Services

BEST Rotation Program Framework
The goal of the BEST Rotation Program Framework is designed to strengthen the business, engineering, science and technical skills of recent college graduates entering organizations and those early in their career by providing the candidates a breath of technical and business assignments coupled with targeted leadership and business development courses.  To aid your organization in the implementation of our rotation program framework Di consultants will partner with your staff to develop an overall program schedule, identify potential connection points with your existing development programs, and we can also provide ongoing support to manage the implementation and operation of your rotation program.

Upon completion of the Di BEST Rotation Program the rotation candidate will have a greater understanding and knowledge of the following items:

• The business relationship between your organization and its customers
• How to manage and structure their career plan by leveraging competencies, their network and developmental opportunities
• Core concepts and skills required to lead and influence from the middle of an organization
• Greater understanding of key business best practices and technical procedures
• Increased breath of knowledge across multiple roles

Companies that have implemented rotation programs have benefited in the following ways:

• Increased ability to fill key roles and positions
• A pipeline of employees that have breath of knowledge of how their company operates in its key markets
• Increased retention of its top employees
• Improved cross group collaboration among departments
• Enhanced relationships with both internal and external customers
• Greater brand recognition on college campuses

New Hire Onboarding
Recent college hires entering today’s workplace are required to ramp up and contribute to a company’s bottom line at an ever-increasing rate.  With these business challenges and requirements, the importance of properly on-boarding college hires is even more important.  On-boarding a recent college hire must go beyond the brief overview of the company, having them to complete a few HR related forms and selecting their benefits and Di Consulting can help your organization create a robust onboarding program that will accelerate your new hires ability to integrate with your organization.

We specialize in implementing programs, workshops and activities which will reduce the ramp-up time for recent college hires.  New college hires participating in our recommended on-boarding activities will gain insight and understanding of the following areas:

Greater understanding of how to better connect with their manager, their team and their organization as a whole
Expanded understanding of the organization core values, its objectives and goals
Improved knowledge of how to plan and manage their career
Action Learning Sessions
With a small group of workers and a senior leader we will conduct an action learning session.  Action Learning solves dilemmas of all sizes, and is particularly effective with complex problems that may appear unsolvable. It elevates the norms, the collaboration, the creativity and the courage of groups that solve problems of great urgency to the organization (from www.wial.org).

Employee Benefits:

• Greater understanding of the business
• Improved problem solving skills
• Ability to ask better questions
• Insight to the mind of their company’s executive leaders
• Increased teamwork and cross group collaboration

Additional Services Offered
We can also partner with your HR team in the following ways:

• Facilitation of Coaching Groups
• Design and implementation of effective mentoring programs
• Design Leadership Seminars Tailored to Your Industry
• Program review and evaluation

Leadership Offsite Series
The purpose of the Leadership Offsite Series is to increase the impact of your Senior Leadership Team (SLT) so that they may better support the endeavors and objectives of the company. The targeted audience for this development series is the department/division current senior leadership team. Upon completion of the SLT Development Series team members will have a greater understanding of the following:

• How to leverage industry teamwork best practices
• Greater understanding on how to overcome the barriers and roadblocks currently facing your team
• The SLT’s agreed upon operational plan and group norms
• Clarity regarding the organization’s goals and objectives
• Improved organizational processes

Program Structure
This development program will be comprised of the following three primary steps: 1) We will conduct observations and interviews with the team members to gain an in-depth understanding of the key challenges the team is facing, 2) Conduct quarterly training modules and coaching sessions, 3) Provide ongoing feedback to the senior leadership team regarding the progress of the program.

Leadership Offsite Topics

Teamwork
Trust and the ability to manage conflict are two foundational pillars that great teams are built on. Over the course of two days we will discuss and outline ways to introduce healthy conflict to drive accountability, establish team norms and expectations, and define the future state of the organization.

Systems and Processes
Sound processes and systems help to drive operational excellence in an organization. The goal of this module is to identify internal processes requiring modifications, outline strategies to improve those processes, and how integrate the process changes in to SLT operating norms.

Transforming Your Organization’s Culture
Observing an organization’s culture one can deduce its values, how employees interact, and the process the company follows to get work done. In this module, we will outline how to leverage/modify your organization’s current culture to improve communication among departments, and be recognized as a company of choice by top industry talent.

Growing Your Leadership Pipeline
Organizations rise and fall based on the type of leaders they have. In this module, we will focus outlining the type of leaders required to enable continued growth, the actions needed to develop those leaders, and how to reinforce a culture where leaders are building leaders.