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STRATEGIC CHANGE

FOR LEADING ORGANIZATIONS

 

Welcome to Sensei Change Associates™ LLC
Sensei Change seeks to advance organizational learning that enables strategic changes for creating and achieving future aspirations. Our purpose is to inspire connections and facilitate learning between people and ideas.

Nationally minority owned business.

SERVICES
 

Strategic Planning Consultation & Facilitation​

Strategy is creating the future with action planning that includes​:

|   vision, mission/purpose & values​   |   environmental scan​​   |   internal analysis​​   |

|   strategic business model​​   |   goals & objectives​​   |   KPI scorecard​​   |   tactical actions   |

Sensei's strategic planning consultation & facilitation ​process:

Scope:  Clarify strategic issues with key leaders

Activate:  Prepare leadership team to engage in strategic planning process

Discovery:  Use multi-method data collection with interviews, focus groups, and/or surveys for qualitative and quantitative organizational data

Design: Integrate findings to customize a strategic planning process that addresses the unique organizational needs for its future

Lead facilitation for strategic planning process with leadership team and define next steps

Executive leadership debrief and/or executive coaching for strategic action plan implementation

Organization Development & Change

lead transformational change

Organization development seeks to design change interventions that increase organizational effectiveness. Types of organization change include but not limited to transformational change with leadership transition, organization culture and climate shift, mergers and acquisitions, strategic change in business directions, entry into new markets or businesses, adapting to VUCA disruptions, rapid business growth, restructuring, and many more​:

|   lead change management to implement strategy   |   align organizational systems & culture with the mission and values to achieve high performance   |   force field analysis   |   managing organizational resistance   |   organizational change through narratives and storytelling   |   positive organization culture   |   modes of intervention   |   participative designs for change with liberating structures   |   paradigm shifts in organizational culture​   |  

Sensei's organization development and change process:

Define organizational change issues and future aspirations; may come from strategic plan​

Engage key leaders in a change champion team with a charter for organizational change ​

Conduct assessment for readiness to change including willingness and capabilities

Knowledge and ideation generation for organizational learning to change​

Trial experiment and/or pilot change interventions in a plan, do, check, act process​

Organizational system-wide change inventions and evaluate key performance indicators​

Inclusion, Equity, & Diversity

develop spaces where everyone belongs

Sensei's approaches developing organizations for everyone by generating positive inclusion and proactive equity to value diversity. Leaders have a primary role in creating organizational culture and climate where everyone feels included with a sense of belonging. Important leadership practices include declaring organizational values, consistent behavioral role modeling, advocating for DEI programs, sponsoring and calibrating organizational practices, and managing accountability. Prioritizing valuing people across multiple dimensions of diversity means leaders are generally rated highly for treating people fairly and inclusively. Appreciating diversity, equity, and inclusiveness in an organizational culture means engaging in daily leadership practices that systematically sustain organizational learning and leaders model work-life integration.  Specific indicators such as hiring, promotion and turnover of diverse talent is comparable to the majority group.  Sensei supports leaders with organizational culture and climate change to advance their strategic initiatives for DEI by starting with competencies for inclusion and practices for equity.

|   essentials of DEI   |   managing unconscious bias   |   leadership for DEI and organizational culture   |   building DEI teams   |   equity practices in recruitment & selection   |   develop inclusive organizational cultures   |   civility in conversations for sensitive DEI issues   |   facilitation skills for leading DEI discussions   |

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Sensei inclusion, equity, & diversity process:

Conduct needs assessment to identify barriers and opportunities for DEI​

Enable culture and system change to appreciate and embrace diversity, equity, and inclusion​

Support leaders with intercultural competency assessment and executive coaching​

Design and facilitate diversity, equity, and inclusion for organizational change processes  ​

DEI training: Essentials of DEI, Unconscious Bias, Bystander Training, Intercultural Competency, Emotional Intelligence,  DEI Bridging  Competencies, and more​

IED Consulting and Executive Coaching for focused leadership development and cultural change​

Leadership Development & Growth​

Leadership development addresses the growth of competencies in different leadership roles – teams, supervisors, first time managers, middle managers, senior leaders, and executive leaders. 

|   leverage your leadership styles   |   maximize leadership with emotional intelligence   |   conflict management as leadership opportunities   |   effective communication as a leader   |   facilitation skills and tools for productive meetings   |   delegation for talent development   |   feedback for high performance   |   leadership transitions in career development   |   self-directed onboarding for leaders and their teams   |   leadership intelligence for talent development   |   leadership intelligence for decision making   |   leadership intelligence for problem solving   |   leadership intelligence for change management   |   leadership intelligence for strategic planning   |

Sensei's leadership development & growth process:

