Consulting and Coaching Services

New Heights consulting services provide an unbiased, third party perspective of your organization's strengths, weaknesses, and potential. From an organizational perspective, discord usually occurs due to a lack of:

Vision, mission, and core values that is relevant to the environment. In other words, the business is not walking the talk.
Stagnation for a variety of reasons.
Accountability in the organization to team members, management and customers.
Development of individual skills, team or management skills.
New Heights offers a wide variety of Human Resource services. From assessing your workforce to writing your company Employee Policy Manual to facilitating sessions as your company discerns core values/vision statements.

New Heights offers a wide variety of Human Resource and Organizational Development services. From assessing workforce strengths and weaknesses, to writing your company Employee Policy Manual, to facilitating sessions as your company discerns core values/vision statements and more.

New Heights will help your business redirect your energies and commitment toward productivity, employee morale and results. You want them quickly and cost-effectively. In today's workplace environment the mantra is exceed the customer’s expectations or lose your customer base. We'll help you not just perform, but thrive! Here's how...

The Performance Development Plan:

Changing performance requires new habits, attitudes, skill sets, and responsibilities. It takes both time and a systematic approach - not just a series of workshops or buzz words. When affecting change, there is a crucial human element that is sometimes overlooked for a "system" or quick fix. Organizations cannot change until people do. New Heights is unique in providing a total set of strategies to optimize job performance and build employee morale. Training is only one aspect of an effective performance system. Another aspect is the environment - corporate culture, management behaviors, other employees, HR initiatives, etc. The Performance Plan is based the following model:

To find out how this model can help build productivity and morale in the workplace contact us.

LEADERSHIP/GOALS:
In this context, leadership comprises the total set of behaviors, not just words that inspire employees to perform in a way that makes a difference. Some behaviors inspire the vision, communicate the vision and expectations and create the environment. Other behaviors maintain the environment. Goals, in this context are specific to achieving the vision, mission and values.

STAKEHOLDERS:
Stakeholders and others (such as a board of directors) can influence an organization in many ways. Identifying people outside of an organization that has influence, both negatively and positively is helpful in decision-making and long term planning.

CORPORATE CULTURE:
A successful organization has an environment that motivates employee performance, promotes retention, and attracts new employees to want to work in that organization. A successful work environment provides added value for employees and employers.

COMMUNICATION:
Communication is the connecting link in the Performance Development Plan Model. Good communication is clear, easy to understand and assists the decision-makers of an organization in making sound business decisions. Good communication also gives employees a feeling of security and diminishes negativity.

VISION, MISSION, VALUES:
Vision, mission, and values are the specific decision-making points and future your company seeks to achieve. By providing employees with a clear and comprehensive explanation of the organization's vision, mission and values enables them to see how they and their jobs fit into the big picture and provides them with criteria to focus personal behavior.

RESULTS:
Increased performance is only as good as its results. Results are a by-product of planning and execution. Results don't happen over night, but can with good planning, measuring the right performance indicators, and recognizing the people who got you there.

STRUCTURE:
Clearly defined performance standards establish expectations for employees as well as accountability on many levels. Structure and accountability provide a "safety net" for all layers of an organization. An organization can motivate employees through programs and recognition. Programs and recognition are the actions you take as a leader to acknowledge your employees for good performance. These programs and actions not only make employees (and you) feel good, but promote further positive performance.

TEAMWORK:
Teamwork refers to the process of your employees working together as unit to provide a consistently positive experience for customers, other team members, themselves and ownership/management.

EMPLOYEE ROLES:
Each employee has a responsibility within the organization. Having a direct stake in the success of the business is achieved by providing employees with an appropriate degree of autonomy and authority in performing their jobs ("real" responsibility). There are different layers of responsibility in an organization and each layer must know their slice within the whole.

DEVELOPMENT:
Development provides training opportunities for employees to get knowledge, skills, and abilities required to meet the established performance and behavioral standards. Development can be achieved by coaching, on-the-job, classroom/Computer Based Training (CBT), and the "school of hard knocks." Each are appropriate means of growth, however people all learn at different rates, styles and influences.

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