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Provide Executive Summary and PowerPoint presentation that summarizes the processes ...... See attachment for detailed instructions. Additional attachment provided as example format. * Executive Summary *Develop and present PowerPoint slideshow visual understanding  * What tools used  * No plagiarism 1 Week 7 Discussion 1: Your journey through Week 7 has begun. So much information has been covered over the past six weeks, your brain might be spinning as a result. The information should begin to solidify as you put together the final project. The progressive case study has served as a practical application of the concepts discussed throughout the assignments, readings, and forums. This week and next is meant to bring it all together. The presentation, the plan, and implementation have all been successful. Now is the time to verify and validate results as a performance consultant using milestones and continuous assessment is routine. Gathering data for further analysis, collecting expert interviews, exit interviews, and surveying those impacted are but some of the tools used. At some point all the information must be analyzed and evaluated. If assessment and analysis has been a part of the plan throughout, there has been excellent feedback to make modifications as needed. Communication with the client as well as the participants has been consistent, so few surprises will surface in the final analysis. Measure results in a tangible form of determining project success. Whether using quantitative or qualitative methods or a mixed methodology, some degree of measurement is necessary. The exit interview with staff and key personnel can be subjective of the benefits or the pitfalls of the project covered. Even using objective measurements such as surveys or another form of measurement depending on what is being measured will determine the tools to be used. The consultant is accountable to their client to provide measurable results as to project outcomes. If the results can or cannot be reported how does the consultant or client determine success? How does the client justify the project? Results are the finality to one aspect of the project while opening doors for new opportunities. Many consultants look at reporting results as the finale. The final report provides the results of one aspect or providing recommendations of others. How the consultant presents results will determine an ongoing relationship with the client. This week we will look at different ways of measuring results. Assignment : The Progressive Case Study  The Green Organization Executive Leadership (EL) has requested you provide a summary of your consulting work over the term of what has been 12 months of consulting. It is time to evaluate the effectiveness, impact, and results of their investment in performance improvement and performance consulting.  You must prepare a presentation that summarizes the processes used to achieve the reported results. Consider this: · Present an executive summary to be given to each member of the EL of what has been accomplished · What assessment and evaluations tools were used to determine these results. · Explain what tools have been used and their effectiveness. · Provide feedback and recommendations for continued performance consulting if advisable. · Develop and present a PowerPoint slide show that provides a visual understanding of what has been completed over the life of the consulting agreement. · PowerPoint slide show · Executive Summary · APA citing · No plagiarism The instructions this week request we provide a summary of our consulting work to The Green Organization Executive Leadership team. We have now been consulting with The Green Organization for 12 months and the EL needs to determine whether they will continue with our consulting services or move on to other opportunities. What Has Been Accomplished From the beginning, we began to strategically create a performance plan. We used a 9 Step process consisting of: 1. Step back and look at the reality of the situation 2. Discover the ideal scenario for the organization 3. Continue searching for the cause of the challenges within the organization 4. Report findings to the stakeholders 5. Create a plan for measuring success 6. Design and deliver solutions 7. Measure success 8. Determine how to report impact of the project to stakeholders (Oldham, 2018). 9. Reassess plan after a certain length of time and tweak as necessary Once the steps were discussed, our meetings with the Executive Leadership team began to focus on gaining a full understanding of the needs of the organization and the expected outcome. We held individual meetings with various staff members to gain multiple perspectives. The data was then analyzed, and we began to focus on the most problematic areas. We then developed and implemented a training manual designed to address those high problem areas. We dealt with cultural challenges and other threats by involving the employees throughout the entire process. The employees had a vested interest in the organization which allowed the training program to be more successful. We chose to use a training approach known as development/horticultural model. With this model, we initiated training twice a week, plus a more