Nu U Consulting
Training is for dogs. Learning is for life.
We help people and organizations learn what they need to know to get the most from their talent and achieve their goals. Our clients range from single-size small businesses to large-scale international organizations. Whether it's a small or emerging business that needs to learn how to brand itself more powerfully, a large organization that needs to assess and develop its leaders, or a business person rethinking her career strategy, we can help. While some of our larger clients might classify us as a training and development company, in fact, that's only part of what we do. Our methods combine the best of training, consulting and coaching techniques, with particular focus on five core services.
business bootcamps
business & career coaching
team building
the HIPOD toolkit
performance management
business bootcamps
How do you teach grownups anything? With learning programs that involve them as experts while raising awareness about what they don’t yet know.
What are business bootcamps? they are intensive, hands-on learning sessions typically focused on developing a key core skill or a set of mission critical skills. The participants bring their business knowledge and our trainers bring the subject matter expertise and learning methods that facilitate development of the critical skills. Bootcamps are typically fast-paced and demanding, accelerating the learning in a hands-on format.
All of our bootcamp programs are based on a proven three-step method that helps participants to build skills by raising awareness on three levels:
Skills are built through action learning not PowerPoint. Participants learn a skill by seing it role modeled and practicing it themselves. We can apply the methodology to teach virtually any skill and offer ready-made bootcamps for:
How do you teach grownups anything? With learning programs that involve them as experts while raising awareness about what they don’t yet know.
What are business bootcamps? they are intensive, hands-on learning sessions typically focused on developing a key core skill or a set of mission critical skills. The participants bring their business knowledge and our trainers bring the subject matter expertise and learning methods that facilitate development of the critical skills. Bootcamps are typically fast-paced and demanding, accelerating the learning in a hands-on format.
All of our bootcamp programs are based on a proven three-step method that helps participants to build skills by raising awareness on three levels:
Skills are built through action learning not PowerPoint. Participants learn a skill by seing it role modeled and practicing it themselves. We can apply the methodology to teach virtually any skill and offer ready-made bootcamps for:
- Business and personal branding, including brand roadmaps and video-based elevator pitch training
- Client relationship management, business development and sales
- People and team management
- Innovation adventures and workshops
- Vision development & planning
- Project management
- Conflict management
business & career coaching
Sometimes it takes a little push to chase your dreams rather than your tail.
We help individuals, teams and organizations achieve their aspirations through coaching. Our methods foster an understanding of personal motivations and barriers to growth and achievement. Our goal is enable greater self-awareness and personal accountability for growth and development through a process that helps people move individually or collectively from vision to reality using a “road-mapping” process that helps you systematically chart your course and attain your goals. Coaching interventions include:
* One-to-one coaching to that helps individuals or teams attain goals, particularly during periods of uncertainty and growth.
* Individual or team career coaching, focusing both on individuals in job transition, either due to promotion or displacement, and those considering new careers or new businesses.
* Leadership team coaching focused on improving collective accountability and teamwork; leadership team coaching initiatives may also be aimed at refocusing efforts, establishing vision, expanding strategy, and easing transitions during periods of rapid change.
* Team coaching to enhance group performance or facilitate the interaction of multi-cultural teams.
Our methods combine our European i-Lead Master Certification in business and team-related coaching with life and career coaching methods from coach training at the NYU School of Professional Studies in the US. Contact us for a free initial consultation.
Sometimes it takes a little push to chase your dreams rather than your tail.
We help individuals, teams and organizations achieve their aspirations through coaching. Our methods foster an understanding of personal motivations and barriers to growth and achievement. Our goal is enable greater self-awareness and personal accountability for growth and development through a process that helps people move individually or collectively from vision to reality using a “road-mapping” process that helps you systematically chart your course and attain your goals. Coaching interventions include:
* One-to-one coaching to that helps individuals or teams attain goals, particularly during periods of uncertainty and growth.
* Individual or team career coaching, focusing both on individuals in job transition, either due to promotion or displacement, and those considering new careers or new businesses.
* Leadership team coaching focused on improving collective accountability and teamwork; leadership team coaching initiatives may also be aimed at refocusing efforts, establishing vision, expanding strategy, and easing transitions during periods of rapid change.
* Team coaching to enhance group performance or facilitate the interaction of multi-cultural teams.
