Preface:

Services to the lost is the organization in the current discussion. It is a multi- million dollar organization form under section 501(c) 3 rule. The organization is meant for the   children experiencing serious mental illnesses like schizophrenia as well as bipolar disorders. There is phenomenal growth, experienced by the organization both in terms of the staff number as well in terms of the budgetary aspects. There are several medical professionals of the field working in the hospital at present and serving the purpose of helping the destitute. The current problem is the management crisis of the organization. The new ED recruited for the organization is not as effective as the earlier or the interim ED worked for the organization. The new ED, Julie is causing problems to the organization at multiple fronts. Firstly the stringent controlling type of organizational management of Julie has really manifested as demotivating factor to the staff. Inspite of the glowing feedback given by the staff in the previous months, the recent experiences are really creating problems and the organization lacked the speed in decision. Also the funding organizations are questioning the effectiveness as the client demands are not actually being met. In this context, the management seeked the intervention of a consultant to set right the situation. The major focus of the situation is to intervene with the organizational performance at the ED level and to propose for any change of the organizational structure and dynamics if required

Consultant psychologist - Intervention strategy and the Action Plan:

With focus on all the issues of the current case scenario of the "Services to the Lost organization", there is immense attention now generated and focused on the issues relevant to the leadership training at the executive level. Other specific interests of the strategy should be based on the organizational psychology study and to rectify any obstacles any if present in realizing the objectives of the organization. Hence inorder to target well the current objectives, implications from the case study of "Executive coaching and Leadership assessment Past, Present and Future", by Len Sperry is considered.  One of the major operational domains of the consulting psychology is executive coaching. Executive coaching is operational since a long time and the implications of the executive coaching are already understood as quite positive in several organizations in the past. Also the current situation is related with the operational problems of the executive director, I feel the implications and understanding of the particular case study are highly relevant to the present situation(Busche,2009).

Rationale for the selection of the executive training based intervention strategy:

As per the discussion had from the literature review and the follow-up discussion we had, there is dire need for the organizations to succumb to the executive training. Executive training is one of the nine popular intervention models. It is totally different from the organizational level intervention, where in the entire organization is considered as the target for the intervention process. Hence in the current case there is maximum focus on the executive training where in the emphasis is only at the managerial level and the interventions based action plan will be more directed to the change the skills and functions at this level. The approach is selected based on the needs of the organization in the current scenario. Executive training and its specific formats and procedures will be discussed well after the initial consulting strategy based intervention is complete and the its implications are well understood. The intervention can be focused to provide a new skill the executive, it can result in the formation of the better performance in the current job of the executive, also it can work on for coaching the executive agenda as well will work for the development of the executive. In all these aspects there is very clear need for the consultation strategy to be quite precise to address the organizational needs and essentially based on these key aspects the executive training will be scheduled(Porras,1992).

Skills and Qualifications:

Consulting psychology is very demanding task. I can present myself as right fit for the current requirements. Both in the traditional training and in the subsequent practice as consulting psychologist I do have sufficient experience. I am qualified upto the post graduation in the clinical psychology and at present pursuing the doctorate in psychology applications in the strategic development of organizations. My major focus will be on rectifying the organizational functionality obstacles at executive behavioral level. I do have around 15 years of post qualification experience and worked for organizational development consultancies of more than 200 companies. There is commendable growth experienced in most of the organizations I worked for. My success credit goes to my precise evaluation capabilities of the situations and the customizing the assessment and the recommendations to meet the actual situation in the question. My rich experience coupled with major functional aptitude definitely will work to meet the objectives in any organization that I work for. It is my most common trait to set the best but realistic goals for the organizational renovation and generally achieved them in all my endeavor in professional practice.

My current strategy of consultation for services to the lost will be in three phases. The phase of the  strategy consist of the preliminary assessment of the situation. Where in the Executive directors will be studies for their operational performance as well a leadership assessment will be performed in 360⁰ operational profile. The analysis will be based on the feedback from all the stakeholders of the organization and from the evaluations from multiple fronts. The first phase of the strategy will end with a critical insight to the findings of the research and the findings will be used for subsequent implementation of the executive training programme in the phase two. The key stakeholders will be involved in the process with all the necessary recommendations and counselling provisions. Comprehensive counseling along with the leadership training is the key trait of the phase 2 of the training programme. The third phase is the last phase where in the intervention programme results will be analyzed for their positive performance and if there is any need for further correction they will be performed for betterment of the situation(Kluger,1996).

