Solutions

At H.O.W., we use our change management expertise and creative problem-solving to spot talent and operational issues early, implement solutions quickly, and drive measurable results with clear strategies and actionable solutions.

Our insights and ingenuity mean that we don’t think outside the box; we think beyond the box.

Our Services

    • Generate strategic plans to set clear goals and a path to success.

    • Facilitate the development of clear mission, vision, and values.

    • Craft actionable strategic plans with meaningful goals, initiatives, and metrics.

    • Support plan implementation and communication.

    • Optimize operations and processes to maximize efficiencies.

    • Provide business development strategies to reach and retain customers.

    • Help align stakeholders around shared priorities and productive next steps.

    • Develop confident, capable leaders and teams to succeed.

    • Deliver customized leadership workshops on key competencies.

    • Facilitate team building sessions that boost performance and strengthen collaboration.

    • Guide effective dialogue and decision-making sessions.

Your Strategy Problem

Lack of clear direction to grow your products or services.

Lead a collaborative and transparent strategic planning process to identify and draft clear goals, strategies, tactics, and quantifiable metrics to reach the plan vision in the next 3 to 5 years.

Our Solution

Real Results

Award-winning food retailer achieved 11.8% year-over-year sales growth.

  • Challenge: A lack of strategic direction made it difficult to focus efforts and grow sales.

    Solution: H.O.W. crafted and implemented a comprehensive strategic plan anchored by an omnichannel growth strategy.

    Result: Achieved 11.8% year-over-year sales growth

    Change Management Lens: H.O.W. engaged and involved the broader leadership team in the strategic planning process, leading to a better plan, to the team serving as champions for the plan to the broader company, and to developing their leadership skills.

Talent and performance management is disjointed or lacks impact.

Your Performance Problem

Analyze existing approach to talent and performance and create tools and frameworks to address your particular pain points.

Our Solution

Real Results

Non-profit free health clinic now has an objective approach to performance management.

  • Challenge: Performance management process was unwieldy and too subjective.

    Solution: H.O.W. analyzed the current process and created a completely new approach, including an auto-calculating performance evaluation tool, a detailed implementation timeline, and training sessions for managers on key elements of performance.

    Result: Objective approach to performance management based on organization’s values, key competencies, and measurable job-specific goals; included quarterly evaluations during the year, frameworks to offer constructive feedback, and a unified approach to corrective action.

    Change Management Lens: H.O.W. drafted clear messaging for the HR team and managers to articulate the business reasons for the new process at multiple points during the implementation.

Operational challenges result in inefficiencies and lost time/revenue.

Your Operations Problem

Examine current processes and tools and recommend better, faster, smarter ways to work.

Our Solution

Real Results

Real estate/luxury retail company eliminated 10-15 hours of unproductive work per week.

  • Challenge: Blurred roles and unclear decision-making led to too many meetings, duplicated work, and slow progress.

    Solution: H.O.W. redesigned the organizational structure and clarified processes to improve accountability and workflow.

    Result: Eliminated 10–15 hours of unproductive work per week.

    Change Management Lens: H.O.W.’s recommendations were messaged to help leadership answer “What’s in it for me?” (known as WIIFM) - the primary question on employees’ minds during any change. The team therefore understood why changes were being proposed and how it would impact their specific roles and responsibilities.

Tensions between teams or leaders cause misunderstandings.

Your Team Problem

Gather individual perspectives and guide engaging conversations to pinpoint the source(s) of tension and create opportunities for improved collaboration and communication.

Our Solution

Real Results

Non-profit policy research organization is successfully executing a $100 million endowment campaign.

  • Challenge: New and long-tenured team members struggled to align on priorities and ways of practice.

    Solution: H.O.W. developed a bespoke team-building retreat with sessions to establish group norms, strengthen listening skills, and identify key areas of success and opportunities for improvement in their work.

    Result: The team is successfully executing a $100 million endowment campaign, transforming the corporate giving program, and advancing the growth of unrestricted revenue.

    Change Management Lens: H.O.W. facilitated a discussion about techniques for managing resistance to change for the department and the organization as a whole, which also offered individual attendees a chance to reflect on their own potential resistance to change.

Your Talent Development Problem

Leadership gaps slow momentum.

Curate and host a custom leadership development program to build skills and competencies necessary to successfully navigate change and lead the organization’s growth.

Our Solution

Real Results

International industry association honed the leadership competencies of over 300 members.

  • Challenge: Leadership training program had become stale and wasn’t addressing most pressing issues faced by leaders. 

    Solution: H.O.W. created and executed a multi-day leadership development conference focused on skill-building and relationship development, with tracks for mid-career and executive industry professionals.

    Result: Over 300 people honed their leadership competencies and returned to their employers with new skills.

    Change Management Lens: H.O.W. shared the key business reasons why the sessions were focused on particular aspects of leadership, which is a critical factor in getting people to implement change.

Efforts to retain top talent get lost in the daily grind.

Your Talent Retention Problem

Guide high performers through career development exercise and progression opportunities using a proprietary Career Journey Map.

Our Solution

Interested in a self-paced option for your team?
H.O.W.’s Career Compass Online program provides a guided, step-by-step approach to help your team members articulate their unique value, define their goals, leverage their strengths, and plot a course for success.

Real Results

Housing non-profit invested in nearly 50 people and retained a significant number of them.

  • Challenge: A cadre of successful, talented employees wanted to understand what career paths were available, and the organization wanted to retain and prepare this group for promotion.

    Solution: H.O.W. prepared personalized Career Journey Maps for all participating employees using the 70-20-10 formula for professional development.

    Result: Nearly 50 team members from this organization took part in the program, and leadership retained a significant number of those individuals.

    Change Management Lens: H.O.W. emphasized the benefits of this new approach to career development with the employees, not only to the employees but to the organization as a whole.