This intervention helps leaders examine their thinking and behavior, identify areas of needed improvement, and take action to improve their professional effectiveness. The outcomes associated with leadership coaching are twofold: to contribute to the growth and development of the client and to improve individual, team, and organziational performance. The coach acts as a facilitator, helping the client establish goals, create action plans, and follow through with commitments. An emphasis is placed on listening to the client and guiding him or her in the direction of identified goals and objectives.
This intervention helps teams enhance their ability to work together to produce desired results. Typical areas of focus include: team purpose, values, and vision; team roles and goals; stages of team development; and methods for enhancing communication, information sharing, collaboration, and conflict management. Various methods are used depending on the needs of the client, including assessments, dialogue, training modules, and team-building activities.
OHRD can assist individuals and teams struggling with dysfunctional conflict. Through the use of facilitated dialogue, we help clients identify issues and interests, communicate productively, examine options for solutions, and craft and implement agreements. The process emphasizes an interest-based examination of the conflict, a respectful environment, and a recognition of the costs associated with dysfunctional conflict.
This intervention uses survey data, interviewing, focus groups, and observation techniques to diagnose organizational systems. Organizational Assessment identifies strengths and weaknesses in systems and makes specific recommendations for improvement; develops action plans for identifying strategies, objectives, tactics, needed resources, logistics, and target dates; establishes baseline data necessary to plan and chart progress; conducts feedback sessions for managers and other employees; and facilitates implementation of action plans for agencies.
In addition to administering the Supervisor/Manager Training Program Policy (DOP-P18), OHRD provides employee development programs each calendar year. An extensive competency development curriculum is offered through the annually-published Program Schedule. Training classes offered in the Program Schedule help develop the key competencies.
The Strategic Planning process guides an agency or division of an agency through several planning phases: assessment of readiness to plan, mission/vision/values formulation, identification of driving forces, strengths and weaknesses, and developing a specific customer service plan. This analysis is used as the basis for developing organizational goals, objectives, and action plans. Emphasis is placed on relating mission and plan to individual performance objectives. The overall goal is to involve key managers in planning for an organization’s successful future.
This service identifies individual and organizational training needs by using a systematic approach generated in collaboration with the agency and customized to meet the agency’s unique needs. The resulting recommendation provides a written plan of agency developmental needs.
This service supports managers and supervisors in their efforts to effectively manage planned change and to minimize disruption when change occurs unexpectedly. This service is predicated on (1) accepting change as a process, (2) understanding the natural resistance to change, and (3) planning strategies for successful change. Customized Development Programs Customized programs are developed to meet specific agency training needs by first conducting a training needs assessment and analysis. Following completion of this analysis, the training program is designed, delivered, and evaluated to meet the agency’s requirements.
Groups solve problems and value effective decisions when they balance a task orientation with the concern for the needs of group members. A facilitator can assist a group in accomplishing these goals. This key person must balance the critical tensions associated with the structure, pace, interaction, focus, and concerns of the group. OHRD’s facilitation service introduces concepts and methods for facilitating the process of group interaction and task accomplishment.
Do you believe that a lack of formal education holds you back at work? Do you dream about starting or finishing a degree? Are you confused as to how to get started on your re-entry to the world of Higher Education? OHRD can help.
You may have noticed that OHRD talks a lot more about learning than we do training. Training, although a key learning solution is only one pathway to development and growth. We urge you to embrace learning wherever it occurs: online, in meetings, and even in informal settings, such as around the coffee pot and in your worksite break rooms. We also encourage you to consider continuing your formal education at the state’s universities and colleges.
Our Higher Education system now offers options and opportunities that make your access to certificate and degree programs easier than ever. To formalize our commitment to making Higher Education a priority, OHRD is cultivating partnerships with the state’s institutions of higher learning. We believe that by working together, OHRD and Higher Education can enhance accessibility to continuing education for the state’s employees and managers.
We are actively pursuing reciprocal agreements with state colleges and universities that will ease your transition back into the formal education system. In the months ahead, OHRD will post details of our University Partnerships on our website: http://www.personnel.wv.gov/OHRD.
Included in this initiative will be opportunities to turn your attendance in OHRD classes into credit hours at select colleges and universities.
Questions about the University Partnership Program? Contact one of our consultants at