Over the years, we've had the pleasure of working with some very interesting organizations. Here are just a few examples.

High Tech Who's Who IBM Hewlett-Packard AMD Sun Microsystems Applied Materials	High Tech Start-ups Scriptics Corporation HSAI Success Factors Active Software
International Development Taiwan Provincial Government Chinese Children's Fund Czech Republic Labor Market Restructuring Romanian Business Infrastructure	Pro Bono Work For Non-profit Boards Silicon Valley Association of Software Entrepreneurs International Development for Economic Advancement Foundation Humane Society Wildlife Rescue

Recent projects include:

Lack of Coordination The field administration team in a graphics workstation company was fragmented. Things were falling through the cracks. The annual field administration meeting was usually training and presentations. We recommended designing a highly interactive problem solving conference. We used breakout groups, skits, experiential activities, and working sessions to get everyone communicating in productive ways. Solutions were developed to problems that had plagued the group for some time. Commitment to the solutions was high. After the session the group was immediately able to improve their coordination and results.

Schedule Slips An engineering management team at a Fortune 100 computer and test equipment maker was falling behind schedule. Through a series of leadership planning sessions, we were able to resolve the issues that were creating resource leaks. The team was able to get the program back on schedule and execute the plan efficiently.

Supply Chain Inefficiencies A Fortune 100 computer company had determined that radical improvements in supply chain effectiveness were critical to their ability to remain competitive. To make these changes they needed a true partnership with their key suppliers. A Supply Council was formed with senior executive members from the host company and five of its key suppliers. Our design and facilitation of the Council sessions enabled the group to build the trust necessary to work on complex problems across company boundaries in a true win/win spirit. Innovative changes in the supply chain enabled the company to significantly improve the cost, quality and availability of its product.

Drifting Values At a maker of semi-conductor manufacturing equipment, the founders and senior team wanted to clarify and reinforce the company values. The manager of organization development felt the project should be conducted completely by executives and employees. However, she had little previous experience working with values and culture. Through our coaching and advice, she was able to provide leadership to the project and expand her own skills.

Strategy & Culture Misalignment A Fortune 100 computer company had developed a strategy which required a fundamental shift in their software business. In order to execute the strategy they would need to become more customer aware, market focused, and profitability driven. We conducted an analysis of the current culture which executive management used to determine what steps to take to align the culture with the strategy. We worked with executive management to create new behaviors and new stories in the organization.

Merger Challenges A software company had recently acquired a database company. The integration was not proceeding as smoothly as executives had hoped. Employees of the acquiring company were growing increasingly frustrated. We examined the culture of both organizations to identify the friction points and provide guidance about how to retain the best of both organizations.

Growing Pains A software company was emerging from the very early start-up stage into a rapidly growing company in need of infrastructure and processes for success. We conducted a thorough assessment of the company and the CEO's leadership. The findings were used in conjunction with the company's planning process to identify and remedy barriers to growth.

Leadership Transitions A laser medical device company's CEO was relatively new to his job. He was uncertain about the effectiveness of his executive staff and about how to best work with them. By meeting regularly with him, we helped him successfully change out one key member of his team, re-structure the top level of the company, and increase the effectiveness of the middle management team.