Over the years, Evolution Management, Inc. (EMI) has worked with clients of various business sizes and in many industries. Although the products or services they make may vary, a few things are the same -- we’re still working with people and their behaviors, influenced by management styles and business culture to accomplish the goal of making the enterprise a success. We’re pleased to list a few projects and clients where EMI has made a contribution.

Please click on the subject area that interests you:

• Human Resource Projects
• Organization Development Projects
• Training Projects
• Executive Coaching
• Career Transition
• Comprehensive Training Development
  

Human Resource Management

Defense Acquisition University

Human Resource Management  

EMI worked on a team to assist key Human Capital and Strategic Management personnel of the Defense Acquisition University (DAU) with the development of their first Strategic Human Capital Plan.  We were intimately involved with the design and facilitation of working sessions and the development of the working documents that ultimately lead to our final Strategic Plan.

Our plan was based on our analysis of available data, feedback from stakeholders, environmental scan, SWOT analysis, vision alignment, mission and strategic goals, guidelines set by the Office of Personnel Management, (OPM) and the President’s Management Agenda.  Our plan included an overview of the Human Capital functions, current and future requirements, and detailed strategies, goals and objectives along with timelines, responsible parties and meaningful metrics.  Our formats included, as appropriate, tables, recommendations for graphics, PowerPoint slides, Excel spreadsheets and WORD documents.  

As appropriate, we coached DAU personnel, who held ownership for the project, in the preparation of briefings on various milestones of our work throughout the project.

United Acceptance

Human Resource Management

Evolution Management, Inc. designed and conducted an Organization Assessment of policies, business practices and culture in a manner that allowed participation across the organization.  Comprehensive analysis of the data resulted in an Assessment Findings Report to management along with recommendations related to opportunities for improving human resource management practices and the evolving corporate culture.  The assessment included personal observations, review of policies, procedures, and files, and interviews with employees and managers. Our report on the Assessment Findings highlighted the on-going practices that should be continued, along with prioritized recommendations to be considered in strategic business planning.

Based on the Client’s reaction to the Assessment project, we were requested to bring our knowledge and experience with human resource and organization development to assist with a project involving updating of the Employee Handbook and re-establishing Policies and Procedures based on the culture transformation that was occurring.  EMI has continued to support UAI's growth and currently offers mentoring and coaching to their HR manager.

Air Quality Services

Human Resource Management

EMI developed the initial AAP for the firm, including narrative and statistical reports, researched and recommended a suitable software application, (applicant tracking, AAP statistical reports and AAP boilerplate narrative), designed and facilitated an executive management AAP overview, worked closely with HR and CFO to ensure accuracy of employee data, worked with firm to resolve discrepancies in status and/or compensation, provided recommendations on related HR policies, procedures and systems and provided mentoring and guidance to build internal capacity.

Organization Development

Federal Aviation Administration - FAA

Organization Development 

Evolution Management, Inc. worked with the FAA’s Technical Services Group to assist in their planning process to consolidate technical services. 

EMI’s expertise in organization development, team alignment, coaching, and human resource management supported our ability to effectively:

• Gather and analyze data through environmental scans and interviews
• Coach and provide performance feedback
• Develop communications to keep employees informed of upcoming changes
• Design presentations for managers to brief executives and employees
• Facilitate meetings
• Assist with creating alignment for the client team through the development of mission, vision and values
• Prepare Communication and Transition Plans for moving forward with the consolidation efforts
• Design a participative governance process for managing the consolidation and software repository
• Coordinate team development initiatives including administering the Myers-Briggs Type Instrument
• Develop recommendations for initiating the Transition and Communication Plans
• Provided education and communications relative to techniques and processes for managing change

Reinhardt College

Organization Development and Human Resource Management

EMI worked with Reinhardt College providing guidance to a significant cultural and operational change.  Our project, included tasks such as:

• Analyzing all administrative jobs functions and tasks
• Creating appropriate job descriptions
• Establishing a compensation system, grouping similarly valued positions into appropriate salary bands
• Working with managers to evaluate performance and place each staff member on the new compensation system
• Creating and facilitating a thorough Communications Plan to keep staff members informed and involved with the process

Any project that involves attention to an employee’s title, role, responsibilities and salary has the potential for being very volatile.  EMI was extremely pleased that throughout our project and through the rollout of all documentation and changes, no staff members raised any questions or concerns relative to the fairness of the process or the outcomes.  Our client was extremely satisfied that this project, requiring a high degree of sensitivity, was handled in such a professional and caring manner.

