- EXECUTIVE COACHING
- DiSC TRAINING
- WORKPLACE CONFLICT MEDIATION
- STRATEGIC PLANNING
Dr. Jack Morrison has developed an outstanding reputation as an executive coach and workplace conflict mediator with unquestioned integrity and a success rate rarely seen in the industry. Over the years, with a unique and personalized approach, Jack has developed techniques that allow for open and honest dialogue with clients. His ability to connect with clients on a one-to-one basis provides the foundation for a trusted and lasting relationship with clients not only in Colorado and New Mexico, but across the country.
One of the benefits of hiring Jack as an executive coach is the fresh approach he brings to the process. As a independent third party looking at a situation, he has no agenda and no preconceived biases.
Executives and their management teams tend to become mired in similar patterns of thinking due, in part, to a corporate culture that could slow down a company’s momentum.
Jack brings a unique set of assets to the table as an executive coach. His qualifications includes time spent as a senior manager, a director of corporate training, an associate professor of management, a psychotherapist, an entrepreneur, and years as a professional athlete.
His approach to the coaching process is practical, realistic, and based on the everyday life challenges executives face in the workplace. Utilizing a customized 360 Degree Feedback Survey, Jack helps his clients develop specific, measurable plans and strategies designed to address management and leadership skills that need improvement.
Across the country, coaching in corporate settings is undergoing a transformation. Previously, coaching, if it existed at all, was viewed as a method to help under performers. In today’s workplace, coaches work with individuals who have been identified as future leaders.
World class athletes have long had coaches. Jack Nicklaus had a coach. Michael Jordan had a coach. Athletes of this caliber used coaches to help them sharpen their respective skills. Executive coaching in the workplace does the same thing. Once leadership and management shortcomings have been identified, the coach (an objective third party) provides direction and performance modification to help the individuals become more effective managers and leaders.
Executive coaching is a pleasurable time consuming process. Fees for an executive coach will vary, but any company hiring a C-level coach should be prepared to pay what a first rate attorney charges. The time span for a coaching assignment is usually nine months to a year which includes initial interviews, administration of the 360 Degree Feedback Survey, monthly face to face meetings, regular emails, and phone calls.
At the end of the engagement, a follow-up 360 Degree Feedback Survey is administered which allows a client to measure improvements made over the preceding months.
“From our successes comes confidence; from our failures comes wisdom.”
What is DiSC and how will DiSC training increase profits? DISC is an acronym for the four behavioral styles found in the Personal Profile System. D – dominance, I – influence, S – steadfastness, and C – conscientiousness.
DiSC training, if facilitated effectively, can improve communications, strengthen morale, reduce employee conflicts, increase productivity, and provide an atmosphere of mutual respect; all of which translate to an improved bottom line.
If any of the above conditions exist in your company or a specific department within your company, DiSC training will help.
For 25 years DiSC workshops have been lead by Dr. Morrison in workplaces across the country. His customized and unique approach to clients’ needs separate his work when compared to other DiSC trainers.
Jack is considered one of the foremost experts in the United States on the use of the DiSC. His expertise goes back to the mid-80’s when he was working on his Ph.D. His doctoral thesis (cited on Wikipedia under PPS and DiSC) was a correlation study of the Personal Profile System (DiSC) and the 16 Personality Factors Questionnaire (16PF). His findings, simply put, confirmed that the Personal Profile System (DiSC) measures what it purports to measure. In other words …. it works.
A partial list of Morrison Business Consulting’s clients, many of whom have used DiSC training, can be found on the Background Page.
Dealing with workplace conflict can be frustrating, time consuming and costly. Conflicts that arise because of personality differences are particularly difficult. Oft times what starts out as a disagreement between employees can escalate into contentiousness that left unchecked will negatively impact an employer’s bottom line.
Conflicts may easily reach a point where managers no longer have the capacity or capability to deal with them. At that point a company/organization is better off bringing in a neutral third party as a mediator.
Jack Morrison has filled that role for numerous companies and academic institutions in his career. Having delt with the daily pressures of senior management positions, plus his years as a University Professor and psychotherapist provide him with a perspective unique to the conflict mediation world. Over the years, his no nonsense, common sense, approach to mediation has been received with appreciation from clients. (Please see testimonials.)
If destructive conflicts are not resolved, any department, in any company, can quickly become dysfunctional resulting in lower morale, lower productivity and unexpected turnover. Turnover, in particular, is costly when one considers severance pay, recruitment costs, and training of new employees.
Avoiding turnover is obviously a priority for companies. Unresolved conflicts are a leading cause of turnover and can be avoided with timely intervention by a skilled mediator.
Strategic Planning can be a bit tricky. There is no perfect model. The approach to a planning process depends on a number of questions. For example:
- Does a vision statement, mission statement and values statement exist?
- What is the culture of the organization?
- Is the organization changing rapidly or remaining static?
- Has the organization had successful planning in the past?
- Is market research necessary to verify the needs for new products or services?
The above questions represent a sampling of the kinds of questions that must be answered in order for a consultant to determine the best approach a client should take. In the final analysis, whatever strategic plan model is chosen, the organization must be prepared to make sure their action plans are specific and measurable in order for successful implementation to take place.
Dr. Morrison’s experience in Strategic Planning goes back to 1985-1990 when he was the Director of Corporate Trainer for Waverly Press in Baltimore, MD. With a 1200 person work force in both its printing plant on Maryland’ s Eastern Shore and its Headquarters and Publishing Division in downtown Baltimore, Waverly Press was the largest publisher and printer of medical journals and periodicals in the country. Part of Jack’s duties as training director was to facilitate long range planning meetings each year. In 1990 Waverly’s net sales were in the $120,000,000 range and in 1991 net sales jumped to $147,000,000. It’s fair to say, the strategic plan was considered successful.
Jumping forward twenty years, Jack once again became involved in Strategic Planning as he was hired by The Four Corners Power Plant as a consultant to facilitate their strategic plan. The Four Corners plant, located just west of Farmington, NM on the Navajo Reservation, is one of the largest coal-fired generating stations in the United States.
Four years ago it appeared that a competitor plant was going to be built further south on the reservation and would be pulling from the same employee base. At the time, it was believed that the competitor would be paying higher wages and the Four Corners plant would be depleted of its work force. Jack used what Carter McNamara, PH.D. calls the Scenario Planning model. This model is based on the assumption that external forces will change the existing organization. A strategic plan was put in place and the Four Corners plant was prepared to meet the challenges of its competitor head on. As it turned out, the other plant was never built.
Most recently, the Bloomfield School District in Bloomfield, NM called upon Jack to facilitate a Five Year Strategic Plan. Using a Vision-Based Strategic Plan model, a mission statement, a vision statement, core values, strategic objectives and action plans were developed.
- The mission statement identified the school system’s purpose.
- The vision statement described why the school system exists.
- The core values make clear what is important to the school system and community.
- The strategic objectives identified the major components and priories of the school district.
- The action plans described how the strategic objectives would be implemented and measured.
At the start of the school year in August 2012, the plan will be implemented.