Our Services
Comprehensive solutions to transform your organization
Business Transformation
Aligning people, processes, and technology with business strategy.
Employee Engagement
Building high-performing cultures through engaged teams.
Team Development
Developing effective teams that drive organizational success.
Coaching
Empowering leaders and teams to reach their full potential.
Our Approach
We start by understanding your unique challenges and goals, partnering with your team to ensure sustainable solutions.
Developing actionable plans with clear deliverables and success metrics.
Implementing solutions through expert facilitation and proven methodologies.
Ensuring lasting success through continuous evaluation and support.
Business Transformation
We help organizations evolve through fundamental changes in operations, focusing on three key areas:
Business transformation is the fundamental change to the way a business operates, whether that be moving into a new market or operating in a new way. It is an approach that attempts to align an organization's activities relating to people, process and technology more closely with its business strategy and vision.
People
Often called "Change Management"
Process
The identification and ordering of tasks and resources
Technology
The system, equipment, etc.
People
Often called "Change Management"
Process
The identification and ordering of tasks and resources
Technology
The system, equipment, etc.
Featured Success Stories
Large System Implementation at J&J
Led the Organization and Change Management effort for an SAP implementation for the Supply Chain business in Johnson and Johnson's Medical Devices and Diagnostics sector.
- Organization design
- Roles and responsibilities
- Stakeholder management
- Change impact identification/mitigation
- Training
Result: Engaged 1200 end users in a successful go live
Process Improvement at Honeywell Space Systems
Transformed operations with a focus on process improvements in every department, implementing scorecards and recognition plans.
Result: On-time delivery improved from 48% to 100%
Workforce Planning at DEC
Managed the sensitive transition during Digital Equipment Corporation's acquisition, focusing on resource planning and emotional support during change.
Result: Successfully managed transition from 120,000 to 60,000 employees while maintaining positive company culture
Employee Engagement
Creating environments where employees are satisfied, valued, and trusted to drive organizational success.
The topic of employee engagement is a natural fit with our other topics of business transformation, team development and coaching. Keeping employees engaged is even more important during times of change, and teams are more effective when individual members are engaged.
Our Definition of Employee Engagement
"Engagement is the degree to which employees are satisfied with their jobs, feel valued, and experience collaboration and trust. Engaged employees will stay with the company longer, and continually find smarter, more effective ways to add value to the organization. The end result is a high-performing company where people are flourishing and productivity is increased and sustained."
Engagement is a Business Issue!
Rational commitment
My job, manager, organization is in my financial, developmental or professional self-interest
Emotional commitment
I value, enjoy and believe in my organization, manager, team. I feel a sense of pride in all aspects of my job.
Performance
I want to go the extra mile to ensure that my job is done right. I put stakeholders at the heart of what I do and how I think.
Retention
I have no intent to leave this company!
Featured Success Stories
Engagement Strategy Development at J&J
Designed and developed an engagement strategy within Johnson and Johnson's Pharmaceutical Research and Development sector, focusing on two critical leadership roles:
- Connecting Employees with the Organization
- Guiding Employees' Work and Performance
Result: Improved scores in the employee engagement index
Non-monetary Rewards and Recognition Programs
Designed peer-to-peer recognition programs including mechanics on delivery and training on the "Effective Use of Positive Reinforcement."
Result: High program utilization and improved employee engagement survey results
Recognition Plan at Honeywell Space Systems
Facilitated an innovative themed recognition program with planned celebrations for each critical milestone.
Result: Published as a best practice in Performance Management magazine
Research-Based Approach
Our approach is based on extensive research, including studies from Gallup and The Corporate Leadership Council. For more details on our research study on employee engagement, please visit our resources section.
Team Development
Building high-performing teams through structured development programs.
Team Fundamentals
... are understood and shared by every team member and updated when necessary
→ what we do
... of each team member are explicit and interdependencies are identified
→ who does what
... are agreed upon and followed for how the team will accomplish goals and objectives
→ how we execute
... are built on a genuine desire to develop an understanding of each other to enhance performance
→ how we work together
... in providing direction, solving problems, managing stakeholders and building the team
→ how our leader leads the team
... is proactively managed by the team to respond to needs and get needs met
→ how we align with and impact key stakeholders
Team dynamics and collaboration
Build stronger relationships and improve team cohesion through structured activities and facilitated discussions.
Communication effectiveness
Enhance information flow and understanding across all levels of the organization.
Conflict resolution
Develop skills to address and resolve conflicts constructively, turning challenges into opportunities.
Performance optimization
Implement strategies to maximize team efficiency and effectiveness through clear goals and metrics.
Coaching
Personalized coaching to develop effective leaders and teams.
Coaching is the process of equipping people with the tools, knowledge, and opportunities they need to develop themselves and become more effective. The role of the coach is to orchestrate the development process.
Our coaching practices cut across all of our other service offerings. It is always about bringing out the best in leaders and individual contributors in whatever work we are delivering. One of our specialties, however, is a formal coaching approach that our clients specifically request for a selected employee.
Coaching Opportunities
Successful Performance
Reinforce / Develop / Motivate
Change Management
Support changes in business direction
New Projects
- • Clarity
- • Boundaries
Unsuccessful Performance
- • Consequences
- • Problem Solve
Successful Performance
Reinforce / Develop / Motivate
Change Management
Support changes in
business direction
New Projects
- • Clarity
- • Boundaries
Unsuccessful Performance
- • Consequences
- • Problem Solve
We begin our work by forming a partnership with the employee to be coached and their manager. This helps to engage all parties in a role to play in the coaching journey.
Our Coaching Approach:
1. Gaining Commitment
- Coach meets with employee's manager to explain the process and gain agreement on roles
- Coach meets with employee to explain the process, build a relationship, and gain commitment
- Coach meets with manager and employee together to launch process
2. Data Collection and Planning
- Collect data from 360 feedback and self-assessments
- Review current performance documents
- Assess and establish coaching goals and objectives
3. Coaching
- Hold coaching sessions every two to four weeks
- Identify opportunities to practice new skills and behaviors
- Introduce other learning activities
- Observe employee in normal business interactions
4. Follow-Up
- Allow space for employee to practice new skills and behaviors "solo" for 60 days
- Re-assess after interim period to evaluate progress
- Administer 360 instrument one year later to measure success
CONFIDENTIALITY is KEY to our success...
Eileen Flynn Consulting will not share specific details of any coaching session with managers or others. Update meetings with managers will focus on progress made toward development plan goals only.