Performing effectively in a changing world is the mandate of leaders. Internal and external forces challenge and reshape the core of leadership. A sample of those forces include speed of change, globalism, power, diversity, psychological contracts, and technology. The ability to compete globally, in part, determines to the extent an organization make needed capital investments coupled with selecting, retaining, training, and motivating its skilled employees. LQC assists organizations increase effectiveness by focusing on the key interrelated components including, but not limited to, culture/climate, systems/processes, organizational structure/rudiments of decision-making, and transformational leadership/management practices.
Diversity and inclusion continue as part of the environmental forces that shape management and leadership practices. More than any other time in the history of the United States, a diverse workforce warrants the attention of leaders, managers, human resource officers, and co-workers to commit to learning, behaviors, practices, and systems that are productive, respectful, nurturing, and celebratory. Creating a workplace climate that (1) promotes quality decisions, (2) amplifies communication with customers, (3) stimulates innovation, and (4) recognizes commitment to social responsibility is a major but necessary venture. In conjunction with the racial and ethic core elements of diversity changes in the workplace, generational and disability diversity demand just as much attention. LQC brings over 100 years of combine diversity and inclusion experience and successes to our client/partners.
It is estimated that over forty percent of Top 500 corporations use executive coaches. LQC's customized executive and middle management coaching programs enhance the organization's goal attainment, resiliency, and organizational climate and well being. Executive coaching empowers leaders to find solutions and make better overall decisions impacting everything from personnel to organizational strategy. The benefits of executive coaching include enhancements of performance, higher meaning of work, and profitability. The LQC's customized executive coaching approach assists leaders to examine commitments to:
1. Task objectives and strategy (personally, senior team, and organizational)
2. Cooperation, synthesis, and trust
3. Role assessment, clarity, and equity
4. Resource allocation
5. Diversity, inclusion, and equity
6. Learning and knowledge management
7. Internal and external coordination
LQC assists leaders understand task, relations, and change-oriented behaviors and how they contribute to personal and organizational success.
Successful change management requires a dynamic range of leadership behaviors and attributes. Those behaviors include motivating and supporting staff navigating through political and campus systems, and open communication with the CEO/President. Change is expected to be stressful and in some cases creates anxiety among staff and leaders. While each change management process has unique features based on current organizational systems, LQC understands that successful change involves these and other important steps.
1. Create an immediate and burning desire to change among employees
2. Build a business care for the change and the shared benefits of change
3. Vision casting until it begins to take root (create soldiers)
4. Show wholeheartedly commitment to change
5. Wave approach casting instead of top-down approach
6. Assess and identify early stakeholders, pragmatists, stats quo, etc.
7. Opening address why resistance to change occurs (be proactive)
8. Build stakeholders, ambassadors, and committed employees who can shoulder some of the pressure.
Crises are commonplace. Like tropical storms, crises are predictable and require astute planning and action to weather. Does your organization have a crisis management plan? Waiting until the unthinkable to happen before acting usually produces less than optimal results. LQC assists its client-partners before, during, and after the crisis with customized strategies. Listed below are some sample steps in each category:
Before the Crisis
1. Develop a Crisis Management Plan (must be flexible)
2. Create a Designated Team (i.e. HR, Legal Affairs, PR, Social Media, Security, etc.)
During the Crisis
1. Be Quick (within 48 hours)
2. Be Accurate (Check your Facts)
After the Crisis
1. Deliver Information as Quickly as Possible to Stakeholders
2. Keep Stakeholders Updated
LQC has experience assisting communities, municipalities, universities, and an African nation successfully work through their crisis.
Key Notes & Guest Lectures Workshop and Seminars
Student Orientation Diversity and Inclusion Training
Athletic Banquets Transformational Leadership
Graduation and/or Sexual Assault Prevention (Students)
Sports Management Courses Sexual Assault Prevention (Student-athletes)
Black History Month Driving While Black & Brown (Student-athletes)
Business Leadership Courses
Devotions before Games
The evolution of training and development is here. The speed of change and the challenges brought by globalization requires employees/members to elevate their talents, skills, and knowledge to contribute to the competitive advantage. These knowledge employees/members no longer view training as some arduous management mechanical process but opportunities to gain new skills, advance in the workplace, and find meaning in the work. Leaders embrace this training as an investment to retain quality workers and a contributed to the bottom line. Learning Management Systems operate as a knowledge platform that aligns all learning and training programs/activities with organizational strategies and business integration. LQC
Lin Dawson has been tabbed as one of America's most gifted motivated speakers. His audiences are motivated, stimulated, and often educated to find a higher meaning and contribution in their personal lives and work. He gains credibility with his audience through his academic achievements (PhD, MBA), 10 years as a professional athlete (NE Pats), 25 years of corporate training experience, college professor and presentation to 50 plus Universities, executive coach successes, and as a minister (30+ years) having spoken at 200 plus churches.. As a business speaker, his subject categories are team-building, transf leadership, cultural transformation, followership, and change management.
Artifacts and creations, values, and behaviors (basic assumptions) are the three levels that exist in organizational culture. Organizational culture is perceived as the lifeline by which group members attempt to move seamless through internal integration and external adaptations. Culture is learned, developed, adapted, invented, and protected. Because culture is established over a period of time and influenced by many leaders and variables, it is difficult to change if it does not support current mission and objectives of the organization. LQC assist leaders assess the culture through observation, interviews, and employee culture assessment surveys.
LQC uses the results of the assessment tools and activities to determine: (1) deeply held values of employees; (2) influences and/or deterrents of current mission and objectives or new strategies; (3) readiness indicators (enablers, barriers, and adaptability); (4) the impact of change efforts; (5) insights on the acquisitions, mergers, or strategic alliances; and (6) opportunities and threats.
Psychological empowerment centers around the elements of substance, employee or self-determination, involvement, and self-efficacy. Engagement ushers in greater work initiatives, increases optimism in the face of hurdles, enhancement tasks commitment, high job satisfaction and meaning for their work, strong commitment, and high purpose for work beyond transnational relationship. LQC uses engagement tools and activities to assists organizations to fully utilize employees or members gifts, skills, and abilities for the objectives of the organization.