Workforce Management & Modeling System (WMMS)

WMMS is a tool developed by members of the Center for    Competitive Change at the University of Dayton for the US Air Force.  WMMS (1) is a centralized tool for managing workforce skills and competency achievements, (2) enables leadership to know who they have, where, and (3) shows how to alignment resources to mission or market.

The WMMS builds profiles for each resource on a team, in the organization and across the business enterprise.  The tool provides the ability for complete and accurate analysis of your workforce alignment along all fronts; from leadership and front office to back office and shop floors or R&D, working to improve efficiency and effectiveness in some of the areas most impacted by change and competitive or economic demands. To reach this level of ability, WMMS brings together process and web-based tools with your workforce.

Strategic Planning

Every organization needs a clear purpose and a sustainable direction. That is strategy.  As shown in Figure 1 above, strategy includes strategy management, the establishing of an ongoing mechanism for scanning the external and internal environment, and communicating with stakeholders; and strategic planning events that are critical points at which an organization makes major decisions leading to changes in its mission or operations. Technological and social changes are primary drivers of strategic change. We can assist your organization with facilitation, planning, focus group and quantitative research, report writing and other consultation to support developing an implementing strategic changes.

LEAN Six Sigma & Organizational Effectiveness

Having decided on the right strategic direction, an organization needs to examine on an ongoing basis, how its processes for getting work done can be improved and optimized. Experience in a wide range of industries has shown that this is best done by engaging employees in process improvement activities as part of the culture of work. We use techniques from Lean Six Sigma to help organizations to do this. We have some of the foremost US experts in LEAN Six Sigma and provide courses and workshops at the Center for Competitive Change at the University of Dayton, at customer locations; as well as consultation customized to organizational requirements.

Customer/Stakeholder Relationship Management

An organization's strategic goals cannot be achieved without a continual focus on its relationships with its customers and other stakeholders. This is best accomplished with a customer/stakeholder relationship management system which includes the effective use of information technology as well as the effective application of knowledge and skills. These need to be deployed in customer/stakeholder engagement, including needs assesment, surveys, focus groups, community meetings as well in enhancing customer service . We assist organizations in developing and implementing customer/stakeholder engagement plans, in developing employee skills in these areas, and in facilitating the implementation of systems to support customer/stakeholder engagement.

Change Management

Once an organization has decided to make significant changes in strategic direction or in its operations, implementing them successfully requires a deliberate process of engaging executives, managers and employees in a change management process. This includes developing and communicating a clear vision of where the changes will take the organization, and why the changes are both necessary and correct. It also includes dealing with the inevitable emotional responses that human beings have to change, and giving people the support, training and tools they need to help shape the changes and to be successful in the new configuration. We help organizations to manage change effectively with facilitation, training, and measurement of progress and process.

Performance Management

Performance management is how the organization’s goals are translated and measured in the work activities of individual managers and employees. In addition to measuring job-specific outcomes, the organization needs to determine what competencies and values members need to demonstrate in order to achieve the vision and mission. We assist organizations in development and implementing the best competency and performance management system, consistent with its culture, resources and values.

Executive & Business Coaching, Leadership & Team Development

Leadership, employee and team development activities are how an organization supports its members in attaining the skills and competencies needed to achieve its vision and mission. Executive and business coaching are examples of how we assist organizations in this development. We also design and deliver various forms of training and education focused around the SOPPHIA principles:

•      Self: skills related to self-awareness and self-management. One of the major opportunities and challenges in organizations is for leaders and team members to continue to grow in self-awareness and self-management. The organization can only continue to develop when members do.

•      Others: skills for understanding others and managing relationships with people and nature. Relationships constitute another major area of opportunity and challenge for organizations. This includes relationships among team members and employees as well as with customers.

•      Purpose: skills related to finding and achieving your most important goals, your passion and calling. Both organizations and individuals need a viable and sustainable strategic direction based on core values.

•      Present: the ability to be effectively present. While knowing one’s history and envisioning the future are very important, it is also essential to engage in the present in an intentional and meaningful way in order to create a rewarding future.

•      Health: skill related to becoming and remaining healthy in body, mind and spirit. To remain vital, organizations and individuals need to promote behaviors that sustain health. This includes maintaining a healthy balance between work and other aspects of life.

•      Innovation: the ability to use creativity to produce social and economic value. Innovation is part of the human process of learning and growth. Organizations can implement practices that promote innovation.     

•      Assurance: The ability to endure and persevere in the face of major challenges requires that individuals and organizations have the assurance of clear and humane values.