Our Services
When you need help, here are the main ways we can work with you:
Live Help - Personal Consulting for specific problems
We can meet you at your offices, at our offices, or by telephone. [Skype connection is under development.] And so a world of possibilities opens up for you. Sometimes a brief telephone consult is exactly what you need. For example, if a personal meeting is not feasible, or if privacy is of the essence, or you need only a brief session to test your ideas in a safe environment, you can access a principal consultant directly by telephone for advice on a wide range of issues - Corporate or Interpersonal. The choice is yours. Since 1979 our reputation has been built on superior performance, and the utmost in discretion. Our in-office fees are based on duration and complexity of projects.
Change Management - Making Major Changes
There are few topics today that are more widely discussed than Change and Change Management. And there are few topics that are less understood. Everybody talks about it, but when it comes to effective action, very few do anything more than talk about it. Change Management is simple but not easy – conceptually simple, but difficult to apply. We help you apply a few basic principles to real situations – that's the simple part – and coach you through the application of those principles – that's the difficult part. Here are the principles:
1. Involvement leads to ownership – the greater the involvement, the greater the degree of ownership.
2. Ownership leads to engagement or commitment. People do not resist their own ideas.
3. Commitment lowers resistance to change – the greater the commitment, the lower the level of resistance.
4. Commitment leads to higher levels of performance, and greater success.
Strategic Planning
Strategic planning is the process whereby a person or an organization decides where they want to go during the next few years, the means of getting there, and how they will know when they've arrived. Some key elements:
1. Clearly define the vision and purpose of the organization and establish realistic objectives consistent with that purpose.
2. Build a measurable plan to achieve the vision.
3. Communicate vision and purpose to the organization’s clients – internal and external.
4. Develop broad ownership for the plan. Virtually every member must be involved for this to happen.
Performance Management - Corporate and Individual
Performance Management is variously defined. For our purposes it is the whole process whereby Senior Management assures the optimal use of resources to achieve annual targets related to the vision, mission and mandate of the organization. The work here is more abstract and conceptual.
According to the Auditor General of Canada, a complete performance management system covers the entire gamut of activities related to delivery of the an organization's products and services. This requires three elements which, in combination, represent a superior accountability programme. Those three elements are:
1. A formal model, such as ISO9000, including monitoring and procedures for reporting on actual performance.
2. The human factor, including leadership in all its facets.
3. The strategic planning aspect, including vision and mission.
Performance Management also refers to work at the supervisory level. Here we prefer the term Performance Enhancement which refers to interpersonal skills and techniques aimed at maximizing the day-to-day potential to achieve organizational & individual goals. In other words, ensuring that the Work Plan is being effectively implemented at one's own level. The work here is more technical and interpersona, as contrasted with the more abstract and conceptual.
Mediation of Conflict
Otherwise known as Alternate Dispute Resolution, the literature presents many variations on this theme. In essence, mediation requires a third party (at arm's length), who uses persuasion and authenticity to seek common ground for contesting parties. Based on the concept that "the only good contract is founded on good relations", the mediator attempts to facilitate better communication, hence better relations between the parties. In mediation there is no court-ordered authority to impose a resolution.
Executive Coaching
Executive Coaching is really no different from any good coaching, whether it be for adults or children, in sports, academics or life. It is based on common sense, the actual needs of participants, and an intense level of feedback on performance, values, attitudes and behaviour.
Executive Coaching is generally believed to be the key to advancement, to getting beyond ones current level of ability, and to being a successful leader in all fields of endeavour.
Team Building
Team building is really about enhancing the skills needed to deal effectively with individuals and with groups of people. There are four critical areas of knowledge and skills involved, which will enable you to increase awareness and skill in being an effective team member.
1. Tapping the Power of Teamwork. This involves understanding the benefits of working in teams – when to team up; when to go it alone; recognizing and working at overcoming barriers to effective teamwork; developing skills that promote effective group functioning .
2. Understanding Group Dynamics. This involves differentiating between task and maintenance behaviours; demonstrating awareness of group process; and practising techniques to facilitate effective team processes.
3. Enhancing Interpersonal Communication Skills. This involves knowing and practising effective active listening techniques; demonstrating ability to send clear messages; practising providing constructive feedback to staff, peers and superiors; discussing the importance of effective conversations, both internal and external; assuming responsibility for adding to the team’s information and skill base; and exhibiting behaviours that build influence with team members and clients.