Programme contract with Dr. XYZ and Services to the lost organization:

PSYCHOLOGICAL CONSULTATION SERVICES AGREEMENT

^{This Agreement dated June 9, 2014, by and between the Services to the lost Non profit organization located at ______________ and me Mr.XYZ , certified professional consultant psychologist for the organization development and resolution of the issues hampering the functionality.}

^{Services to the lost is an independent organization and its principal place of operations is located in ________________________.}

^{Where as me Mr.Xyz is working at the __________________ with offices at __________ ,_____________ and ___________________.}

^{Scope of the work: Mr. Xyz will work for the completion of the said consultation strategy and the action plans in collaboration with the organization.}

^{Duties of Position:}

^{Will independently work of the task}

^{Will take up the permissions from the board of directors and chairman for interventions intruding the privacy issues and confidential matters of the organization.}

 ^{As a precautionary measure will take up the approval for all his action plans in the organization.}

^{The actual executive training programme will be implemented once after the actual  evaluation is complete and the action plan of the process is complete.}

^{The actual training programme will be strictly adherence to the time expected and the expediting of the same will be done as required.}

^{3.             Term of Agreement:   Services of Psychological Consultant to}

^{commence on December 1, 2016 and end June 30, 2017.}

^{4. Compensation:       Actual compensation will be based on the number of the hours of work. The corresponding wages will be @ $51 per hour and there will not be exceeding at the rate fo 20 hours per a week. Clinical psychologist will submit all the log of the operations performed and the data recorded will be informed to the administration from time to time.}               

^{5. Provisions and facilities:}

^{Mr. Xyz will be provided with a personal assistant and an office in the main campus for the said period of time. Also there will be communication system and other basic office tools at his disposal for his use during this tenure.}

^{6. Mr. Xyz will be working as an independent contractor during this time of operations. Also he is no way works as an agent, accomplice or as any other representative of any other organization.}

^{7. Termination of the contract:}

^{Either party can terminate the contract with a notice of 30 days prior to the proposed date of termination.}

^Signatures:

^Witness:   

^{Name and Signature}

^Contractor-1

^{Name and Signature}

^Contractor-2

^{Name and Signature}                                                                                                                                                                                                                                                                      Date: 3/11/2016

^{Intervention Action plan & Discussion:}

Survey and questionnaire based evaluation of the conditions will be done to understand the leadership in the current organization. There is also focus on the traits and issues to be considered for the change in the organization. A detailed emphasis will be provided to identify the particular leadership traits need to be counseled and intervened for betterment.

Key focus areas for the analysis are,   Multi-factor leadership questionnaire (MLQ) and Leaders effectiveness and Adaptability Description (LEAD) based survey and questionnaire techniques.

Major mile stones of the programme for each task are as follows,

Task 1 - Achieving an operational strategy and plan

Task 2 - working out the observations regarding the executive operational leadership traits

Task 3 - Critical evaluation and finding facts from all the share holder perspectives

Task 4 - Implementation of the training programme based on the observations and the analysis

Task 5 - Expediting the implementation programme and finding the results

Task 6 - proposal for the remodifications based on the observations made at this level

Task 7 - concluding the work or making up a future plan for further intervention

Task 8 - Depends on the approval of the committee for further extension or closure of the programme.

Transparency and confidentiality of the information and the sources of information are some of the concerns for ethics in the current project. A list of ethical code will be prepared during the programme execution and it will be strictly obliged for better benefits.

Intervention effectiveness will be found by identification of the consequences of executive training on employee morale and the functional progression in the organization. A key insight to the issues will provide a comprehensive outlook towards the implementation success and the factors to be considered for further success of the organizational plans.

Kluger, A. N., & DeNisi, A. (1996). The effects of feedback interventions on performance: a historical review, a meta-analysis, and a preliminary feedback intervention theory. Psychological bulletin, 119(2), 254.

Porras, J. I., & Robertson, P. J. (1992). Organizational development: Theory, practice, and research. Consulting Psychologists Press.

Bushe, G. R., & Marshak, R. J. (2009). Revisioning organization development diagnostic and dialogic premises and patterns of practice. The Journal of Applied Behavioral Science, 45(3), 348-368.