can be difficult determining what consulting services may
be appropriate for your situation. To help with this, look
at some samples of what other clients have said when they
were assessing whether or not Sayer & Associates could
Assessment, Coaching and Counselling
This Director is a great leader and has put in
place some great changes. However, lately hes saying
hes not feeling challenged and we dont want
to lose him.
should be promoted to that key executive role? Will our
star Director of Sales, make a star VP of Sales and Marketing?
What kind of skills and management style do we need for
our management team?
great technically and works well with her peers, but her
direct reports are complaining about her management style
and lack of leadership.
in one of the most senior roles in the company and, therefore,
need to be very careful about discussing personal or interpersonal
issues but I need someone to discuss management issues
with, someone who really understands the complexity of both
top level business operations and achieving these goals
stress of recent changes has been tough on everyone, but
he seems to have been hit especially hard. Hes micromanaging
little details but letting big project deadlines slide despite
spending more and more hours at work. We want to help him
through this rough period and get him back to his great
We want to promote from within but are concerned
that our people may not have the leadership skills to make
the transition from staff to management positions. What
can we do to prepare them for advancement?
We have a number of very solid operational managers but
they seem to lack the insight, skills and behaviors to really
lead and motivate their staff. Can this be changed? Can
we give them training or coaching to help them to understand
how to expand their role and their skills?
need to upgrade the leadership skills of our management
team in order to be a more competitive force in our industry.
Were not sure whether its a matter of rethinking
our vision and direction, or simply getting the executives
and managers to make our objectives happen.
We dont know whether or not our employees
are happy and motivated enough to stay with our company
through this next tough season. Our turnover isnt
that high but weve lost some good people and we dont
think productivity is what it should be.
we start our next strategic planning session, we want to
know what our employees think about what they see
as strengths and issues in the organization.
our employees believe that the organization is really living
up to its stated mission, culture or values? Why or why
turnover numbers arent low but were losing too
many high performers. Why is this?
Development and Planning
The employee survey results indicate our people
want direction and support in their career planning. What
can we realistically do to fill this gap in our training
can we find career planning sessions for our staff, and
training on career coaching to assist managers?
got some great people with potential for management. How
do we help them to identify the skills they need to move
to this next level?
What can we do to hire the best people and
retain them in our organization?
of our senior management team will be retiring in the next
five years. How do we tackle succession planning for these
and other top positions?
going to be going through a massive change (e.g. M&A,
new systems, restructuring) and need everyone on board from
the outset. What can we do to engage all employees in this
change, whatever their position or tenure with the organization?
do we need to have effective performance review systems?
do we identify appropriate learning initiatives for our
we use Core Competencies for performance evaluation or just
for development plans?
Weve set new and progressive business objectives,
but we cant seem to get action.
merger is the right thing to do financially. However, were
concerned that if the two, quite different cultures dont
blend quickly well lose the competitive advantage
that is the reason for the merger.
know we need to change to be more competitive and effective,
but were not sure what aspects of how we work inside
the company need to be changed.
has had the training, communications and Townhall sessions
on the new company direction, but theres a negative
buzz that seems to be preventing a lot of people from actively
supporting these changes. We need to figure out the source
of this drag and get things turned around quickly.