Our methods combine our European i-Lead Master Certification in business and team-related coaching with life and career coaching methods from coach training at the NYU School of Professional Studies in the US. Contact us for a free initial consultation.
team building
With everyone doing more with less, it’s more important than ever that we learn how to do what we do more effectively together.
Most organizations, at one time or another, have found it necessary to focus on the development of teams. While it is not possible to develop a high-performing, self-managed team overnight, many organizations find it helpful to kick-start the process by engaging in an activity or a series of fun or physical activities which begin the process and establish the need for common goals and objectives. When successful, these interventions can begin to foster a spirit of cooperation, which will ultimately enhance collective performance.
When people work as teams, however, they first must begin to address both the task-oriented nature of their collaboration (that is, what is it they are supposed to do or accomplish together) and the process by which they will come together to deliver (that is the methods they will use to function as a unit). The ultimate goal is to enhance the effectiveness and synergies of the group so that the team itself worth more than the sum of any of its parts. And, to be successful it takes a bit more than just learning to “have fun” together. Our team building activities also focus on building listening and feedback skills, collaborating, and innovating together. Our solutions include:
With everyone doing more with less, it’s more important than ever that we learn how to do what we do more effectively together.
Most organizations, at one time or another, have found it necessary to focus on the development of teams. While it is not possible to develop a high-performing, self-managed team overnight, many organizations find it helpful to kick-start the process by engaging in an activity or a series of fun or physical activities which begin the process and establish the need for common goals and objectives. When successful, these interventions can begin to foster a spirit of cooperation, which will ultimately enhance collective performance.
When people work as teams, however, they first must begin to address both the task-oriented nature of their collaboration (that is, what is it they are supposed to do or accomplish together) and the process by which they will come together to deliver (that is the methods they will use to function as a unit). The ultimate goal is to enhance the effectiveness and synergies of the group so that the team itself worth more than the sum of any of its parts. And, to be successful it takes a bit more than just learning to “have fun” together. Our team building activities also focus on building listening and feedback skills, collaborating, and innovating together. Our solutions include:
- Storytelling
- Picturetelling
- Improvisation
- Mockumentary & Man on the Street team filmmaking
- Junkyard team challenges
the HIPOD toolkit
Even the best instincts can be that much better with a little data to support them.
Decisions about your talent and your team are some of the most critical you can make as a leader. Because human behavior is such an inexact science, they can also be the most complex. The HIPOD development toolkit aims to take some of the guesswork out of those processes, providing managers with greater insight into themselves and their teams.
HIPOD is built around the notion that every person on your team has the capacity to achieve to the highest level of his or her potential. Central to all of the HIPOD tools and processes is the i-Lead Signature & Coaching Approach , which provides data about cognitive patterns and behaviors to help individuals and organizations understand more about themselves, their abilities, and their collective potential. i-Lead identifies an individual’s ability to learn and to transform knowledge into action and helps each individual understand how to maximize their potential to attain their goals. Leveraging the data from i-Lead assessments, the HIPOD toolkit can help:
... individuals understand what starts and stops them as they pursue their goals, raising every individual's level of personal self awareness and ability to interact more effectively as part of a team;
... managers assess their own strengths and opportunities as leaders, learning how to better leverage the unique attributes of their teams to deliver results;
... organizations understand what separates those who excel from those who fail in their unique environments, teaching leaders how to better manage complex teams and interactions.
The approach is both structured and informative and may be implemented in a variety of situations:
• To facilitate the interaction of high-performing or newly formed teams.
• To provide performance training and coaching to individuals and teams during periods of transition.
• To assist teams in focusing their efforts, pursuing a specific organizational mission.
• To ease transition during periods of rapid change or expansion (mergers, acquisitions, etc.) within an organization.
• To facilitate smooth transitions of new employees, or when a new position has been created.
• To identify and develop an individual's talent and potential connected to a training, coaching or mentoring program.
Based on our success as Master Certified i-Lead consultants, our team at Nu U has built the HIPOD toolkit based on a set of connected assessment tools and methods that can provide additional insight and security in talent decision-making, across the performance-management continuum.
The seven-step HIPOD process is built on connected assessment tools and methods that provide insight and security in talent decision-making:
Could a little more data go along way in helping you or your teams realize your potential?
Contact us for an initial consultation and assessment.
Download the HIPOD factsheet (pdf) file here
Even the best instincts can be that much better with a little data to support them.
