• Role Consultation: Podia’s role consultation offers senior executives an opportunity for professional development that is appropriate to their level of responsibility and professional aspiration. Executive benefits from a confidential consultation that offers insight into critical skills such as implementing strategy, exerting influence through organizational systems, containing team dynamics, promoting a culture of creativity, managing change and aligning organizational structures with strategic goals.
  • Leadership Development: The primary charge for leadership at the top of any enterprise is to understand change occurring outside of the organization and determine what consequent changes must be made to the vision, strategy and shape of the organization. As these changes are put in place, leadership must then ensure that the appropriate information and authority are distributed deep into the organization to motivate employees. All of these are new skills for executives moving from a position of management to one of leadership.
  • Team Development: Podia’s team development begins with an assessment of the unique composition, business objectives and leadership challenges of the team. We then offer strategies and exercises to promote clarity of member roles and responsibilities, group problem solving, creative collaboration and decision-making, enhanced creativity and full accountability.
  • Senior Teams: Senior Leadership Teams have a specific agenda within an organization. The job of the senior team is to manage changes to vision, strategy and organizational structure so as to ensure that the enterprise keeps pace with changes in markets, competitors and client demands. The pressures and expectations of the senior team call for a high level of coordinated performance and the skilled leadership of a CEO.
  • Vertical Work Groups: Leading functional divisions involves coordinating many employees at different level across a hierarchy. In order for vertical teams to work effectively, the differences of authority and responsibility amongst team members must be addressed appropriately for them to gain full participation. Collaboration with other functional areas requires particular skills so that work groups do not become siloed within the organization.
  • Organizational Diagnostic: An organizational diagnostic offers insight into the psychological and organizational factors that make it difficult for people to do their best and not be unduly compromised by unproductive conflict, diminished morale, the stress of managing and inadequate communication. In addition, it assesses an organization’s readiness to change, identifies unrecognized opportunities, illuminates factors that are inhibiting the achievement of goals, and establishes a baseline so as to measure the success of initiatives. The Diagnostic creates a coherent picture that helps leadership manage change, drive strategy and respond to unproductive conflict within the organization.
  • Change Management: The pace of change is one of the most challenging variables in contemporary business. The most successful enterprises are those that accept change management as a constant process that requires sophisticated leadership and organizations that are designed for quick response. Whether change is driven by mergers, a change in strategy or turns in the market, Podia offers consultation to help guide leadership through turbulent times.
  • Performance Management: Podia designs and helps implement objective and reliable measures to evaluate performance. These systems serve to align individual goals with business goals, boost compliance with performance management processes by helping companies produce systems that are immediately relevant to the business goals, coordinate legal and HR needs with business and developmental imperatives, and guide review procedures, hiring protocols and development programs. Effective performance management systems also establish and reinforce the core competencies essential to the company, and promote a unified culture.