Is your Diversity & Inclusion program missing something? Diversity & Inclusion programs that don’t include neurodiversity are already obsolete. Neurodivergent employees are eagerly entering the workplace, bringing along fresh perspectives and valuable skills….
See how the process worked for them
Non-profit agency aimed to address communication challenges, enhance interpersonal relationships, and provide staff with the tools necessary to adapt to various communication styles and work effectively with diverse teams.
The Austin Alliance Group (AAG) proposed a comprehensive team-building program that utilized the Everything DiSC® behavioral profile tool developed by John Wiley & Sons, Inc. AAG offered two sessions as part of the solution:
session #1: Communication in the Workplace – What’s Your Style? – Participants explored how their communication style influences decision-making, problem-solving, and time management. The session equipped them to adapt their style to collaborate more effectively with others.
session #2: Making Relationships Work – How You Impact Others – This session focused on recognizing similarities and differences between individuals and offered strategies to enhance collaboration and effective working relationships.
AAG’s approach was based on the ADDIE model, ensuring a customized and impactful learning journey.
After engaging with AAG’s team-building program, the client experienced the following outcomes:
See how the process worked for them
New VP of HR brought in AAG for Support while hiring a new team…
AAG was brought in to support the new VP of HR. AAG’s first task was to process and submit 6 different payrolls, which included an overall employee headcount of 700+ employees. AAG provided compliance and best business practices after an audit of the client’s current process and procedures. AAG supported and trained the new HR team members as they were hired. In addition, AAG audited benefits, employee files, leave time, department, and assigned managers/supervisors.
The client has a fully functioning HR department, including a payroll manager. The support from AAG allowed the HR Director to focus on integrating into the organization and creating strategic initiatives while AAG focused on operations in the interim.
See how the process worked for them
Design and implement the Performance Management structure and process for an organization with a new software platform.
Utilizing insights gained through previously completed project phases that included position analysis and development, creating and revising job descriptions, and developing core competencies, the AAG team customized a performance management structure specific to the client’s needs. The implemented process included customized tasks for the company’s and individual’s goals and linked each to the client’s new core competencies. Processes centered around ongoing communication and continued professional development were integrated into monthly, quarterly, and annual conversations. AAG successfully built the new structure directly into the client’s new performance management module and provided training to the leadership team on implementing it for maximum results.
The customized performance management system implemented by AAG allowed the teams to facilitate effective and continual communication, provided transparency and alignment, promoted professional development, and achieved individual and company goals.
See how the process worked for them
Non-profit organization that has experienced significant growth over the past few decades, leading to concerns about employee turnover and the emergence of siloed work cultures. The client sought a solution to address these challenges by fostering a more connected, open, and inclusive organizational culture.
The proposed solution, the Team & Culture Building Program, was designed by AAG using Patrick Lencioni’s Five Behaviors of a Cohesive Team to align with the client’s vision of enhancing organizational cohesion. The program spanned six 2-hour sessions over three months. Each session was tailored to address specific aspects of building a connected culture:
1. Trust as the Foundation, 2. Communication Styles, 3. Effective Relationships, 4. Conflict Resolution, 5. Emotional Intelligence (EQ), 6. Accountability & Results
The program facilitated a transformation in the client’s organizational culture:
See how the process worked for them
A real estate private entity in Colorado sought a comprehensive training program to address issues of discrimination, harassment, and inappropriate workplace behavior. They needed a training solution that not only fulfilled compliance requirements but also fostered cultural insights to bring about meaningful change within the organization.
AAG proposed a tailored training solution called “Discrimination & Harassment Training: Connecting the Dots of Diversity, Equity, Inclusion, and Belonging.” This workshop aimed to create a respectful workplace that extended beyond legal compliance. The training covered the difference between diversity, equity, and inclusion, the role of cognitive biases in workplace discrimination and harassment, US Federal rules and regulations on inappropriate interpersonal conduct, creating a supportive environment, and developing strategies to prevent and correct harassment, discrimination, and retaliation in employment.
The training solution provided by AAG empowered the client to address their need for comprehensive discrimination and harassment training. By engaging in the workshop, the organization’s employees could understand the nuances of diversity, equity, and inclusion, recognize cognitive biases in workplace behavior, and gain insights into legal regulations governing workplace conduct. The training not only met compliance requirements but also equipped participants with practical tools to create a more inclusive and respectful work environment.
