Lyric Rivera

Need

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.

Solution

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.

Results

After engaging with AAG’s team-building program, the client experienced the following outcomes:

• Enhanced Communication: Participants gained a deeper understanding of their communication styles and preferences, leading to improved communication within the organization.
• Improved Interpersonal Relationships: Team members developed strategies to work effectively with colleagues of varying communication styles, fostering stronger interpersonal relationships.
• Increased Self-Awareness: Through the Everything DiSC® assessment, individuals gained insights into their strengths and areas for growth, enabling more effective self-management and leadership.
• Practical Application: AAG’s emphasis on immediate application ensured participants could implement their newfound knowledge and skills in real-world situations.

Need

New VP of HR brought in AAG for Support while hiring a new team…

Solution

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.

Results

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.

Need

Design and implement the Performance Management structure and process for an organization with a new software platform.

Solution

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.

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.

Need

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.

Solution

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

Results

The program facilitated a transformation in the client’s organizational culture:

• Participants gained insights into their communication styles, fostering better interaction and relationships.
• Increased emotional intelligence led to a more empathetic and adaptable approach to team dynamics
• Open conflict management improved decision-making and commitment to team goals
• Peer-to-peer accountability and result-oriented focus became central to the team’s approach..
• The organization improved collaboration across departments, breaking down silos..

Need

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.

Solution

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.

Results

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.

Need

Termination of an HR Director

Solution

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.

Results

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.

Need

Individual career guidance and coaching to develop a clear vision and strategy for professional growth.

Solution

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.

Results

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.

Need

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.

Solution

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.

Results

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.

Need

Design and implement the Performance Management structure and process for an organization with a new software platform.

Solution

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.

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.