Strategic Planning is critical to successfully drive high performance. High performing organizations define common values, build a shared vision, identify highest level strategic priorities, and have methods to measure progress and success.
- Building the Foundation: Values, Vision, Mission. Designed for the leadership team to determine collective values and develop vision and mission statements. These foundational elements will provide the basis from which strategies and goals of the organization align.
- High Level Strategic Map and Performance Scorecard. Designed for the leadership team to develop organizational strategic priorities, set goals, and establish metrics to gauge success of the plan. The outcome will be a high level strategic map and scorecard that will serve as the roadmap to achieve the overall organizational strategic priorities.
- Organizational Alignment. Designed for a department or agency leadership team to develop organizational strategic priorities, set goals at every level of the department, and establish metrics to gauge success of the plan. The outcome will be a strategy map and scorecard that will serve as the roadmap to achieve the organizational strategic priorities.
A high performing organization requires a system that supports and develops leaders, is driven from the top, and models the way for others. Leaders must demonstrate skills and competencies that fuel changes necessary to achieve excellence. Competencies include: communicating a sense of urgency, emotional intelligence, fostering a culture of innovation and creativity, modeling ethical behavior, instilling accountability, a bias for execution, results-driven strategies, and utilization of high performance tools.
- Fundamentals of Performance. Designed to provide organizational leaders with the tools to support performance improvement. During a series of workshops, participants will build leadership competencies in communicating a sense of urgency, emotional intelligence, fostering a culture of innovation and creativity, modeling ethical behavior, instilling accountability, a bias for execution, results-driven strategies, and utilization of high performance tools over the course of four sessions. Additional outcomes will include practice and dialogue in real-life application of concepts, individual action planning, overview and practice in high performance tools.
- Leadership Refreshers: Designed to enhance skills and competencies in individual workshops devoted to specific leadership abilities including communicating a sense of urgency, emotional intelligence, fostering a culture of innovation and creativity, modeling ethical behavior, instilling accountability, bias for execution, results-driven strategies, and utilization of high performance tools.
- Executive Coaching: Personalized, one-on-one sessions with a key leader to help build leadership effectiveness. Clients will be provided tools and guidance to self-assess strengths and development opportunities, recognize personal motivators, receive peer feedback on performance, and engage in development activities.
Appropriate management of resources is vital to achieve desired performance results. Managers must demonstrate competencies and skills in the following areas: strategic alignment, operational excellence, and performance management.
- Strategic Alignment. High performing managers will demonstrate a clear understanding of the organization's overall strategic plan, develop a departmental strategic plan that aligns, and create a system of measures that will gauge the level of success toward meeting overall goals. The following strategic alignment sessions are available:
- Creating a department/agency shared vision: Designed for departments or agencies to develop a strategy that aligns to the overall organization's vision, mission and strategic priorities. Managers will gain an understanding of the importance of communicating the organization's strategic plan to its staff, and developing a department vision, mission and strategic priorities that will enable the organization to realize its organizational strategic plan.
- Measuring for Success: Designed for managers to become familiar with the use of strategic tools: strategy maps and balanced scorecards to measure success in meeting goals and objectives that align with the organizational strategic plan.
- Team engagement: Designed for employees to understand how individual job performance contributes to the achievement of the departmental and organizational strategic goals. Managers will gain an understanding of how to develop outcome-based job descriptions, set performance goals, and how to measure performance results.
- Operational Excellence. High performing managers will demonstrate competencies that drive efficiency and effectiveness within their scope of authority. The following operational excellence sessions are available:
- Purchasing Strategies: Topics will include, but not be limited to:
- Joint purchasing
- Reverse Auctions
- Procurement cards
- Contracting for similar purchases
- Mitigating Risk: Liability risk is vital in reducing cost to the organization. Topics will include, but not be limited to:
- Reducing on the job injuries
- Reducing days lost to work-related injuries
- Health Insurance Savings Strategies
- Implementing New Revenue Streams: Finding new sources of revenue has become essential to the survival of local municipalities. Topics will include, but not be limited to:
- Tax revenue options
- Appropriate user fees
- Appropriate fines
- Performance Management. High performing managers will demonstrate competencies that drive efficiency and effectiveness within their scope of authority. The following performance management sessions are available:
- HR Strategies: Designed to provide an overview on HR strategies that will drive high performance. Strategies will include, but not be limited to:
- Hiring for talent
- Outcome-based job descriptions
- Defining expectations: Linking performance to strategy
- Measuring outcomes, rather than activities, during the employee evaluation process
- Human Performance Improvement: Designed to provide participants with an understanding of the scientific methodology they can use to assess the root cause of performance issues. Define the six (6) influencers that can enable or hinder job performance, and explore how to close the gap between desired and actual performance.
