 | Relationship building . . . . .
 | Develop trust of all affected parties; establish a peer relationship
with all affected parties. |
| Perceptive, sensitive, able to surface and address issues, credible,
persuasive, and able to counsel.
|
|
| Communication skills . . . . .
| This covers many things, but the most critical is active listening.
|
|
| Organizational development and design . . . . .
| Insight regarding organizational design alternatives. |
| Job description/scope: areas of overlap and gaps in responsibility. |
| Predictable organizational stresses. |
| Separate the situational and organizational from the personal.
|
|
| Business strategy and tactics skills . . . . .
| Understand why the position was created. |
| How does the company define success of the person; is that
expectation attainable? |
| Are expectations consistent across the company? |
| In what areas are they being met? Exceeded? Falling short? |
| What level of risk is perceived to be associated with failure of
this role?
|
|
| Ability to understand the company’s cultural values and management
style . . . . .
| What are the "unwritten rules" of the culture? |
| How are decisions made? |
| What are the key success factors in this culture--in behavior and
personality? |
| Where/who are the "sacred cows"? |
| What are the owners’ goals and roles?
|
|
| Career development and counseling . . . . .
| Why did the individual take the job? |
| Are his expectations being met? Exceeded? Falling short? |
|
ASSOCIATES
LTD.