intense analytic training done four times each week. The program allowed flexibility to meet individual needs, but also provided collective governance and standards. We also considered cultural factors and made adaptations that fit the needs of specific groups. When considering the long-term plans of the training program, we made available a training analyst that will remain accessible to the group and its members. The access to the training analyst will allow the members to have continuity within the training program (Weiner, 2019). Assessment and Evaluation Tools To assess our progress, we used the Evidence Worksheet that was referenced in Hale’s Fieldbook. We filled out the worksheet at the beginning of our endeavor to formulate the criteria to be used for proving the situation had improved. The worksheet then got revisited during the second phase to help with the evaluation (Hale, 2006). Feedback and Recommendations Our consulting agency would like to sincerely thank you for the opportunity to serve you. We are delighted with the progress and improvements we have witnessed over these last 12 months. At this time, our recommendation is that your internal training team continue with the current program, including access to our training analyst. Our team would like to make site visits once each quarter and will provide feedback on our findings after each visit. References Hale, J. (2006). The Performance Consultant’s Fieldbook: Tools and Techniques for Improving Organizations and People. (Essential Knowledge Resource). 2nd Edition. Washington D.C.: Pfeiffer. Oldham, B. (2018). Performance consulting: The ideal tool for ensuring a project adds real value. Human Resources Magazine, 23(1), 22-23. Wiener, J. (2019). Models for training in Developing Groups: importing the traditional into unfamiliar cultures. Journal of Analytical Psychology, 64(4), 443-461.  https://doi.org/10.1111/1468-5922.12513 *Please see attached PowerPoint presentation. Consulting Summary Presented by | Susan Christmas MGT553 Consulting Summary The following PowerPoint will be a summary of our consulting work that as been ongoing for the past 12 months. 2 Accomplishments We began our consulting services by strategically creating a 9 Step Performance Plan. Step back and look at the reality of the situation Discover the ideal scenario for the organization Continue searching for the cause of the challenges within the organization Report findings to the stakeholders Create a plan for measuring success Design and deliver solutions Measure success Determine how to report impact of the project to stakeholders (Oldham, 2018). Reassess plan after a certain length of time and tweak as necessary May require more than one slide 3 Accomplishments, continued After meeting with the Executive Leadership team, we: Focused on gaining a full understanding of the needs of the organization and the expected outcome Held individual meetings with various staff members to gain multiple perspectives Analyzed the data and focused on the most problematic areas Developed and implemented a training manual to address the high problem areas Dealt with cultural challenges and other threats Accomplishments, continued We chose to use the development/horticultural model to approach training needs Initiated training twice a week Held more intense analytic training four times a week This model allowed flexibility to meet individual needs, but also provided collective governance and standards Made adaptations to fit needs of specific groups when considering cultural factors Training analyst was made available to the group for long-term continuity (Weiner, 2019) Assessment and Evaluation Tools We used the Evidence Worksheet to: Formulate the criteria to be used for proving the situation had improved This was done at the beginning of our consultation The Evidence Worksheet was revisited during the second phase to evaluate the progress (Hale, 2006) Feedback and Recommendations Our consulting agency has witnessed an enormous amount of progress, in these past 12 months, within your organization. Our recommendation is that your internal training team continues with the current program The access to our training analyst will remain as a source of support for your training team We also recommend allowance for our consulting team to visit sites once each quarter to ensure the program is still on track Feedback will be provided on our findings after each visit and any recommendations for tweaks will be included May require more than one slide 7 Gratitude We want to sincerely thank you for the opportunity to serve you. We are delighted with the progress we have seen and the improvements that have been made. We look forward to our future communications with your organization. References Hale, J. (2006). The Performance Consultant’s Fieldbook: Tools and Techniques for Improving Organizations and People. (Essential Knowledge Resource). 2nd Edition. Washington D.C.: Pfeiffer. Oldham, B. (2018). Performance consulting: The ideal tool for ensuring a project adds real value. Human Resources Magazine, 23(1), 22-23. Wiener, J. (2019). Models for training in Developing Groups: importing the traditional into unfamiliar cultures. Journal of Analytical Psychology, 64(4), 443-461. https://doi.org/10.1111/1468-5922.12513