Talent & HR Consulting
Talent Consulting
Expressed simply, organizations are formalized relationships between people, who are expected to deliver favorable results for other people. If those relationships are designed well, productive, and socially healthy, organizations and their people generally perform well. Organizational Design refers to how such relationships are configured and how work gets done in an organization. Organizational Effectiveness refers to how well those relationships work, and to the organization's culture and capability.

With over two decades of related experience, Matt has helped well-known organizations with organizational design and organizational effectiveness, and he is ready to help yours. Matt has advised large organizations on ways to create more efficient, profitable structures that create customer and employee loyalty. He also has a passion for helping smaller, entrepreneurial organizations that want to grow through talent strategy and workforce planning.  Matt also uses his extensive, senior-level experience, along with his graduate education in management, leadership, and organizational psychology, to help organizations build their people and their results.
Talent Engagement
Purpose
Purpose refers to the greater calling that drives us, inspires us, and for which we are willing to make sacrifices, including our time and energy. It is the so-called “North Star” that provides people with destination and direction. It is vital to an organization's success; through our work, we seek a sense of purpose, contribution, connection, value, and hope.   Yet in many organizations, such purpose gets lost in their vague and poetic mission statements. Such statements often look and feel so similar that they risk becoming largely invisible to an organization’s employees and customers. What organization doesn’t claim to provide lasting value and service to its customers? Such mission or purpose statements are rarely clear, concise, or compelling for the people who serve the organization. With a background in corporate communications and employee relations, Matt helps leaders define their organization's purpose so that it is clear, concise, and compelling.
Meaning
Meaning refers to the unique individual value of an organization’s or work’s purpose — how it appeals uniquely to each person emotionally or intellectually. For example, such meaning or relevance might be found in a healthcare worker’s personal or family’s struggle with illness or an educator being the first in his or her family to earn a college degree. Through meaning, organizations leverage the lasting power of diversity and inclusion. With a focus on meaning, Matt has helped organizational leaders create high levels of employee engagement, discretionary effort, and better performance.
Safety
Safety refers to feeling enabled to deliver exceptional results. Safety encourages each person to experiment, innovate, and take the creative risks that reinvent themselves and the organizations they serve. Safety creates forward momentum and competitive advantage. Safety does not mean protecting people from their poor performance; creative safety focuses on continuous improvement and lasting results. Within professional parameters, safety also honors the unique and valuable characteristics and contributions of each person in the organization. Safety creates a culture in which people are not guarded about their development opportunities, afraid to ask for help when they need it, or feel that they must hide from others the personal setbacks or challenges they are facing. It creates a culture that celebrates achievement while also honoring each person as a “work in progress.” Safety is seen in organizations characterized by high levels of trust, creative ideation, and mutual support within dynamic leader-follower relationships.
Success
Success refers to whether people feel you and the culture you create honor their work and career goals. It goes way beyond valuing the work they do now, however. Within the performance-potential matrix, it considers successful work as the “ticket for admission,” honors it, and then demonstrates a clear interest in the extent to which each person could earn larger, more sophisticated responsibilities with your personal interest, direction, and other support.  Meeting this need for others is not an esoteric consideration. It is known widely that talent engagement and retention are linked directly to whether people have the opportunity to grow their careers and to do bigger, bolder, and better work.