Our Services

ACT provides a range of services to investigate and/or resolve complaints, grievances and other employee concerns.

ACT is experienced in conducting inquiries and investigations into allegations of discrimination, harassment, bullying or other types of inappropriate behaviors, or work related conflicts. We use a range of methods to address and resolve these situations collaboratively, including the use of mediation and reconciliation. We also offer Omsbuds services that focus on resolution and  preserving relationships while promoting transparency, accountability and fair treatment.   

“People don’t leave organizations; they leave their managers.”

This Gallup Group’s research on employee engagement and organization performance documents the importance of leaders. Leadership development ensures that an organization’s leaders have the information, skills and tools to effectively perform their role.  ACT’s leadership development services help build LQ—leadership quotient– the skills and competencies needed to lead others and drive high performance and results.  We customize a bespoke suite of services to build collaborative, cohesive and effective leaders by helping to:

1. Identify individual and team strengths and competencies.
2. Develop a leadership competency framework based on organizational mission, vision, values, and strategic priorities.
3. Clarify goals, roles, and responsibilities.
4. Establish performance expectations and guidelines for managing, mentoring, and motivating staff.
5. Provide training in areas such as supervisory skills and management concepts, managing performance and conduct, emotional intelligence, delegation, difficult conversations, resolving conflict, and building cultural competency.

Across the employment arc—workforce and succession planning, recruitment and retention, compensation and salary administration, performance management, employee relations, benefits and discipline, employee development, training and career advancement–we help organizations institutionalize best practices in managing and investing in human resources—i.e., the people who make success possible. We evaluate HR programs, review policy, and pilot initiatives based on the needs of the organization, fair employment requirements, and professional HR practices.

We help support and resource the HR Department’s processes, procedures and staff. We  recognize that managing human resources is the responsibility of supervisors and managers and encourage their partnership with and reliance on the organization’s  HR Department for guidance,  knowledge, skills and subject matter expertise.

ACT develops organizational cultures that support high performance, promote employee wellbeing, and prioritizes and protects the relationships necessary for its success, both internally and externally.  ACT’s theory of change is…

1. Change begins as an idea.
2. Organizations change when the people in them change.
3. People embrace the idea behind the change when they see the benefit (to themselves, others they care about, or ideals they hold).
4. Change requires ongoing awareness, meaningful actions, repetition, and reinforcement.

We help organizations develop the capability and capacity to lead, manage and sustain change through a proven framework incorporating (1 ) continuing and consistent messaging, (2) leadership modeling, (3) infrastructure support, (4) rewards and (5) expanding the number and types of advocates and champions for the new  initiative.