We approached this project with a great degree of openness.  We formed and worked with a cross-functional team, represented by someone from each department.  Our process was to meet with the team as needed to gather input, share information, brainstorm, ask for feedback, and check in on what they sensed the community of fellow workers needed to be comfortable with the process and the actions we were taking.

Training 

USDA Food and Nutrition Services

Training 

Evolution Management, Inc. worked with the Department of Agriculture - FNS, over a period of  13 months to develop and facilitate training related to memory skills in each of their eight regional locations, plus and additional training in Las Vegas at the FNS University 2006 Learning Lab.

EMI’s expertise in training, learning strategies, and brain research, supported our ability to effectively:

• identify relevant research related to learning and memory
• develop an interactive workshop in which the participants were provided an opportunity to:
•  gain information about the brain, learning and memory
• practice specific memory techniques
• apply memory techniques to personal experiences
• assess personal learning style and gain an understanding of the impact on memory
• gain information about the impact of environmental factors on learning and memory

AT&T

Training and Career Transition  

With tremendous transition occurring in the telecommunications industry, EMI assisted AT&T union employees with career development and outplacement workshops to assist employees in preparing for other positions within the organization, or seeking employment outside of AT&T.  We provided personalized three-day workshops for staff members, including one-on-one coaching on resume preparation, Myers-Briggs feedback and interview skill development.  Workshop topics were delivered by skilled career development and human resource professionals.  Our workshops focused on career change including preparation of a WOW! resume, skill development of interviewing and networking functions, negotiation skills, the emotional impact of job loss and change management techniques.  We also facilitated sessions on dealing with conflict, since our clients, union employees, might be re-employed in a non-union setting and would need to resolve workplace issues on their own, rather than through a Union Steward.

Small Business Administration – Region VI

Training and Organization Development

EMI designed and facilitated an interactive 2-day dialog and developmental planning retreat focused on managing operational and cultural change within the SBA Region VI.   Working with the Administrator and District Directors, EMI utilized the Myers-Briggs Type Indicator (MBTI) for exploration and development of Personal Action Plans, as well as team development for strengthening and driving change within their Region.  We designed and facilitated strategic learning sessions where leadership dialogued about the challenges and opportunities of transformation and how to address the needs of their Districts, their employees and their own personal journey with change.  Our sessions involved a transfer of knowledge relative to change management techniques and principles, communication strategies, change management models, the role of the change agents in transforming organizations, and action planning for the future of their Region.

Executive Coaching 

Southern A&E

Executive Coaching and Development

EMI assisted Southern A & E leadership with several projects aimed at improving the culture of the firm, as well as enhancing the skills and abilities of the new leadership team members.  We worked with the leadership team over several years providing individual assessment, feedback and coaching on personality traits that influence team and leadership performance.  This data was gathered and debriefed using the Myers-Briggs Type Indicator and the CPI 260 Leadership Coaching Report.  Objectives set by executives as a result of our work together are being realized.  These include improved communications and performance, reduced conflict and enhanced performance and employee relations.

Career Transition 

Genuine Parts Company – NAPA and SP Richards Divisions

 Career Transition

Career Transition Workshops are, and have been conducted nationwide, for NAPA employees for the past 12 years.  In addition to the 2-day workshops, we also provide one-on-one career transition coaching for managers and executives, along with on-line and phone coaching.  Depending on the situation, we have also provided on-site consulting support to managers and employees on the day of layoff announcements.

 Comprehensive Training Development