See how the process worked for them
Termination of an HR Director
AAG assisted the client with a compliant termination while assessing the HR department to identify areas of concern. The company received several tax notices, and employees had issues with benefits. Having 100+ employees and only one other HR personnel, the company wanted to ensure they were supported.
AAG confirmed and/or replied to tax notices, including registering the company as needed. Upon reviewing benefits, AAG identified several issues with benefits vendors per benefits reconciliation, which resulted in a refund for the client for over $13,000.
AAG continues to provide “as-needed” support to the company.
See how the process worked for them
Helping a non-profit identify and correct workflow issues after implementation
The client had the perfect storm, meaning they were in the process of implementing an HRIS, the HR Director’s employment was terminated, and the payroll representative had to go on unexpected medical leave. As the CFO took over payroll, the implementation was no longer a priority. Timesheets were still being manually completed and submitted. Employees were missing pay rates, and terminated employees were pulled into payroll. Benefits were entered on individual employee profiles and not at the company level. AAG partnered with the client and with the HRIS implementation team, as we identified and advised on how the workflow needed to function for the client to be successful.
The client now has the ability to utilize their HRIS as intended. Thus eliminating the manual workarounds initially needed to continue functioning in timekeeping, payroll, onboarding, offboarding, and open enrollment. Additionally, during this process, AAG was able to conduct the benefit open enrollment meetings, ensuring employees had an understanding of their benefits. AAG also reconciled the client’s benefits to ensure they received their refund of over $10,000.
See how the process worked for them
Recruit a Human Resources Director for a non-profit with no current HR personnel in a highly competitive market dominated by the oil and gas industry. The organization’s recruiting efforts had been unsuccessful due to challenges such as:
AAG created a recruiting strategy around market analysis data and the company’s mission, values, and unique services they provided to the area. Considering the industry-influenced market and limited budget, AAG implemented an aggressive sourcing and screening process that focused on the values and long-term professional goals of the candidates in addition to the organization’s needs to ensure success for both.
The AAG team screened, interviewed, and evaluated the top twenty-five candidates using a PXT Select assessment, then presented four finalists to the client for consideration. After reviewing the short list of finalists, the non-profit extended an offer to their preferred candidate and received an acceptance within two weeks. The new HR Director was a successful match and perfect fit with the non-profit’s company culture.
See how the process worked for them
Individual career guidance and coaching to develop a clear vision and strategy for professional growth.
In collaboration with the client, the AAG developed a customized career coaching strategy to define short and long-term professional goals, identify skills for the ideal career path, and create a professional brand for success. The strategy was implemented with six sessions over 90 days and included PXT Select and DiSC Management assessment tools and how to leverage skills and professional branding for new opportunities.
At the conclusion of the 90 days, the coach helped to guide the client to develop their ideal career path, including goals for continued development for the next three years. The sessions also helped to grow the client’s confidence, which allowed them to exceed their own professional expectations.
See how the process worked for them
Recruiting assistance for an organization with no current HR staff, over 50 vacancies for vital roles within the organization, and implementing a recruiting process for incoming HR personnel for a continual pipeline for identified roles.
The AAG team created and implemented a step-by-step recruiting strategy focusing on efficiency utilizing an applicant tracking system (ATS) and customized marketing of openings for maxim visibility. AAG’s strategy included a collaborative process for hiring managers that included education on successful recruiting tactics and interview guides and practices. The AAG team managed the job postings and the ATS, sourced and screened candidates, and streamlined an interview schedule for the hiring managers to maximize the speed at which vacancies were filled.
Within three weeks of starting the assignment, AAG was able to educate the internal team on successful recruiting practices, implement the recruiting strategy, source over 30 candidates, extend offers to seven candidates, and hand off the new recruiting process to the incoming HR personnel. The AAG team continues to be a resource for the client’s HR team for assistance with recruiting, fractional HR services, and special projects, as needed.
See how the process worked for them
Design and implement the Performance Management structure and process for an organization with a new software platform.
Utilizing insights gained through previously completed project phases that included position analysis and development, creating and revising job descriptions, and developing core competencies, the AAG team customized a performance management structure specific to the client’s needs. The implemented process included customized tasks for the company’s and individual’s goals and linked each to the client’s new core competencies. Processes centered around ongoing communication and continued professional development were integrated into monthly, quarterly, and annual conversations. AAG successfully built the new structure directly into the client’s new performance management module and provided training to the leadership team on implementing it for maximum results.
The customized performance management system implemented by AAG allowed the teams to facilitate effective and continual communication, provided transparency and alignment, promoted professional development, and achieved individual and company goals.
