Danielle Davis, Founder & principal consultantIn an interview with Manage HR Magazine, Danielle Davis, founder and principal consultant at Liberated Development, shares her insights on the company’s value proposition, the importance of leadership development, and the way to deconstruct the leadership approach.
Strategic planning and leadership development
A majority of our clients usually face common challenges. They are seeking innovative strategies, believe they lack time to focus on strategic planning, or find it difficult to gauge the exact amount of time to carry out an initiative or goal. At the center of these challenges is more awareness of organizational cultural conditions.
Unlike other organizations, we bring a unique approach to strategic planning that aligns the strategic plan with the current organizational culture. Many companies in the HR space follow predictable strategic planning processes and models, facilitating a dire need for more adaptive approaches that also integrate organizational culture.
At Liberated Development, we help clients set values-aligned goals for their organizations, co-create a plan that helps them achieve these goals, and anticipate where they may need to recalibrate in a way that ensures meaningful progress. We provide clients with a space to work through all the elements required for strategic planning with partnerships, communication channels, and the information flow to guarantee the strategy advances. We call this Culture-Informed Strategic Advising.
Implementing sustainable strategies
Time is one of the inputs to our theory of change. We intentionally pace processes on the front end and assist clients with mapping time. The other part of our theory involves an active feedback and dialogue process. Not just between us and clients, but also internally, within and across stakeholders at the client organization.
We use a unique approach known as the PRISAIC method, which not only identifies the culture needed to carry out the plan, but also the cultural conditions that the plan assumes or may overlook. By meaningfully integrating roles as an active part of the process, we ensure the stakeholders can see how each person meaningfully connects to the plan.
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Unlike other organizations, we bring a unique approach to strategic planning that aligns the strategic plan with the current organizational culture
We review the required resources (tangible and intangible) across all organizational levels, to ensure that clients can see the balance in where resources (time, finances, personnel, etc.,) are being concentrated as they carry out this plan. Another important part of the PRISAIC process is anticipating conflicts. We identify where barriers and conflicting needs or timelines may inhibit the plan, devising a generative and accountable path to navigate it.
What’s more?
We also strive to improve our clients’ team culture. We design and deliver customized, engaging, dynamic, and mindful sessions that elevate the experience of each unique participant. We remove known and unknown barriers and encourage teams to explore patterns and take action from a more liberated place.
Our team also offers individual coaching. We believe individuals already possess what they need to develop into the best version of themselves. We ask questions that lead them on a journey toward self-liberation.
Our coaching is centered on helping individuals realize what they can achieve. We examine the power of narrative, the fulfillment of values, and the concept of supporting people on a journey to connect with their optimal selves, whether to do their best work in an organization or learn more about who they want to be in the world.
