Assessment surveys are a powerful tool that many companies use as a standard feature of their human resources activities. Surveys can help management track the tenor and vibrancy of their organization. Pre- and post-surveys can be used to determine the impact of management development activities. Surveys can be used to identify developing problem areas that need attention. Surveys, if fed back to the organization, can act as motivators to encourage people to strive for improvements and then see results that reflect their efforts.
Surveys can be useful, but only if they are:
• reliable
• valid
• meaningful
• easy to set-up, administer, analyze
Louis Allen Worldwide's 30 years' experience in developing and providing surveys means we can ensure these four critical characteristics. We have 15 standard surveys and we can work with you to design surveys suited to your specific needs.
We use a powerful web-browser-based tool that allows surveys to be easily administered on a global basis. It also allows for on-line reports and analysis. We can deliver your survey in more than 65 languages.
Professional Management Audit
Employee Engagement
People Insight
Change Management
Extraordinary Leader
Organization Effectiveness
Organization Alignment
Culture Survey
Management Development
Questionnaire
Team Effectiveness
Organization Climate
Exit Interview
Pro-Fit™ HR Roles and Responsibilities
HR Customer Service
Louis Allen Professional Management
- The concepts and tools in the Louis Allen Professional Management program will help managers be more effective by:
• Understanding a logical, interactive management system for leading, planning, organizing, and controlling for optimal results.
• Establishing strategic and tactical plans that will lead to better unit performance.
• Strengthening leadership skills for better performance execution.
• Establishing unit standards that measure performance outcomes.
• Implementing sound organization structure concepts that assure successful plan achievement.
Team Building
Teams go through predictable phases; forming, storming, norming and performing. As team members learn, they become better equipped to deal with emotional and group pressures. Most teams are incapable of making the journey through the learning curve smoothly and rapidly without assistance from a qualified consultant or facilitator.
When to do team building?
• When forming new teams, task forces or cross functional teams
• When there is evidence of needs to improve performance of existing teams
Outcomes of Team building
• Progress of the team development within the organization
• Resolution of obvious and hidden team related issues in a healthy context
• Adaptation of giving and receiving behavioral feedback within the cultural frame
• Acceleration toward the performing stage of team life cycle
Coaching for Excellence
A critical skill in an effective management system is developing people through coaching. This program gives managers the skills to become better coaches.
- Participants will leave with:
• A well-defined coaching plan
• Stronger skills in leading coaching discussions
• A completed rehearsal for back-home application
• Improved employee involvement and commitment to organizational goals.
Management Coaching
There are two sides to coaching. One side focuses on managerial effectiveness and the other on leadership effectiveness. Coaching on the managerial effectiveness side is intended to facilitate transference to on-the-job issues and to help managers become better managers. Leadership coaching, on the other hand, is intended to help managers examine their leadership behavior and modify it, if appropriate, to become better leaders.
The service is available in several formats:
- One-on-One -- by working with specific individuals privately in a self directed mode.
- Small Group -- by working with groups of 4-6 individuals together in a workshop setting.
- Training Internal Coaches -- by teaching internal resources in the theory and practice of effective coaching