dribinassociates.com
Who’s On First? - Dribin and Associates
http://www.dribinassociates.com/real-stories/whos-on-first
360 Feedback & Coaching. Who’s On First? Roles and Responsibilities Clarification:. Our company is joining forces with two other companies. We’re moving from competitors to partners as we strive to win a large share of the market place. One of the divisions wants to be proactive in determining how they will work together to accomplish their targets and are not sure how to begin. Similar requests are made from leaders of new teams. Design a work session of the team that typically includes:. Follow-up meet...
dribinassociates.com
Getting to Vision and Strategic Priorities - Dribin and Associates
http://www.dribinassociates.com/real-stories/getting-to-vision-and-strategic-priorities
360 Feedback & Coaching. Getting to Vision and Strategic Priorities. We have a strategic direction and plan for our future… now the question is how to get there? We need help determining the tactical steps and then a method to make sure we keep moving, even when the going gets challenging. Real and meaningful changes are implemented and projects completed that contribute to business results and help the client get closer to their vision/desired future. What is Really Going On? Where are We Headed?
dribinassociates.com
What is Really Going On? - Dribin and Associates
http://www.dribinassociates.com/real-stories/whos-on-first-role-clarification
360 Feedback & Coaching. What is Really Going On? Assessment and Action Planning. Our staff is working as hard as they can yet our customers are not satisfied. At times, the tension among staff is high. We are just not sure what’s really going on. Is there a clear, shared vision? Are team roles and expectations clear? Are there key processes that make it difficult to achieve desired results? Are the team and the work structured to achieve results? The leader and the team share in learning what is working...
dribinassociates.com
Change Management - Dribin and Associates
http://www.dribinassociates.com/what-we-do/change-management
360 Feedback & Coaching. Create a customized path to encourage change through assessment, strategy development, understanding roles and responsibilities and managing change through the entire process. Working with leaders in many organizations, Brenda has provided change management consultation services for a wide variety of initiatives. This typically requires:. To drive cultural change. Clarifying roles and responsibilities. For leaders and team members. Through their life cycle. More What We Do.
dribinassociates.com
Facilitating Change - Dribin and Associates
http://www.dribinassociates.com/real-stories/facilitating-change
360 Feedback & Coaching. Needs Assessment, Gap Analysis, Visioning, Strategic Planning and Capacity Development in the Healthcare Industry. Some situations call for facilitating a group of people through a similar process. Here’s what one client had to say about that approach, which also included some strategic planning. Chief Patient Safety and Quality Officer. What is Really Going On? Where are We Headed? Who’s On First? Getting to Vision and Strategic Priorities. St Louis, MO 63119.
dribinassociates.com
Meeting Facilitation - Dribin and Associates
http://www.dribinassociates.com/what-we-do/meeting-facilitation
360 Feedback & Coaching. Facilitate Critical Business Meetings and Retreats. Meeting facilitation is a passion for Brenda. She provides both critical business meeting facilitation and retreat facilitation. Clients say she is quick to understand their business issues and provides them years of meeting facilitation experience and tools that expedite discussions. Some ways she has helped clients in the past:. Facilitated meetings where consensus is essential but difficult to achieve. The bottom line results.
dribinstrategies.com
360 Feedback & Coaching - Dribin and Associates
http://www.dribinstrategies.com/what-we-do/360-feedback
360 Feedback & Coaching. 360 Feedback & Coaching. Based on her belief that the most important learning occurs each day at work, Brenda structures the learning to build on actual work situations and is a believer that the relationship between the learner and the person to whom they report is key to truly successful leadership development. The bottom line results:. Measurable improvement in leadership effectiveness. More What We Do. 360 Feedback & Coaching. St Louis, MO 63119. Phone 314.740.4447.
dribinstrategies.com
Meeting Facilitation - Dribin and Associates
http://www.dribinstrategies.com/what-we-do/meeting-facilitation
360 Feedback & Coaching. Facilitate Critical Business Meetings and Retreats. Meeting facilitation is a passion for Brenda. She provides both critical business meeting facilitation and retreat facilitation. Clients say she is quick to understand their business issues and provides them years of meeting facilitation experience and tools that expedite discussions. Some ways she has helped clients in the past:. Facilitated meetings where consensus is essential but difficult to achieve. The bottom line results.
dribinstrategies.com
Change Management - Dribin and Associates
http://www.dribinstrategies.com/what-we-do/change-management
360 Feedback & Coaching. Create a customized path to encourage change through assessment, strategy development, understanding roles and responsibilities and managing change through the entire process. Working with leaders in many organizations, Brenda has provided change management consultation services for a wide variety of initiatives. This typically requires:. To drive cultural change. Clarifying roles and responsibilities. For leaders and team members. Through their life cycle. More What We Do.
dribinstrategies.com
What is Really Going On? - Dribin and Associates
http://www.dribinstrategies.com/real-stories/whos-on-first-role-clarification
360 Feedback & Coaching. What is Really Going On? Assessment and Action Planning. Our staff is working as hard as they can yet our customers are not satisfied. At times, the tension among staff is high. We are just not sure what’s really going on. Is there a clear, shared vision? Are team roles and expectations clear? Are there key processes that make it difficult to achieve desired results? Are the team and the work structured to achieve results? The leader and the team share in learning what is working...
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