Overland Resource Group works hand-in-hand with joint leaders to plan and execute a change strategy tailored to meet outcomes they've described. We do this through a combination of consulting, coaching, training, facilitating, assessing, forecasting and course-correcting, and all the while, we're transferring knowledge and teaching people within the organization how to perform these functions on their own in a systematic way that will help ensure sustainability of the process.

The work we do falls into several "buckets" that are filled with a variety of specific initiatives and interventions. Our role is to guide clients through these steps, providing our expertise and experience to help them design and invent what works for their organization:

• Articulating the Case for Change and clarifying leaders' roles and responsibilities
  • We facilitate collaborative dialogue between labor and management leaders and teach them to have interest-based conversations so they can create and agree on a Case for Change, and get clear about roles and responsibilities they'll have for leading the change process
• Exploring and designing the desired future state
  • We help the parties identify a Desired Future State they agree is worth pursuing collaboratively
  • We provide a benchmarking methodology and create opportunities for the parties to learn together about best practices that are aligned with the future they envision
• Assessing the current state and the progress toward future state
  • We deliver a variety of assessment tools and perform analyses to help guide clients through the evolving change process, using data-not just anecdotes or history
  • On an on-going basis, we compile measurements of progress to help leaders make course corrections along the way
• Planning and designing the change initiatives
  • We help leaders install joint structures (comprised of representatives from labor and management, and various functional areas) for getting organizational change underway and maintaining it
  • This includes coaching them through chartering, team member selection, agenda-setting, and more
  • We assist the leaders in collaboratively identifying and designing change projects to address gaps between current and future state
• Committing to the change plan
  • We work with the clients to forecast breakdowns, accurately describe resources required, and explore the level of commitment they are willing to bring to the work
• Building change management infrastructure and capability
  • We install the infrastructure necessary to lead and track progress of the organizational change, and teach leaders how to use the tools
• Launching key change programs takes many forms
  • We establish and facilitate joint union-management structures at appropriate levels in the organization;
  • We develop and deliver training approaches to address the skills needed to develop collaborative competence from the shop floor to the executive suite
  • With our sister firm, LightSpeed Learning, we deliver skill building through face-to-face leadership training, and via an on-line collaborative workspace
  • We coach and mentor selected employees and change agents to become internal consultants to the change process
  • We introduce Joint Communication^SM methodologies and structures and teach approaches to collaborative communication
  • We launch and train teams to address specific issues and opportunities, as identified by joint leader groups
• Course Correcting and Sustaining
  • We teach leaders how to forecast "change-back," one of the critical skills that helps them proactively take action to keep their change process moving forward. We assist in identifying when course corrections are in order and support clients in planning and executing them.