Services

For more information...

To discuss your needs, explore how I can help you, and for an obligation free consultation and assessment report contact:

0403 440 431
megan@megansmith.org

Strategic review and planning

Evaluate what you've got, assess the environment, and plan your course of action.

Facilitate your organisation through the strategic planning process from the Board of Management to individual work-plans.

Consider what's happening in the sector and broader environment, where your organisation "fits" and the direction to take.

Evaluate what’s working, what’s not working; identify where the organisation needs to focus its attention and any operational adjustments to make.

Gain input from clients, staff, partners, and other stakeholders.

Ensure your plan is underpinned by your service philosophy and values, and aligned to best practice for your sector.

Articulate your points of difference, your strengths, your leading edge and strategies to maintain it.

Identify key performance measures, leading indicators and data collection methods.

Program evaluation and practice model development

Ensure staff are providing services within a qualit and therapeutic framework.

Evaluate services/programs to determine what’s working well and where is there room for improvement or change.

Processes may include for example: evaluation of data, consultations, surveys, sector analysis, best practice research, benchmarking.

Review and where necessary redesign service delivery models to ensure that every activity from first contact to case closure is:

  • client centred and reflects therapeutic best practice
  • holistic and strengths based
  • based on best practice case management
  • efficient, monitored and evaluated
  • appreciated and regarded highly by the client
  • draws on and develops staff skills
  • congruent with funding models

System review and redesign

All systems and activities aligned and working in harmony toward the common goal.

Analyse program sructure, systems and processes to ensure they're aligned and working efficiently and effectively to deliver on client needs and meet program goals and KPIs.

Identify areas of waste or inefficiency and implement solutions that address underlying causes and meet the needs of organisation, staff and clients.

Review current organisational structure and position profiles to ensure they are the best fit for your practice model, deliver consistently good performance and outcomes for clients.

Policy/document review, refurbishment and development

Current documentation supports managers and good practice.

Ensure your documents reflect your service delivery model, support best practice standards, promote performance and encourage consistency across your organisation.

A benchmarking audit of your documents and practices against legislation, accreditation standards, or industry best practice will highlight consistencies and gaps.

Good policy documents can distill complex legislation and regulations to keep everyone up to date.

Harmonise on the ground practice with stated policy and procedure through monitoring and feedback.

Refurbish or develop new documents which:

  • Are informative and easy to read.
  • Meet audit requirements and are suitable for in-house training.
  • Are fit for purpose (policy, procedure, framework, poster, flow chart, form, report, plan, brochure, slides etc)

Organise your policy library according to a logical framework which is intuitive to navigate and flexible for expansion or contraction.

Skeleton templates for all document types enable you to develop new documents in a consistent format and style.

Coaching

Support managers and supervisors manage job demands and develop their potential.

Individual coaching sessions can enahnce personal skills on the job and improve an individual's capacity to cope with new or difficult challenges at work.

Coaching can be driven by an individually tailored development plan which aligns with job characteristics, performance expectations, organisational needs, and career aspirations.

Sessions can be on a regular basis or as required.

Location can be on or off site.

Governance support

The buck stops at the top!

Good governance is a crucial ingredient for successful and robust organisations. Managers need support and guidance from an active and switched on Board of Management.

Directors must stay up to date with changes in legislation, their obligations as directors, and internal and external forces impacting on the organisation they govern.

Office bearers and ordinary members must understand their role on a Board of Management and have access to the organisational information they need to do their job and manage risk.

A governance health check can identify areas where governance is strong or weak, gaps in information, monitoring systems, policy and procedure and so on.

A good governance plan of action will identify and prioritise areas which need attention, and the resources required.

Your board of management may need assistance with:

  • Conducting a governance audit
  • Inhouse training on governance basics: obligations, duties, meeting templates
  • Development of a governance model and governance-management linkages
  • Governance policies and procedures

Crisis management

Management relief and organisational crisis repair.

Occasionally an organisation may find itself without a manager. Management relief may be required for:

  • Overall service management tasks while manager is on leave or during the recruitment process.
  • Crisis management with some specific issues to resolve or repair tasks to undertake.

    • I am available for block periods of time on a full time or part time basis, as negotiated for the paticular circumstances.

Change management

Involve everyone who will be affected and plan carefully for smooth transition.

Detailed analysis of where your organisation is “at” now and where it needs “to be” will identify the underlying issues and drive the plan for change.

Lead by senior management, change processes will involve supervisors, staff and Board of Management at all stages of the journey so that everyone and is travelling together in the same direction, and are encouraged to make an active contribution to the process.

A change management process typically includes consultations with key stakeholders, including staff, reflection and visioning, process and problem analysis, priority setting, planning sessions/workshops, transition planning, implementation and monitoring.

The specifics of the process and interventions will be driven by the particular needs of your organisation.

Change management processes often impact on many aspects of the organisation:

  • Management and governance
  • Human resources / staff training
  • Organisational structure and position profiles
  • Finance/accounts
  • Infrastructure, equipment, other resources
  • Policy, procedure, documentation
  • Information systems (data collection and management)

Special projects

Unique one-off projects.

Unique or one-off projects may include for example:

  • Staff training - course development, coursework manuals, facilitation
  • Incident investigations and reports
  • Development of service standards
  • Special writing projects: publications, brochures, books, manuals, etc.

Contact

 

Please contact me to discuss your needs, explore how I can help you and to organise an obligation free consultation and assessment report.

0403 440 431
megan@megansmith.org