- Feedback: Feedback can be a powerful tool to enhance employee motivation. This workshop will discuss the importance of feedback, different approaches to feedback, and offer participants the opportunity to practice feedback.
Community Development Services
During these tough times, cities and towns across the state have requested HPG Network assistance in administering CDBG, HOME and NSP programs in order to add capacity without the price tag of a full time employee's salary. HPG Network can provide capacity enhancement in the following areas: Community Dev. Block Grant, HOME Investment Partnerships Program, Neighborhood Stabilization Program.
- Program Design and Management. Build additional capacity in your organization by utilizing HPG Network to design and/or manage your program.
- Address Findings and Concerns. Address problems before they grow by utilizing outside resources with years of experience to systematically address challenges.
- Neighborhood Engagement Strategy. Designed to empower neighborhood leaders to effectively organize and execute community development strategies by deploying customized grassroots resident engagement techniques, Neighborhood Sustainability Toolkit training, as well as CDBG-driven program design and project management training.
Health Department Accreditation
HPG Network offers specialized services for local health departments seeking accreditation. Services include the following, as well as general consultation.
- Community Health Assessment. Determine the strengths and weaknesses of your community by soliciting feedback from critical community stakeholders.
- Community Health Improvement Plan. Design a systematic approach to the improvement of your community's health by engaging stakeholders, identifying metrics, setting goals, and improving outcomes.
- Department Strategic Plan. Define common values, build a shared vision, identify highest level strategic priorities, and have methods to measure progress and success of your department
- General Accreditation Consultation. HPG Network offers hourly and daily rates for on-site or remote consultation about your accreditation needs.
Public Safety Services
The HPG Network provides a specialized package of services geared towards public safety organizations. These services are designed on a continuous improvement philosophy but are custom designed to fit your needs.
- Emergency Planning. Prepare your community by systematically engaging key partners in an emergency planning process designed to provide FEMA compliant emergency plans.
- Exercise Design & Delivery. HPG Network staff are HSEEP certified and provide customized exercise design and delivery in accordance with HSEEP standards.
- The Business of Public Safety. Designed to engage public safety leaders in a roundtable format to stimulate shared learning and exchange of best practices. Current and former public safety leaders share best practices in process improvement, cost controls, performance improvement and service delivery.
- Managing Complexity, Leading for Results. Designed to provide regional public safety leaders with an understanding of the leadership fundamentals necessary to work as a team to meet challenges and achieve success while responsible for different jurisdictions. Covers critical elements leaders need to drive results. Team building is stressed.
Human Resources Services
Human Resources provide the vital infrastructure to a high performing organization. While these functions can be easily overlooked, it is important to maintain up-to-date human resources management in order to maximize the performance of the organization.
- Human Resources Audit. A comprehensive review of organizational human resource policies and procedures. An HR audit will reveal compliance issues, language clarity, and alignment with current and best practices. Can include staff training on new policies and procedures.
- Policy & Procedure Review. Audit of human resource policies and procedures with recommended revisions, development of new policies and procedures, and staff training.
- Employee Performance Management. Customized program design and employee training designed to establish performance goals, review job description alignment to goals, and establish individual employee goals that align to department and organizational goals.
- Standard Operating Procedure Documentation. Review and revise current SOPs in order to provide a standardized framework for employees throughout the organization.
- Manager and Supervisor Training. Ensure that managers and supervisors in the organization have received high quality training in critical issues like: workplace harassment prevention, workplace violence prevention, FMLA/ADA, discipline for corrective action, coaching for development, hiring for talent, customer service.
- Employee Training. Ensure that employees in the organization have received high quality training in critical issues like: workplace harassment prevention, workplace violence prevention, conflict resolution.
Fixing broken processes is critical to improving the performance of an organization. The HPG Network assists leaders review, analyze, and improve processes that will result in improved services and reduced costs.
