We have worked with companies in finance, manufacturing, municipalities, nonprofits, sales, professional services, and more. We know that each client situation is unique. Therefore, every client we work with receives individualized attention. After the free consultation during which we identify the desired business outcomes, we will provide a quote, and sometimes a quote sheet with more than one option.
We offer the following examples so that you can better understand how we work, not as a complete list of possibilities. We encourage you to contact us for your free initial consultation to learn what value we can add to your company.
INTERVIEWING AND HIRING WITH CONSISTENCY
ABC Company had offered training in interviewing skills 18 months before they called us because the result was insufficient to meet the needs of unifying their national hiring practices. We were asked to instruct all their managers across the nation in a systematized and equitable method of interviewing, assessing, and hiring. Hathaway Munro created a two-part training, delivered both in person and virtually for all levels of hiring managers through the company. We incorporated customized information specific to ABC Company hires. The training included:
How to identify what you are looking for in a new hire
Writing interview questions specific to the position
Unified scoring for all candidates
Interview planning
Application evaluation
Mock interviews
How to take interview notes and candidate evaluation practices
Although participants initially asked why they needed to take this again, the follow up revealed that managers, supervisors, and executives were delighted with the result. Managers felt confident in overcoming some poor hiring practices, were comfortable in using the customized materials, and found the reporting to be understandable and consistent.
MEDIATION, COACHING AND CONFLICT MANAGEMENT
The director of Human Resources at RST Industries had run out of options with a conflict in one of the administrative divisions. Senior management was moving toward terminations. He called Hathaway Munro as a last-ditch effort to keep the valued staff in place. We proposed in person sessions and regular evaluation from management and HR on progress. These sessions included:
Meeting with division manager
Two one-on-one coaching and training sessions for those involved and most vulnerable for termination
Follow up with employees, management and HR
The skills that were taught allowed all the employees to stay in their positions; the division manager told us she had ‘several ah-ha moments’ about leading her team; and the HR manager was impressed with the impact that these few hours made in facilitating change.
BENCH STRENGTH: PREPARING FOR LEADERSHIP
LMN Corporation was anticipating expansion of their physical plant, products, and services. In the year before the new opening it became clear that they needed to start developing a bigger, well trained, and robust team to understand the culture of LMN Corporation and the work they do. The General Manager called Hathaway Munro to train, evaluate, and support the identified staff for advancement. We proposed:
Leadership training for the targeted group that included
Moving from individual performer to team management and support
Team roles, norms, and expectations
Workplace communication skills
One-on-one coaching to review current job description, description of the position the candidate was seeking, creation of a development plan and timeline
On going support of the candidates at key points in the timeline
Regular check ins with the General Manager on progress of the candidates
In a busy company that is making rapid changes and growing, there often isn’t time to add the intensity of training and developing new leadership. Hathaway Munro is skilled at becoming that additional support that functions seamlessly as part of your organization, projecting your culture and attitudes, beginning with the staff where they are, and helping you build a strong leadership team.
CHANGE MANAGEMENT: EXPANSION, TRANSITION, STRATEGY
It is said that the only constant is change. This has never been more true than in today’s workforce. EFG Ventures has long held a comfortable and reputable place in local business. It was time for a leadership transition, new ideas explored, shake the dust off the cultural norms, and a strategic re-engagement. Hathaway Munro was referred to the COO as a firm that ‘did a great job facilitating retreats, planning, and strategy’. We were retained and offered a proposal including:
Materials review of the existing plans, goals, and strategies
Interviews with every member of the leadership team – incoming, retiring, and remaining
Two day off-site leadership team retreat
A four hour follow up meeting with the entire team to determine how the plan was unfolding in real time
As the retreat wound to a close, a few of the participants asked why we hadn’t stressed all the writing that many of them had come to associate with strategic planning. The answer: “It’s a plan of action, not a notebook on a shelf. You have set your goals and you have a leadership team. Within that team workgroups will create the action steps, timelines, and budgets to reach those goals. You will continue to meet – formally but also in small groups to effectively move forward, together.” The follow up meeting some months later found EFG leadership to be a cohesive group, working toward common goals with the buy in of line staff, understood values, strong morale, and a sense of growth. One outgoing leader was most gratified that all of this was accomplished with a sense of integrity, true to the nature of their company.