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Morgan Management Consulting

Morgan Management Consulting
finds new ways of excelling.
Coaching brings out your individual
brilliance and helps you stay on
the fast track. Consulting builds
teamwork and profitability.


Data Pro Surveys

Data Pro Surveys
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makes hard decisions easy.

 

Training and Development Modules

Morgan Management Consulting (MMC) supports implementation of LBO by offering optional training and development components. These strategies are based on behavioral science concepts, organizational research, and experiential wisdom. The LBO framework integrates these concepts into a flexible system, instilling a productivity-oriented culture and dramatically increasing the degree of employee engagement.

LBO brings lasting changes. After starting, you will not drift back into the “business as usual” rut. Follow the simple and common sense procedures and successful transformation is a sure thing. LBO is easy to implement, with pieces fitting together like Lego blocks. Each piece strengthens the structure to form a powerful, transformational force—picking up momentum as the synergy kicks in. LBO will revolutionize your company!

Optional Training and Development Modules insure that training and development activities are available on an “as needed” basis. The LBO framework was designed to fit any organization. It incorporates prior training activities into the system, and welcomes the services of other consultants to provide training activities as well as services provided by Morgan Management Consulting. Training and development modules include the following:

  • Workplace Climate and Employee Engagement Report is based on a proprietary diagnostic tool that measures the workplace climate and level of employee engagement. This is the basis for customizing LBO to fit the unique needs of each organization. When the workplace is assessed before and after adopting LBO, lasting changes can be quantified to demonstrate successful transformation.
  • Core Ideology and Visioning Facilitation is the first part of the Leadership by Objectives system where executives review and revise the organization’s strengths, core ideology, strategy, and tactics.
  • Executive Coaching focuses on the needs and interests of individuals.
  • Consultation, by telephone and on-site, focuses on the needs of the organization.
  • Leader Effectiveness Training was developed by the late Dr. Thomas Gordon and trains people in active listening skills and assertiveness. Both Drs. Don and Patricia Morgan are certified Effectiveness Training Facilitators by Gordon.
  • Team Blending and Team Building uses the DISC model to enhance the cooperative effort of existing groups and for the formation of new teams based on the function, strategy, and tactics of the unit. Refer to the description of the DISC Module below.
  • Meeting Effectiveness incorporates many valuable techniques to make your meetings more productive. This module is eclectic and tailored to fit the purpose and needs of the audience.
  • DISC Assessment is strongly recommended for learning specific personal strengths and weaknesses, especially in how employees and managers deal with others. It provides direction for building on one’s strengths and correcting weaknesses. DISC assessment provides the mechanism for self-discovery and self-mastery. The online assessment yields insight into one’s temperament, character, and behavioral tendencies. Moreover, it provides information about how we normally approach our work, how we work under pressure, and how we see ourselves

The DISC system helps with team-blending by demonstrates the contributions of people with complementary behavioral competencies. We learn that over reliance on our strengths actually makes us less effective. The DISC language helps us to understand our perceptions and behaviors and to understand others more easily. By understanding ourselves and others, we can create more harmonious relationships. People remember how you made them feel much longer than they remember what you said or did.

Personality is how we view and respond to life situations. The DISC model provides a language for understanding and explaining behavior. Without DISC, we tend to think that our perceptions of people and events are correct, and that our response or reaction is appropriate. Another person’s perceptions of the same people and events will likely differ from our own. DISC makes sense out of human behavior.

The DISC Pattern represents four personality factors. No one is 100 percent one style. We all have all of four styles within us, but one is our most comfortable and one is our least comfortable style. The others fall somewhere in between:

D – Directive (Dominant, Direct)

  • Tends to dominate conversations; cares about results and solutions, not small talk; impatient listener; sees own views as fact.
  • When dealing with a high D, be direct; provide alternatives; ensure he wins; do not be emotional; do not dominate; act quickly as Ds decide fast; disagree only on facts, not on opinion.

I – Interactive (Inducement, Influence, Interest in People)

  • Talkative; not direct; does not listen for long; discusses pleasant and fun things, avoids details and unpleasant issues; charismatic; loves attention.
  • When dealing with I-style, be a friend; spend time chatting; have fun and act silly; talk about people and feelings; move closer; let him talk a lot; give recognition.

S – Supportive (Steadiness, Stability)

  • Most active in a favorable environment. Kind; gentle; avoids conflict; quiet and reliable—may hide true feelings; team player; caring; self-sacrificing; diplomatic; approachable.
  • When dealing with S-style, go slow; build trust; be sincere; do not dominate; focus on people; secure commitment piece by piece; stay calm and personable.

C – Corrective (Compliance, Competence)

  • Responds positively to rules and procedures set by others; compliant; cautious thinker; precise; analytical; detail-oriented; socially inept; task-oriented; stiff; expert; scientist.
  • When dealing with C-style, provide facts and detailed information; be patient; do not discuss personal issues; no pressure; no touching; focus on issues and stay unemotional.

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