 
Services
An organization's most valuable resources are its employees. An organization's greatest challenge is maximizing the potential of those resources to achieve its organizational goals and objectives. At Seabold Group, we recognize that the fundamental purpose of the Human Resources function is to enable an organization to meet that challenge. We also understand that senior Human Resources and other executives often need an external sounding board to provide feedback on HR-related issues. With this recognition and understanding constantly in mind, Seabold Group works with our clients on all aspects of the Human Resources function, including, for example, hiring and promotion of employees, development of effective policies and processes, evaluation of compensation and benefits, strategic assessment of potential corporate action as related to the impact on staff, development of internal employee communication mechanisms, resolution of day-to-day employee and executive issues and concerns, coordination of divergent locations of operations, performance management, undertaking of workplace investigations, and implementation of staff reorganizations and/or reductions.
If workplace training is to be effective, it must be relevant to the participants both personally and organizationally. Seabold Group brings unique expertise to the area of employee and management training with substantial national and international experience both in English and Spanish. Whether we are providing training for a group or for an individual, we work with our clients to tailor our training programs to the specific needs and dynamics of their organizations. Collectively, we have developed and implemented training in such areas as management relations, leadership development, diversity and understanding differences in the workplace, fraud prevention and detection, conducting effective internal investigations, interviewing techniques, sexual and other types of harassment, discrimination, substance abuse, violence in the workplace, confidentiality and protection of corporate intellectual property, mergers and acquisitions, union and management interactions, employee relations, performance management, employee development, employee discipline, "train-the-trainer," and public sector employment issues. Seabold Group trainers are uniformly well received and praised for being practical, relevant, entertaining and cost-effective.
Employee satisfaction and retention are highly dependent on an organization's having in place effective performance management and employee development processes. Most employees want to know how they are doing and what growth opportunities are available to them and look to their employers for guidance and direction in both respects. As important, most organizations benefit greatly from providing constructive feedback and development opportunities to employees to facilitate employee performance (in line with corporate goals and objectives), to grow new generations of key employees, and to foster employee loyalty and commitment to the organization.
Identification of goals, expectations, and opportunities, timely and realistic assessment of employee performance, and specific feedback regarding areas of strength as well as areas that warrant future development are the cornerstones of effective performance management and employee development processes. To be effective, these processes must be ongoing and not relegated to once a year performance reviews or "off the shelf" development resources not connected to the specific needs and goals of the organization. At the same time, they must not be so burdensome for employees and managers to implement that they seem overwhelming and too distracting from the organization's core business. Seabold Group works with our clients to design and implement formal and informal means of performance management and employee development that are practical and relevant both to the individual and the organization, including specific training programs for managers on employee performance management and development and for employees on how to maximize their own professional growth.
Every organization has its own unique culture and work environment, sometimes created intentionally and more often developed organically. Without a clear understanding of its own internal environment and dynamics, no entity can maximize the human contributions to its success. Whether assessing the effectiveness of an organization as a whole or a specific department within the organization, Seabold Group offers its clients a broad array of assessment methods and tools (such as surveys, focus groups, individual or group interviews, exit interview analysis, etc.) that enable them to more fully understand how their internal work environments and dynamics add to or detract from their achievement of organizational or departmental goals and how to translate that understanding into action. In addition, through its investigation services, Seabold Group frequently witnesses first hand the various internal dynamics that predictably lead to employee complaints and grievances. Because of our organizational backgrounds and experience, we have the ability to identify these dynamics and to provide our clients with a more thorough understanding of the systemic factors that contributed to the specific issues being investigated.
All organizations have explicit and implicit processes and practices that drive (or should drive) the attainment of organizational goals. From how a new product or service is launched to how candidates are hired, an organization's processes and practices can substantially contribute to or hinder its success. Seabold Group works with organizations and teams to identify and evaluate both the formal and de facto processes at play. In partnership with our clients, Seabold Group also identifies additional areas where processes may be missing at the expense of maximum organizational success.
Change is constant in all organizations, often achieved with varying levels of pain, coordination and transparency. Anything that causes employees to perform their jobs differently - from a merger or acquisition to a new computer system or performance review form that is introduced into the work environment - constitutes organizational change. Such change has a much greater chance of success if done openly and deliberately. To be most successful, change must fit within an organization's vision and goals and be appropriately and contextually communicated to people who are affected by it. All too often in our experience, we have seen organizational change introduced into a work environment without attention to the repercussions of that change until after a complaint or an issue arises. At Seabold Group, we help our clients anticipate how change will affect the human dynamics of the organization and to plan for and implement those changes proactively, not reactively.
Executive coaching can take many forms, from an individual's difficult management style or situation to a proactive resource for individuals seeking to develop or refine their management skills. Sometimes coaching involves interviews with the individual's colleagues to gather feedback on personal interactions or style; other times the coach interacts solely with the person being coached, taking on more of a 'confidant' role that enables an executive - especially a senior executive - to talk openly about questions or issues that he or she may not be ready or able to share internally. The type of one-to-one interaction that is created between a Seabold Group coach and an executive allows for the critical development of trust and consistency that leads to honest and open communication, all of which is done with one goal in mind - maximizing the executive's performance within the organization.
As soon as an organization has more than one employee, it is faced with the realities of team building and effectiveness. Although teams can take on many forms within an organization, almost by definition all teams share a common organizational goal. Seabold Group believes that the most important objective of team building ought to be creating a constructive dynamic within the team that makes it possible for the team to reach or exceed its goals. Seabold Group works closely with its clients to develop effective team units and to provide them with the necessary tools to identify their mutual goals, determine the means to achieve them, and address issues or obstacles that may hinder their success.
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