Human Energies

Human Energies Programs

Areas of Focus

Organizational Direction:
Every organization today is spending large amounts of time and effort focusing on their future state. No longer can you sit back and be reactive to the driving forces that impact the organization. Today you must focus on the future, embrace the driving forces and create tomorrow. Understanding that both time and effort are critical factors, I focus on the desired outcomes associates wish to attain in the future, using time and people efforts as effectively as possible. Areas common in future focusing include: developing organizational visions and mission statements; strategic planning; defining objectives; goal setting; and action planning. I should note here that I would rather not do strategic planning beyond a two to three year time line. We can no longer predict our future that far out. We must be realistic about what we know and deal with it appropriately.

Leadership Development:
I believe that the success of an organization is greatly dependent upon those individuals who serve the organization in leadership roles. Their abilities to understand the direction of the organization, coupled with their abilities to lead and manage employee groups and individuals is what truly creates organizational triumph. Leadership training can cover many facets, depending upon the need, skill level, and role definition of each organizational leader. In today's organizations a blending of the managing mind with the leading mind is critical to leadership success.

Employee Teaming:
Organizational life is adopting the teaming approach. Experience and research show that effective organizations today think in what I call "we zones." Understanding that each of us live in our own "I zone," needing to move from there into the "we." The benefits of people working collaboratively with each other have proven to be much more effective than people working as individuals. The technology age alone has driven organizations to explore the concept of teaming. No longer can one individual know all, be all, or do all within the structure of the workplace. We are much more effective working throughout the organization than we are top down. However, working in teams is not an easy task. Training is necessary for the achievement of success. Focus areas of training include: understanding self; understanding others; exploring group dynamics; effectively communicating; seeking consensus; goal setting; problem solving; identifying roles and responsibilities; and last but not least, the ability to deal with conflict situations when they arise.

Personal Profile System:
This instrument, developed by the Carlson Learning Center, is in my opinion one of the most effective tools for better understanding self and others. The profile identifies with the behavioral style of self, as well as providing insight in understanding other behavioral styles when in specific environments. Results of the instrument support the belief that effective people are those who know themselves, can recognize demands when in a specific situation, and are able to adapt the right strategies in achieving successful outcomes. This is a great organizational tool for developing individuals, and employee work groups or teams.

Conflict Resolution Facilitation:
Having the ability to deal with differences is very important in the achievement of organizational success. Where there is conflict within an organization, there is opportunity for growth. No two people are the same! Their opinions, ideals and actions will be very different, which is very normal. We need to realize that as adults we tend to avoid conflict rather than embrace it. I take associates through a process in which they identify, understand, discuss and work to reach agreement on those issues that are in conflict. A key factor is the ability to effectively communicate when your level of emotion tends to control your ability to think things through. I focus on creating a balance with emotional intelligence and intellect.

Problem Solving Techniques:
The ability to solve a problem within an organization is a fundamental requirement. This becomes critical when working in the area of "team." Solving a problem alone may be the quickest and easiest method. However, two heads are better than one. Together rather than alone, you will approach, diagnosis and determine better results. Many organizations are quick to identify the problem, place blame and take corrective action. It takes place without understanding the real cause of the problem and analyzing that cause to eliminate it. I have associates look at problems as opportunities. Something that is wrong (a problem) provides you an opportunity to improve upon it. It's a mind set, but working on opportunities rather than problems is a much more positive approach.

Designing Need's Assessments:
Knowing where you are is important before deciding what to do. Need's Assessments give my associates an understanding of their current reality. Assessments can be conducted in a variety of formats. The development of these tools should be done by someone outside the organization, allowing those being assessed a greater level of comfort with their involvement and input. Depending upon the area of interest: I might do one-on-one conversations; group discussions; brief questionnaires; or in-depth evaluations. Assessments are developed specifically to meet the unique needs of each client. Tabulation of all data, developing an assessment report and reporting it back to the organization are key steps in the process. I feel that confidentiality is the most critical element in gaining credibility, support and good data of any assessment effort.
Skip Helfrich
Human Energies
18 Millar Place
Lockport, NY 14094
Human Energies
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