How is Forensic Discovery different from traditional consulting?  We apply the powerful coaching inquiry toolkit to discover the solution from within the company.  We don’t have the answers but our clients always do.

The Forensic Discovery Process—Finding the hidden solution within the organization

Our Forensic Discovery Model is a framework for finding the solution within the organization.  Our value is in knowing how and where to look to help them find the answers that are hidden within the problem.

The Forensic Discovery Model provides a holistic view of the organization and reminds us that all elements of any organization interact dynamically. Each organizational element is explored in relationship to the problem.

Culture & Values

• Organizational culture assessment – How does our culture contribute to this problem?  How does it support the solution?
• Organizational survey – What is the organization’s perception of our problem and how we are addressing it?  What solutions do they have to offer?
• Culture change management – How does our culture need to change to address the problem? What are the steps to get there?

Strategy & Goals

• Strategic facilitation – How does our problem relate to the current strategy and goals?  How does our strategy need to shift to support the solution?
• Leadership behavior assessment – How does our leadership team’s composite behavioral profile impact the problem?

Processes & Systems

• Focus groups – How do our processes feed the problem?  What processes are needed to solve the problem?  How do our systems reward actions that support the problem?

Resources

• Staff assessments – Do we have the right competencies in place to solve the problem at the staff level?
• Job benchmarks – Are the right people in the right positions?  How do staff gaps contribute to the problem?  What is needed to fill those gaps?
• Executive coaching – What shifts do leaders need to make to create a permanent solution to the problem throughout the organization?
• Training – What communication skills and leadership behaviors are needed to eliminate this problem from our organization?
• Succession development – What skills do our future leaders need to be forensic problem solvers?

Relationships & Structure

• Leadership 360s – How well do our leaders work together (or not) to address the problem?  What strengths and gaps do they bring to the organization that we need to know about?  What part of this problem is relationship based?
• Customer surveys – Are our customers aware of, or contribute to, the problem?  How are they impacted and what perceptions do they have about us?