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How We Can Help:

Identity & Direction

Process Design

Project Management

Meeting Facilitation

Relationships & Teams


Design & Change

Corporate Wellness

Healthy Organizations

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How We Can Help

Each of your meetings holds within it a potential for learning and alignment. Every project is an innovative beginning. Well-designed processes can standardize, stabilize and ensure quality work. Your vision, mission and plan is leverage for re-organization and change. Your working relationships can be purposeful and valuable connections to implement and integrate cultural values and operational improvements. Healthy Systems provides facilitation, training and coaching services to make all of this a reality.

This page describes our areas of specialty and links you with our products and services. See also our Sample O.D. Projects.

identity and direction setting

Identity and Direction Setting
We self-organize or create our lives based on our identity - on who we say we are and how we feel about ourselves. Who we are and want to be drives our focus and our actions. Exploration of and sharing identity is the number one way to direct change. It is the essence of the saying "Think Globally and Act Locally." Leadership, Strategy, Goals, Objectives and Measurement are associated methods.

identity and direction setting

Process Design, Management and Improvement
Processes are the primary meridians or pathways through which products and services are delivered. Their design drives their functioning. They need to flow. They need to connect. They need to provide feedback for learning and adaptation. Flowing charting, standardization, data gathering, customer service methods are associated tools and methods.

identity and direction setting

Project Planning and Management
Projects focus resources -- people, dollars, time -- to further the goals and processes of our organizations. Additionally, projects launch new directions and test new ideas. Tools and Methods associated with projects include Project Plans, Stakeholder Analyses, Constraint Identification, Communication Plans, Gantt Charts and Success Indicators.

identity and direction setting

Meeting Management and Facilitation 
Meetings are the steps we take together to complete our projects, improve our processes and set our directions. Meetings contain our shared understandings and our agreements. Collaboration, Facilitation, Role Identification, Note Taking, Agenda Setting and Room Arrangement are a few of the tools and methods of meeting management.

identity and direction setting

Relationships and Teamwork
Organization structure includes static elements such as physical plant, organization chart, and production equipment. Relationships and Teamwork are the dynamic elements of the organization and the mechanisms for integration, alignment, learning and adaptation. Clear communication and collaboration are two important skill-sets each having its own toolkit.

identity and direction setting

Culture Design, Strength and Fit
The culture of an organization tracks the history of its human relationships,
teamwork, symbols and problem-solving experience. Develop a culture that
aligns everyone with your mission, vision and agenda. Create symbols, tell stories and recognize heroes that reinforce your stated values. Surface your own and others assumptions in order to discover invisible blocks to living your ideal culture.

identity and direction setting

Corporate Wellness
There is a reciprocal relationship between the vitality and productivity of your organization and the wellbeing and motivation of its people. Wellness programs recognize this and focus on the individual person knowing that investment in the human resource will improve the company ROI. Building in human measurements of wellbeing and satisfaction into the dashboard of the organization and supporting individual wellbeing on many fronts are the basics of Corporate Wellness initiatives.

identity and direction setting

Organization Design and Change
The need to change is signaled by a tension between where you are and where you want to be. Although changing has a reactive and adaptive component, there are proactive disciplines and practices. Sharing a vision and a language, establishing and maintaining relevance, engendering commitment, modeling desired behaviors for others to emulate and draw enthusiasm from, staying relaxed and focused, crossing boundaries and changing roles are a few of the strategies for change in our organizations and in our personal life.

identity and direction setting

Healthy Organizations
Where are we going? Why are we working? What good will our organizations do? How will they serve others? What environment must an organizatio\n maintain to perform its duties? How do we design our business systems to generate products, services and wealth, while developing its workforce and serving the larger environment and community on which it depends? Thinking systemically and embracing the heart is key to answering these questions. All the varied roles we play, our tools, methods and strategies are brought to bear in creating and sustaining organizational health.