Who We Are
We are a global executive and organizational development consulting company with over 30 years of experience.
Organization development (OD) is the process of improving the efficiency and/or effectiveness of an organization by applying knowledge from the behavioral sciences — psychology, sociology, cultural anthropology, and other related disciplines.
Our consultants reside in many cities across the United States, as well as China, Hong Kong and Australia.
We hold a non-judging stance and seek to empower our clients to meet future challenges without us.
How We Can Help You
We can help your organization to:
- Assess and develop your executives, officers, directors and managers
- Facilitate your team to identify your strategic plan – vision, mission, values - and strategies to achieve your goals
- Develop your teams
- Plan and implement change
- Build a “learning organization” in which people at all levels are continually developing
- Build a corporate culture that supports meeting your objectives
- Improve quality of work life, thereby enhancing productivity, organizational stability and employee retention.
- Increase capacity, productivity, employee retention, and organization stability
- Reduce costly turnover
- Resolve conflicts in a sustainable way, increase teamwork and cooperation, and develop employees
- Get stronger, more resilient, and continuously develop
- Structure your organization for maximum productivity
The Human Dimension specializes in organizational development, helping organizations to improve their effectiveness and meet their goals. Our services encompass many areas, for example:
- Change Management
- Confidential Data Gathering and Recommendations
- Conflict Resolution
- Cross-cultural Training
- Culture Alignment With Mission Objectives
- Customized Training Programs
- Employee and Managerial Assessments:
- Myers-Briggs® Type Indicator (MBTI®)
- Hay-McBer® Emotional Competency Inventory (ECI™)
- Human Patterns® Personality Inventory
- Human Patterns®
- 360-Degree Feedback assessments
- Executive Coaching and Development
- Management and Leadership Training and Development
- Management Retreats
- Meeting Design and Facilitation
- Multicultural Team Development
- Organization Development Analysis and Recommendations
- Personality Type Training
- Strengthening Teamwork
We approach our work with several core values. Here are some of them:
- People are doing the best they can — given their education, perceptions, and experience — all the time.
- Giving hungry people a fish is often the first step in teaching them how to fish. They cannot pay attention to the lesson if they are hungry.
- Leaders are made, as well as born.
- An organization usually has the answers to its questions and dilemmas. Often our value added is to provide the tools to help discover those answers, and at the same time to gather the energy required for effective implementation.
- Creating partnerships with employees, customers, and other stakeholders leads to success.
- Feedback and self-awareness are the breakfast of champions for both people and organizations.
- An organization’s growth is heavily dependent on the growth of the people in it. Organizational learning is a function of individual and group learning.
- Successfully managing and leveraging cross-cultural diversity is a success factor in the global economy.
- The first step in any change process for both people and organizations is self-awareness — a full awareness of the current reality.
Real World Examples
Here are some examples of why others have contacted The Human Dimension:
- The head of an operating department of a large multinational company contacted us to help her to assess, train and coach her direct reports, many of whom were relatively young and new to management. Her budget was small, and we designed and delivered a cost-effective solution that was very successful.
- A global consulting company contacted us when they needed help to develop a consistent program of supporting and developing their own executive coaches in North America and Asia.
- The owner of an electronics company called us when his company had grown to its capacity in the sixteen years since its founding. He needed our support to move into the next stage of development after entrepreneurship. He wanted an objective view of the company — its processes, systems, employee relations and development systems — and recommendations on what steps to take next in order to continue to grow.
- The new director of the US division of a large multinational company called when he was charged with combining two previously competing and geographically dispersed departments into one team — after years of blaming each other for being late in delivering their product.
- The nursing director of a large hospital called for help in resolving serious conflicts between her departments, and to find out the cause of heavy turnover in the clerical ranks of the nursing departments. Employee morale was very low in the administrative services area, and it was distracting the nurses from patient care. She needed help identifying the reason for these problems, and designing and implementing solutions. (The problems turned out to be related.)
- The owner of a small company called because he needed a way to develop his managers so they would stay with the company, and so they could in turn develop the people reporting to them.
- The middle managers of the Chinese division of a European company were frustrated with the stress of having to constantly train new people because the turnover in two positions was 200% a year.
- A department manager at a large power company in the US heard from a fellow manager that our team-building program had made a big difference in his department’s morale and teamwork, and productivity was up. He wanted those kinds of results too.
- The Manager of a retail department store in China wanted us to help her increase sales and get employees in different departments to help each other in making sales, rather than competing with each other.
- The CEO of a US company with 250 employees wanted to improve teamwork among the executives who reported to him — his senior management team.