Consulting
TAP Leadership Group's consulting services offers organizations the opportunity to align practices with philosophy, management to mission, and people to purpose. With years of leadership and HR experience, TAP Leadership Group can become your partner in taking your organization to the next level. Please see our list of Consulting services below:
Leadership, Culture, and Management Philosophy Statement
Leadership is critical to the success of any organization, and great organizations are defined by the positive culture set by its leaders. Through this work, we help leaders articulate his or her personal leadership and management philosophy and evaluate the alignment between the philosophy and the norms, practices, systems, and processes throughout the organization. The outcome is an organization that lives by its values and operates with intention, which, in turn, breeds a strong culture, creates a happy workplace, and boosts staff morale.
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Deliverables:
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Leadership philosophy statement
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Norms and practices that ensure alignment and consistency between the CEO/President/Head of School and staff and vice versa.
Hiring Practices
Great organizations need great people. As the employment market gets tougher, prospective employees and candidates get more selective with where they want to work. Organizations can distinguish themselves with a great candidate experience. Through this work, organizations will walk away with a plan, including crafting outstanding job announcements, strategies to identify the right candidates, vetting processes, behavioral skill matching, interview guides, reference and background checking protocols, and the overall planning for a great candidate experience through the application, interview and offer process.
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Deliverables:
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Template for job descriptions and postings
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An outline of dispositions the organization desires in ideal candidates
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Interview guide with how to attract the best candidates from the applicant pool
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Behavioral interview questions to be used during interviews that mine for the desired dispositions
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Crafting an offer (beyond compensation) that gets the candidate to “yes”.
Onboarding
Many organizations successfully recruit great candidates but often don’t plan to ensure a great transition and integration into the culture. Through this work, organizations will have a clear plan to onboard and orient new employees to ensure that he/she feels fully informed, engaged, and welcomed. The result is new employees who are prepared and eager to contribute to their teams.
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Deliverables:
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Outlined process and steps that focuses on new employee engagement and that creates a welcoming culture
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A review of, and recommendations on, the new employee’s roles/responsibilities and how he/she interacts with their specific department/division
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Onboarding guide that informs new employees about the organization and how his/her role fits into the overall mission
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Macro and micro information every new employee should know.
Feedback Processes and Systems
Monitoring performance of staff is critical to the progress of any organization. Strong processes and systems can fuel employee morale, provide opportunities for growth, and keep employees motivated to do great work. This directly impacts the people that the organization serves. Through this work, organizations will create clear feedback processes and systems that are aligned to the organization’s culture and values and that are designed intentionally to develop a high performing team.
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Deliverables:
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Clear performance evaluation system for staff that is aligned to the values of the organization
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Feedback protocol including frequency, different and unique types of feedback, and when to employ each unique feedback type
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Best practice approaches to guide the feedback discussion, including when/how to solicit self-assessments
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Calendar template for observations and feedback of employees
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Dashboard template to organize and govern feedback loops and create productive, forward-focused discussions between supervisor:employee
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Goal setting and monitoring process between supervisor:employee
Staff Policies and Handbooks
Every organization is governed by laws and regulations, both at the Federal and State level. Policies and handbooks are critical to establish structure and consistency in the organization’s practices, and to ensure compliance. With a thorough review, we help organizations audit their current handbooks and policies, suggest revisions and updates for compliance, and align to best practices. We also work with the leadership to align policies to the organization’s intended culture.
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Deliverables:
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A list of suggested revisions for compliance and best practice
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A list of suggested revisions to align with organizational culture
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Recommendations on how to share the updated policies with the staff
Grievance Protocols
Every organization’s culture is dictated by the behaviors of its people. Inevitably, disagreements and grievances can arise between people at all levels within the organization. The thing that sets great organizations apart is how they handle the disagreements, resolve conflicts, and use them as fuel to build strong, trusting relationships. Through this work, we help develop clear grievance protocols, norms, and strategies that give transparency to the cultural conduct and behavior expectations to the inevitable challenges that arise in a typical workplace. The result is a staff that feels heard, respected, and a greater sense of psychological safety.
Deliverables:
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Clear grievance protocols
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Employee:Employee Conflict
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Employee:Manager Conflict
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Manager:Employee to Address Misconduct, Performance, and Conflicts
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Allegations of serious misconduct and impropriety including communication plans.
HR Compliance Audit
Whether a for-profit enterprise or a non-profit organization, the entity is an employer of people. With this classification comes a host of requirements necessary to comply with federal, state and local employment laws. This includes, but is not limited to payroll taxes, benefits eligibility, worker’s compensation, US employment eligibility, completion and retention of certain employment documents, and more. Through this work, we assess the compliance level of the organization’s employment records, recommend steps to remedy where there are gaps, and serve as a guide to ensure basic employer obligations are being met.
Personnel file and I-9 review to ensure that they contain the legally required paperwork and documentation and that they have been appropriately completed. This would include an audit for consistency in background checks, fingerprinting, drug testing if applicable, FLSA status (age/minimum wage/exemption), etc.
Equity in fringe benefits for different classes of staff as required by law
Contracts - A review of staff contracts to ensure consistency, equity, and compliance with legal guidelines
Deliverables:
A report identifying areas of compliance and areas that require focus and/or remediation
