How We Partner With You
360 Clarity as your...
Fractional Talent Development Officer
Whether your team or company is about to grow, facing a reduction in force, or simply wants an outside perspective, the Fractional Talent Development Officer (FTDO) service can meet your needs.
Change makes people nervous.
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Show your team they matter by offering quality training and leadership development...
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with no new FTE.
Take Our Word For It...
Also, Forbes is a good source.
"Sam was able to offer insight into how I thought about vision casting, building a high-functioning team, and how to better measure success."
- VP, Customer Success Operations
Let's Get Specific
3 Months
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targeted needs assessment
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2-3 training workshops
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post-training feedback
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leadership development for a designated leader
6 Months
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3 Month package plus...
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leadership needs assessment
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facilitated team meetings
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individual and team leadership development
Should you need something other than one of these packages, 360 Clarity will gladly co-create a bespoke package for you.
12 Months
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3 and 6 Month packages plus...
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In-depth organizational and individual needs assessment
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customized learning and development strategy
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individual executive coaching
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ongoing program evaluation and reporting
WORKSHOPS
The following workshops represent tested-in-the-wild topics and formats with proven success.
AND
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360 Clarity is nimble
and will produce a bespoke workshop to meet your specific needs.
Burnout: Prevent and Respond
​More PTO is not a cure for burnout. It might help in the short run, but responding to and ideally preventing burnout requires a careful examination of the culture to find the root cause of burnout.​ Spoiler alert: much of burnout is preventable.
- OUTCOMES: understand signs of burnout; appreciate burnout prevention
Diversity Starter Kit
Whether it's called "DEI" or "Affirmative Action," the idea of diversity in the workplace has been framed very strangely. With a massive array of things to discuss, this workshop focuses on historic events, current vernacular, and how to consistently improve diversity and inclusion in your workplace. More people have more lived experience than Dr. Sam and, Dr. Sam can help get your leadership team ready to make some positive and intentional changes. ​
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- OUTCOMES: new appreciation for understanding and increasing diversity
Resilience, Regret, and Reflection
We spend a lot of time in our heads. Thinking. Reviewing. Forecasting. Ruminating. Using the very human elements of resilience, regret, and reflection can be useful for individuals and entire teams. There's nothing wrong with thinking about stuff. It can become problematic if that's all we do.
- OUTCOMES: personal plan to reduce rumination and move to consideration
Difficult Conversations and Confrontations
Many people don't like difficult conversations or confrontations because they're scary and personal. That's mostly if the situation is approached incorrectly. Difficult conversations and confrontations get much easier when you actually care rather than by distancing yourself. Changing behavior takes work and it can be done.
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- OUTCOMES: practical skills on engaging difficult conversations
Psychological Safety
If the phrase 'psychological safety' feels like a trendy buzzword, then no one has taken the deep dive with you about history, meaning, and engagement. When employees feel psychologically safe, engagement, productivity, and satisfaction can all increase. Or, bosses can scream at people and throw things and see how that works out. ​​​
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- OUTCOMES: a specific plan to increase psychological safety on your team
The Rookie Leader
Every leader had their first day on the job. It's different for everyone. Some get great training, others get a key and a hearty pat on the back. ​​​Parts of being a leader means accepting some ambiguity. Learning how to effectively work with people is not one of those things people should just "figure out."
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- OUTCOMES: transition action plan for new leaders and their supervisors
INDIVIDUAL and TEAM COACHING
Individual coaching requires trust, commitment, and patience. It takes time for this to develop. Dr. Sam approaches coaching as an ethical engagement to serve his client in the best way possible and hold the conversation in confidence.
Traditional Coaching
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Can be approached from a "I need help with..." point of view.
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Also, coaching helps with, "I want to better utilize my strengths to..."
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Most clients see improvement after 3 months. Sustainable behavior change requires more time.
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Packages are for 3, 6, and 12 months.
The Aligned Leader Experience
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Individual coaching with guided exercises
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6 month minimum
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Four weeks where Dr. Sam learns about you through traditional onboarding and coaching
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12 weeks for content program
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Four weeks for coaching guided by program outcomes
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Four weeks to revisit program elements
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Four weeks to focus on behavior (changed and changes to come)
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COACHING AS A LEADER
Humble Brag incoming!​​
I didn't used to know what leadership coaching was. I thought only celebrities hired life coaches to tell them what to do.
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When I learned some of the basics of leadership coaching, I thought...
That's coaching?! I thought that was being a decent supervisor.
Being a leader is difficult. There's no one way. There's often few people to confide in, if any. And the primary model we have for leadership is only what others have done.
Coaching as a Leader can be utilized by supervisors of teams. It is best when followed by The Aligned Leader Experience to ensure that the client has a vision for their own leadership as well as a focus on how to engage and empower others.
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Coaching as a Leader starts with a 3-month commitment following The Aligned Leader Experience, or 6-month if started independently.
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When leaders engage in purposeful coaching rather than leading with questions or athletic-style tell-them-what-to-do coaching, teams can thrive. And supervisor stress tends to drop.
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​By this point, you probably know what's next...