4. Managing Differences Within the Team. This involves understanding and using techniques to manage diverse styles of working & communicating; demonstrating ability to disagree without being disagreeaable; and practising techniques for building consensus – and “Having the courage to speak up, the wisdom to listen.”
So you can see that Team Building is complex. One requires considerable skill and experience to be effective in this realm. Our consultants exhibit these qualities on a daily basis – providing both modelling and advise on all aspects of Team Building.
Leadership & Management Development - Program Design
Our Program Development for Leadership & Management is based on four assumptions:
1. Human beings are primarily in the business of "psychological maturation". They are stimulated by clearly-formulated challenges, which they perceive as important in their lives.
2. People are motivated by the possibility of enrichment, not impoverishment.
3. People are most committed when most involved, and least committed when least involved.
4. Resistance to change is based more upon "not being involved" than it is upon any other cause.
These four assumptions, based on solid theory, drive consultation and developmental aspects of all our Leadership and Management Development Programs.
"Sanity Centres" - Building Them
Managers today are experiencing high levels of distress, and a general sense of chaos on a daily basis. Good technical order maintained through fiscal Responsibility Centres and generally good management … is a necessary but insufficient condition for success. To complete the conditions for success requires the establishment of Management Sanity Centres.
What is a Sanity Centre? A Sanity Centre is a place in the mind/psyche where calm, order and clear purpose reign. An SC is arguably the point of origin of all organizational success – effectiveness, high morale, good working relationships, and purposeful leadership. This principle applies equally to organization at all scales – individuals, families, and large collectives such as Federal Government Departments.
We can help you develop a Sanity Centre in your own organization. The tools are already well-known, and in fact are rooted in an evolved approach to Organizational Development. Here are the basic steps, which are not new:
1. Assess organizational needs to include management and employee needs. Engage participants at all levels of the organization: "involvement begets commitment".
2. Validate the purpose of the organization: "What are we designed to do?" "Do we need to modify our purpose – is it still relevant?"
3. Establish or review all plans to ensure consistency with legislation, mandates, etc.
4. Use "back-casting" as opposed to "fore-casting" to develop relevant and current plans.
We have a unique capacity for building Sanity Centres and can add substantial value to your organization in this way. Give us a try!
Report Writing, Editing, Research
25 years of academic and practical experience. Ask us how we can help you complete your project.
Organizing Conferences & Retreats
Email vaughan@vbentley, or call us at 613 545-0525.
CLIENT TESTIMONIALS
Team members predictably give you rave reviews, and as the Program Director on a couple of happy occasions, I must concur with their judgement. Your skill as a facilitator and your integrity as a human being will always stand you in good stead.
Marion Smith
Manager, HRM and Communication Training
Office of the Auditor General of Canada
Vaughan, your assistance and leadership was much appreciated. Our strategic planning would not have been the success it was without you and your remarkable flexibility. Many thanks.
Brenda Farquharson
Strategic Planning Organizer
Empire Financial Group
He has a natural enthusiasm for his work and this, combined with his sense
of humour and skill as a communicator, makes Vaughan Bentley a dynamic Project Manager and facilitator.
Don E. Preston - Regional Director
Civilian Personnel Administration
Canadian National Defence
Vaughan Bentley is a master of positive re-inforcement.
Juliette Dupuis
Trainer and Facilitator
Canadian National Defence
As a management advisor, Vaughan has a unique ability for grasping the
concepts that the client wants to address.
John Jeza - Manager
Ontario Hydro
Vaughan is a genius, and a genuine help to all team members.
Wayne Klein - Manager
Supply & Services Canada
It was fascinating for me to watch the dynamics of our group evolve, and
to watch you deal with what was often a rather difficult and awkward situation. Your energy and sense of humour were wonderful complements to the group and certainly saw us through the tough spots of our Strategic Planning. It was a true pleasure to work with you.
Lance Thurston
Director of Planning
Corporation of the City of Kingston
Within a half day he [Vaughan Bentley] had a room full of strangers
working as a team helping each other move forward.
George Webster - Supervisor
Canadian National Defence
It's obvious to me that you're committed to your work on a personal as well as
a professional level. I admire that, and I think it's also the reason why
our group responded so well to you as a project coordinator.
Mary O'Rourke - Manager
Supply & Services Canada
One thing that impressed me was that you were able to answer every question.
In any other team building exercise I've taken there was lots of 'Well, I don't know.'
Craig Webber - Manager
Canadian National Defence
I've got a feeling that any consultant I work with from now on will be a disappointment.
John Stewart - Manager
Canadian National Defence
