What levels within an organization does Morales Associates work with?
We work with all levels—from rank and file associates to senior-level decision makers and boards of directors. The majority of our work, however, ranges from emerging leaders and middle managers to C-level executives and leadership teams.BACK TO TOP
Why is developing leaders important?
Effective leadership is the differentiator to the success of any enterprise culture. Leadership is about behavior that leverages relationships and resources in a context of perpetual change. Leading teams, managing resources, displaying good judgment, and inspiring others can all be enhanced by focused leader development. Regardless of title, role, or seniority, developing talent and bench strength is how an organization invests in itself and its future.BACK TO TOP
What happens if we don't develop leaders?
Best case, people will do what they can to develop themselves or create opportunities to learn and grow on their own. Medium case, they may stay with their company for a while and then move on to where their professional development will be supported. Worst case, dysfunction runs rampant with disastrous and potentially expensive consequences for the entire enterprise.BACK TO TOP
Are individual contributors good candidates for leader development?
Absolutely. Smart enterprises understand that developing leadership competencies is as important for individual contributors as for those who manage people and projects. In a world where everything is accelerated more than ever, developing leadership competencies across an organization builds bench strength and contributes to the ongoing viability of the enterprise.BACK TO TOP
What is your approach to helping dysfunctional workgroups and teams regain their traction?
These are some of our toughest yet most rewarding assignments. Our approach involves assessment, feedback, and facilitated dialogue - within a framework of ongoing development for individuals and the team. We collect data, present it, discuss it and work through the "elephants-in-the-room" in order to move the ball forward. We create a safe climate where individuals can give and receive honest feedback, put tough issues on the table and, ultimately, make a commitment to work together by being accountable to each other. Nothing strengthens an enterprise culture like high performing teams.BACK TO TOP
Do you work with clients on change issues within an organization?
Yes we do. Change is constant, comes in many forms and can generate anxiety within individuals and across teams and enterprises. Whether it's addressing issues within cross-functional teams, silos between departments, restructuring efforts, or transitioning new leaders into an existing group, change is always part of the equation. We partner with clients to identify "hot spots" between stakeholders then facilitate a process to create consensus and accountability so that action plans are realized.BACK TO TOP
Does Morales Associates work with not-for-profits?
Yes we do. Although the majority of our work is with private sector enterprises, we work with trade associations, business groups, museums and others to address their various team, talent, and organizational priorities. We also have extensive experience working with credit unions on both coasts, and understand the unique role they play in the financial services industry.BACK TO TOP
I don't see my industry listed as one that Morales Associates has worked with in the past. How can you help my company if you aren't familiar with my industry?
This is a great question and one we often hear. We do our homework with every client in order to best understand the demands of a particular industry or company. That said, we have learned over the years that leadership and team development transcend boundaries. "People issues" are remarkably similar across industry sectors, and even across borders and cultures.BACK TO TOP
How long are your leadership or team development sessions?
Depending upon the type and design of a custom program, they can run from between 2 to 5 days. They can also include follow-up one-on-one coaching, ongoing dialogue between learning groups, and check-ins to track and monitor progress on action steps.BACK TO TOP
Where are your sessions, retreats and workshops held?
Typically at an offsite conference center, hotel or resort of the clients choosing. Making time and space away from the office signals the importance of professional development to an enterprise culture.BACK TO TOP
What types of tools do you use in your work?
We use climate surveys, interviews, multi-rater 360° feedback, and various personality profiles. In conjunction with these tools to deliver the work, we also use experiential learning processes and real-world simulations.BACK TO TOP
What is multi-rater 360° feedback?
A 360° survey assesses your behavior on the job against a set of competencies required to be an effective manager or leader. Competencies are defined as knowledge, skills, behaviors and abilities. These 360° surveys are distributed to and completed by people all around you (360 degrees)—your boss, peers, direct reports and any other people who have seen you in action. The multiple responses are anonymous (with the exception of your boss's) and provide valuable feedback on how others in your world view your performance on the job.BACK TO TOP
How confidential is your process?
Very. We take confidentiality seriously. Our data is shared only with those individuals and teams who are receiving feedback they have initiated. For group discussion purposes, we may also generate team or department reports in aggregate form, anonymously and confidentially. BACK TO TOP
What is executive coaching and how does it work?
Often in a professional's career, for any number of reasons, individuals need guidance in re-tooling or re-developing their professional "road map"—for themselves and for their team. The executive coaching process begins by collecting data—360° multi-rater feedback, personality profiles, biographic profiles and career reflections. An executive coach helps the leader focus their energy on priority goals and close the gap between where they are and where they want to be. Executive coaching assignments involve 1-2 day one-on-one sessions, with subsequent follow-up telephone call /Skype sessions over a 3-6 month period. Additionally, there are resources online to track progress and supplement your action plans. BACK TO TOP
What is Diversity/Inclusion and why should my enterprise consider it as part of our larger strategy?
Your workforce does not operate in a vacuum apart from the larger world. Diversity pertains to the profile of your workforce, in all its dimensions. Inclusion pertains to how well, and how smart, your people work together. Diversity/Inclusion offers a framework and a process for understanding the power of differences and similarities, and harnessing that power to reach enterprise goals in a diverse marketplace. Success requires an authentic commitment from your top decision makers, and an expectation of accountability from all parts of your enterprise culture to make it happen.BACK TO TOP
What is TransCultural Leadership?
In a global economy the ability to lead across cultural divides during rapid change is a key competence. This means developing a leaders' ability to balance their values, norms, expectations, and behaviors against those outside of their own experience. Similar to diversity/ inclusion dynamics, attention to transcultural or cross-cultural competencies represents a company's ability to respond smartly and be proactive in a regional and global context. Like individuals, companies can become culture-centric in their policies, practices and decision making. The ability to "Think Global and Act Local" does not just happen. It reflects a mindset, an ability and a willingness to respond with intercultural awareness.BACK TO TOP
How do you address the overlap between leadership development and diversity/inclusion dynamics within enterprises?
As demographic trends inform market trends, we are very mindful of the importance of developing leaders from all backgrounds. Whether in the context of executive coaching, team, leadership or organizational development, we design and deliver learning experiences that support your efforts to fully utilize all of your talent. Among our offerings, we have co-designed leader development/coaching programs and processes for Latino and other multicultural professionals that address identity, power and leadership issues unique to their experiences.BACK TO TOP