While there are hundreds of leadership models, blueprints, and systems for improving your organization, none of them are specifically designed for you and your organization. This means that none of them are designed around what your organization does well, how you lead, or who you’re catering to.
We’ve developed a process that discovers your natural tendencies as a leader and the core organizational issues that stand in the way of success. Our team follows this process to create a custom plan to improve your organization and make it a better fit for your tendencies.
The first step is to assess the current health of your organization. How is your organization structured? How does it align with your leadership design? What do stakeholders, employees, and volunteers think about your organization?
The Goal: To find out what the organization is doing really well and identify organizational weaknesses hindering health and growth.
Based on the assessment as well as your goals for your organization, your consultant will work with you to develop a plan of action. In this phase, your consultant will set expectations, establish timelines, and chart a course from where you are to where you want to be.
The Goal: To develop a project management plan to capitalize on your strengths, navigate weaknesses, and move toward health.
Structuring is the part of the process where the project management team looks at the design through the lens of the assessments, assigning actionable steps for execution and developing a critical path. Each design is personalized to the client, and each structure provides a road map for staff to be instrumental in creating organizational health.
The Goal: To develop a functional step-by-step plan to engage staff alongside the verge team and collaboratively develop overall health.
Once the Verge team has created an organizational design and structure that best suit the DNA of your organization and leadership, they will provide you will milestones, risks, scope, KPIs (key performance indicators), and overall metrics to be able to measure the progress we make over time. It is the keystone moving forward to evaluate the measurable shifts toward more overall health of the organization.
The Goal: To provide clear metrics for assessing tangible growth moving forward.
A plan means nothing if it is not followed, measured, and evaluated. That’s why your consultant will follow the rubrics created in the action phase to evaluate and reassess the plan at certain increments. They will follow up with the team on the metrics they’re following, evaluate the growth and status of the action plan, and meet with you to discuss the progress made.
The Goal: To observe the progress made, identify what’s working and what isn’t, and reassess.
We partner with leaders who want to change, who feel like they are on the verge of growth and need some help reaching that point. Frequently, these are high-capacity leaders within the non-profit or for-profit world, including executives, pastors, founders, and presidents.
Size does not matter for an organization; from one employee to 100, 20 volunteers to 250, an operating budget of $50,000 to $5 million–what matters most is the willingness of a leader to listen and make the structural changes needed to see their organization grow.
End to End — Your organization is a living organism that is constantly changing, adapting, and evolving. Alongside your own leadership and organization structure, it is your people – including staff, volunteers, and stakeholders – that provide additional layers of complexity, making it difficult to evaluate performance, identify weaknesses, and plan for growth.
By focusing on the comprehensive DNA of your organization, we help you cut through the layers to see the core issues holding your organization back, as well as create a plan for organizational health and growth.
Workshops — Do you want your team or staff to better understand each other and work together? Schedule an immersive workshop by Verge Leadership. Available in half-day and full-day lengths, our on-site workshops
Prior to the workshop, your team will take one or several online assessments. During the workshop, your facilitator will go over the results and provide tangible examples of how your team can work together. Our workshop topics include:
Our team can also create customized workshops based around your organizations needs.
During our initial evaluation of your organization, we will use a variety of widely-recognized assessments to measure the personality and natural leanings of your team.
The MBTI assessment is used to develop individuals, teams, and organizations to meet today’s challenges in such areas as communication, team building, leadership, and career management. Individuals and organizations, including many Fortune 500 companies, use more than 2 million assessments worldwide each year. Form M of the instrument has 93 items and provides the basic MBTI four-letter type, while Form Q has 144 items and provides not only the four-letter type but also results for 20 facets of that type.
The Thomas-Kilmann Conflict Mode Instrument (TKI™) is the world’s best-selling instrument for conflict resolution. The 30-item, forced-choice inventory identifies a person’s preferred conflict-handling mode, or style, and provides detailed information about how he or she can effectively use all five modes—competing, collaborating, compromising, avoiding, and accommodating. Using the TKI, individuals can learn to move beyond conflict and focus on achieving organizational goals and business objectives. Organizations can apply the TKI to such challenges as change management, team building, leadership development, stress management, negotiation, and communication.
The Fundamental Interpersonal Relations Orientation–Behavior® (FIRO-B®) Assessment The Fundamental Interpersonal Relations Orientation–Behavior® (FIRO-B®) assessment helps people understand their own behavior and that of others in interpersonal situations. For more than 40 years, this classic 54-item assessment has been used to clarify human interactions in personal and business situations. It explores three basic interpersonal needs: Inclusion, Control, and Affection, along two dimensions: Expressed and Wanted. The FIRO-B assessment can be used as an integral part of team-building initiatives, personal development plans and communication workshops.
DiSC® is a personal assessment tool used to improve work productivity, teamwork, leadership, sales, and communication.
DiSC measures your personality and behavioral style. It does not measure intelligence, aptitude, mental health or values. DiSC profiles describe human behavior in various situations, for example how you respond to challenges, how you influence others, your preferred pace and how you respond to rules and procedures.
The DiSC model discusses four reference points:
Dominance – direct, strong-willed and forceful
Influence – sociable, talkative and lively
Steadiness – gentle, accommodating and soft-hearted
Conscientiousness – private, analytical and logical
Natural Church Development (NCD) is a principle-oriented way of approaching the Christian life that strives to integrate biblical standards and empirical learnings. The growth principles identified by international research and communicated in the NCD books can be applied both by individuals (church members, active believers, nominal Christians, non-Christians) and at a corporate level (local churches, small groups, denominations, para-church organizations, etc.).
NCD has developed an extensive toolbox targeted at helping people relate the principles to their specific contexts and needs. All tools of Natural Church Development are focused on increasing the quality of the Christian life. NCD research indicates that this investment in quality, i.e. increasing health in individuals, is key to activating quantitative growth, i.e. increase of churches and Christianity as a whole.