Selected Examples of TATC Consulting's Organizational Development Experience

Developed Federal Managers’ Leadership Skills through our Executive Leadership Coaching Program

For one of its Federal clients, TATC provided a comprehensive executive coaching program for its leaders. This intervention was initiated following a workgroup assessment that indicated that staff perceived leadership as having a high level of technical skills, but needed to improve skills related to emotional intelligence. We used the Myers-Briggs Type Indicator (MBTI) and Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B) to help leaders expand their understanding of their leadership styles and assess and improve their skills in communication, interpersonal relations, and mentoring of employees.

Delivered a Comprehensive Stress Management Skills Development Program for Federal Workers

TATC kicked off a comprehensive stress management training program for a Federal agency by administering the Stress Profile instrument to all participants to evaluate individual and workgroup stress levels. We then conducted individual and group feedback sessions and designed, developed, and delivered an eight-session stress management program including behavioral, cognitive, and physiological (nutrition and exercise) approaches to stress management.

Conducted an Organizational Assessment to Support Development of Program and System Improvements

For a large, private, international corporation, TATC performed an organizational assessment using the Campbell Team Development Survey (TDS). Based on the results of the assessment and further dialogue during the staff feedback sessions, we developed a plan for management to implement the recommended improvements, including a revised staff performance appraisal system and a communication plan.

Conducted a Team-Building Intervention to Address Longstanding Workplace Conflict Issues

A Federal agency contracted with TATC to address a conflict between six core members of the agency’s office staff that had been ongoing for more than four years. Two employees in particular had an adversarial relationship that escalated into a physical conflict and resulted in the office staff taking sides, thereby causing a spilt between employees in the office. The goal of the project was to work with the Regional Manager of the office to resolve the conflict and have both the individuals and the overall work team develop action plans to overcome the conflict. To address the situation, we designed and delivered a 3.5-day team-building intervention to address the escalating interpersonal issues. Based on the intervention delivered, the involved parties were able to work through their long-standing issues and develop a civil, professional relationship with each other.