaboration by design.
Becoming a Global Leader
How to lead virtual teams. Leading in the world, understanding cultural differences, and communicating effectively without being in the same physical space. Behavioral modification to nurture employees at a distance.
Conflict Resolution
Facilitation of conflict resolution, executive coaching on how to have tough conversations, and negotiation of termination severance packages when warranted.
Diversity, Equity, Inclusion, and Belonging
Evaluation of DEIB values in the company’s existing culture. Guidance on developing DEIB in the workplace.
“I’ve worked with Cecilia in varied capacities for over three decades. During that period, she demonstrated competence in all human resources disciplines and provided excellent counsel to teams of entrepreneurs as an executive and as a consultant. She is uniquely skilled to provide human resources strategic direction to organizations in a start-up and high-growth phase. Her dedication to the job serves as a role model for the teams she supports, and provides comfort to employees developing innovative products in challenging environments.”
Anonymous, CEO