Assess leadership pipeline and development needs to align with strategic direction, vision, and mission

Conduct 360 assessment of participants​

Design leadership develop program to support the organizational strategy​

Orientation to prepare stakeholders for leadership program execution ​

Deliver leadership program with leadership coaching support​

Evaluate leadership impact on organizational performance and outcomes​

Dynamic Team Building

develop people for collaboration and commitment​

Team building creates intentional processes for building positive relationships with greater insights and trust among team members.​

|   managing 5 phases of team development   |   onboarding tools and practices for team forming   |   conflict management skills for team storming   |   creating vision, mission, & values for team norming   |   appreciation and accountability for team performing   |   debrief and after action review for team adjourning   |   facilitation tools for leading teams   |

Sensei's dynamic team building​ process:

Set team goals for development and building relationships​

Design team building process to address the gap analysis​

Facilitate team building exercise​

Conduct the team building reflective learning process and relate back to the workplace demands for team effectiveness​

Evaluate team impact on organizational  culture, performance, and outcomes​

Executive Coaching​

develop leadership competencies for achievements

Executive coaching for leaders and/or teams create opportunities to focus on changing behaviors and intensive developmental activities to advance leadership competencies.​

|   evidence-based leadership feedback   |   goal setting for leadership development   |   career transition   |   self-directed leadership transition   |   building high quality relationships   |   lead with coaching skills   |   advanced core leadership competencies   |

Sensei's executive coaching​ process:

Introductory meeting to identify fit, clarify purpose, roles, boundaries, expectations, and process​

Conduct leadership assessment with 360 feedback, personality type, strengths, and related performance appraisals​

Set leadership development goals and draft preliminary action plan​

Engage in coaching process and related development assignments​

Practice reflective learning and conclude coaching process as ​

 
SECTORS
SENSEI MASTERS
 
ABOUT US
 
Business Team

Sensei Change Associates was founded in 2003 between the partners, Dr. Diana J. Wong and Dr. Wayne R. Millette. Prior consulting experiences started in 1989 with the US-Canada Free Trade Agreement and then NAFTA. Sensei Change established a portfolio of services to support client needs related to strategic organizational learning at different leadership levels, dimensions of diversity, and phases of organization development. Our Sensei Masters bring extensive experience based on advanced academic and practitioner credentials. Some of the instruments and tools we use to support our clients include the following:

|   Myers-Briggs Type Indicator [MBTI]   |   Emotional and Social Competency Inventory {ESCI] 360 Feedback   |   Leadership Effectiveness Analysis 360 [LEA] AIIR Team Effectiveness Assessment   |   Intercultural Development Inventory [IDI]   |   Organization Culture Audit from Denison   |   Linkage 360 Leadership Assessment   |   Strengthsfinder   |   Points of View   |    Liberating Structures   |

Vision

Sensei Change Associates seek to be catalysts of global wisdom in strategic change for leading organizations.

Our Mission

Willingness to learn to go beyond limitations

 

Our Management Consulting Services:

Organizations

  • Strategic Planning

  • Organization Culture Change

  • Diversity, Equity, and Inclusion Matters

  • Organization Development and Change Management

  • Team Building and Team Skills
     

Leadership Development

  • Emotional Intelligence (HayGroup ECI Certified)

  • Executive Coaching

  • Global Cultural and Diversity Competency Management
     

Meeting and Retreat Facilitation
 

Female Lecturer
SENSEI
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(Pronounced sen-say)

Sensei is composed of two words: Sen (before), sei (born). Meaning born before.

Literally, sensei means “one who gives guidance along the Way”; “one who goes before on the path”; wisdom from experience.

Sensei imparts knowledge to guide others and is a term of respect for “Teacher” or “Master” of their discipline.

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THE GAME OF GO

Go is an ancient Chinese strategy game dating back 3000 to 4000 years. Two competitors play to win the game by capturing territory. Players have a bowl with either white (181) or black (180) stones to play on a board with 19 x 19 grid lines. Beginners can start on boards with 9x9 or 13x13 lines.

 

The rules are simple:

Place stones at intersections; Capture territory by surrounding opponents; Players pass when there is no more points to be surrounded and game ends when both players pass.


The rules of competition are simple. The complexity lies in the possible permutations on the board which goes to 10 to the 750th power. Over 25 million people play Go from over 30 countries and about 20,000 are in the US.

The rules of business strategy are simple but the complexities lie in future possibilities. Sensei Change Associates guide organizations through complexities to build sustainable competitive capabilities.

 

CONTACT

Sensei Change Associates LLC

@ The Back Office Studio (The BOS)

13 N. Washington St.

Ypsilanti, MI  48197

Phone: 734-372-4054

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