- Activity-Based Management. Traditional budgeting processes typically lack an activity based calculation. Many department heads do not know the cost per fire run or the cost per acre of property mowed. This training teaches fiscal agents how to use activity based management as a tool to track the costs associated with a particular activity.
- BEST Teams. Every community has resources – businesses that face similar challenges, experts in a particular area such as purchasing, risk management, or health insurance, and civic minded business leaders. Drawing on the expertise of those in your community is an often overlooked step in solving critical challenges. The HPG Network facilitates the BEST Team process that draws on the expertise of those already in your community by asking them to participate in a structured, well-defined process that will result in a roadmap of suggested solutions for local government leaders to follow.
- HPI Services. Too often when a performance issue exists, managers immediately respond with either discipline or training -- frequently with little improvement results. HPI (Human Performance Improvement) is a scientific methodology that pinpoints the root cause of poor performance, studies how key performers in the same environment are able to succeed, and provides recommendations to close the performance gap between underperformers and star performers.
- Lean Six Sigma. This business improvement methodology has been championed in successful companies like General Electric, Motorola, and Toyota. The Six Sigma methodology – "define, measure, analyze, improve, control" – is equally important to fix broken processes in local government. The HPG Network can arrange for discounted or free training for local government project leaders.
- Process Mapping. Fixing broken processes requires understanding why the process is broken. The HPG Network facilitates a detailed process mapping that involves those employees who carry out the process – from front line employees to department managers. Systematically mapping each step of the process and the time and accuracy associated with each step provides a clear roadmap how to fix the problem.
- Organizational Retreats. Can be customized to meet organizational objectives for outcomes such as: develop a strategic plan, enhance team cohesion, or foster innovation and creativity in the work environment. HPG can tailor curriculum to meet the needs of your organization.
- Community Meetings. Community input is essential to organizations as a means to gauge customer satisfaction, elicit creative ideas on solving community challenges, determine readiness for change, and to obtain buy-in on important projects.
- Conflict Resolution. Conflicts between managers and employees or between co-workers is not only disruptive to the work environment, but it is costly to the organization as they can result in litigation, grievances, arbitrations, negative impact on the organization's image, or just the lost time dedicated to resolving the dispute. Healthy conflict is a by-product of a robust organization, where different perspectives are exposed, examined, considered and valued. Unhealthy conflict in organizations is a by-product of closed organizations where differences are not valued, trust and respect are low. Some conflicts are best managed with an external, unbiased facilitator.
Assessments and Surveys
- Environmental Scanning: Internal or External Analysis. Understanding the internal and external factors that impact an organization is critical to success. An internal environmental analysis provides a review of the organization's internal strengths and weaknesses and external opportunities and threats. An external environmental analysis provides a systematically review of external conditions that may hinder or enable the organization in meeting its strategic priorities.
- Quality of Work Life Assessment. Assessment is designed to evaluate the work environment culture. Employees in a motivating work environment demonstrate a habitual expectation for continuous improvement, a systems-approach to solving organizational challenges, are encouraged to challenge processes, view diversity of perspective as an asset, and value life-long learning activities
- Customer Service Assessment. Gauging customer satisfaction is essential to measure its success in meeting customer and community needs, determining which services provide the most value, and recognizing areas for service improvement.
- Personality Profiles. Understanding our personality types and those of our co-workers and supervisors helps explain the assumptions and motivations that can be the cause of miscommunication, team dysfunction and conflict in the work environment.
- Community Input. HPG Network will conduct community surveys and assessments on topics of importance.
Networking with peers is critical to facing shared challenges. The HPG Network provides high-quality, low-cost educational networking opportunities around topics of specific interest.
- Topic-based Networking. Provides an opportunity for local government leaders to share successes and challenges in a particular area, learn from others, and hear from "experts" in the field. Topics include, but are not limited to: becoming a green city while reducing energy costs, innovative purchasing strategies, reducing health insurance costs, fostering high performance teams, etc.
- Leadership Speakers Bureau: Peer leaders in business and government will speak about relevant topics including leadership and common challenges.
- High Performance Government Executive Overview. Learn how to get your organization started on the path to high performance. Understand the basics of performance and hear examples of successful case studies.
- Performance is the Best Politics by Mayor Graham Richard. This book captures the innovative Lean Six Sigma projects used in Fort Wayne to transform city government into a lean, results oriented organization. Mayor Richard chronicles the success of the first city employees in the nation to use Lean Six Sigma in local government.
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