Decisions about your talent and your team are some of the most critical you can make as a leader. Because human behavior is such an inexact science, they can also be the most complex. The HIPOD development toolkit aims to take some of the guesswork out of those processes, providing managers with greater insight into themselves and their teams.
HIPOD is built around the notion that every person on your team has the capacity to achieve to the highest level of his or her potential. Central to all of the HIPOD tools and processes is the i-Lead Signature & Coaching Approach , which provides data about cognitive patterns and behaviors to help individuals and organizations understand more about themselves, their abilities, and their collective potential. i-Lead identifies an individual’s ability to learn and to transform knowledge into action and helps each individual understand how to maximize their potential to attain their goals. Leveraging the data from i-Lead assessments, the HIPOD toolkit can help:
... individuals understand what starts and stops them as they pursue their goals, raising every individual's level of personal self awareness and ability to interact more effectively as part of a team;
... managers assess their own strengths and opportunities as leaders, learning how to better leverage the unique attributes of their teams to deliver results;
... organizations understand what separates those who excel from those who fail in their unique environments, teaching leaders how to better manage complex teams and interactions.
The approach is both structured and informative and may be implemented in a variety of situations:
• To facilitate the interaction of high-performing or newly formed teams.
• To provide performance training and coaching to individuals and teams during periods of transition.
• To assist teams in focusing their efforts, pursuing a specific organizational mission.
• To ease transition during periods of rapid change or expansion (mergers, acquisitions, etc.) within an organization.
• To facilitate smooth transitions of new employees, or when a new position has been created.
• To identify and develop an individual's talent and potential connected to a training, coaching or mentoring program.
Based on our success as Master Certified i-Lead consultants, our team at Nu U has built the HIPOD toolkit based on a set of connected assessment tools and methods that can provide additional insight and security in talent decision-making, across the performance-management continuum.
The seven-step HIPOD process is built on connected assessment tools and methods that provide insight and security in talent decision-making:
Could a little more data go along way in helping you or your teams realize your potential?
Contact us for an initial consultation and assessment.
Download the HIPOD factsheet (pdf) file here
performance management
Managing a business without a performance management plan is a little like using a fold-up atlas when you could ride with a GPS. The atlas and your hard work might get you there, but the odds and the workload improve dramatically with turn-by-turn assistance.
We work with leaders to identify the talent within their organization at all levels and match future needs of the business with the development of that talent. The ultimate goal is ensure that the team contributes to the company’s growth rather than limits it. Tools and methods that help to align employee development and training programs and plans to the organizational and HR measures are the key to our approach.
We help leaders to understand the importance of managing talent based on using objective methods based on the overall business strategy rather than on making talent decisions based on gut instinct, favoritism, or hiring in one’s own image. To understand the “as is” state of the business as it relates to succession and workforce planning, we use a variety of assessment and interview tools and techniques. We then work with leadership to establish a people management vision and talent roadmap and create a plan to move from where they are today to where they ultimately want to be, one achievable step at a time.
We help organizations build measures and rewards that facilitate real change in behaviors and impact results. This includes methods to:
* Establish individual and team goals
* Develop and rationalize training plans and programs at the organizational, team and individual level
* Develop feedback processes for performance management
* Identify critical success factors and performance attributes
* Establish decision-making matrices
* Tie individual results to organizational goals
* Provide tangible rewards
* Plan for succession
For more information on custom performance management programs, contact us.
Managing a business without a performance management plan is a little like using a fold-up atlas when you could ride with a GPS. The atlas and your hard work might get you there, but the odds and the workload improve dramatically with turn-by-turn assistance.
We work with leaders to identify the talent within their organization at all levels and match future needs of the business with the development of that talent. The ultimate goal is ensure that the team contributes to the company’s growth rather than limits it. Tools and methods that help to align employee development and training programs and plans to the organizational and HR measures are the key to our approach.
We help leaders to understand the importance of managing talent based on using objective methods based on the overall business strategy rather than on making talent decisions based on gut instinct, favoritism, or hiring in one’s own image. To understand the “as is” state of the business as it relates to succession and workforce planning, we use a variety of assessment and interview tools and techniques. We then work with leadership to establish a people management vision and talent roadmap and create a plan to move from where they are today to where they ultimately want to be, one achievable step at a time.
We help organizations build measures and rewards that facilitate real change in behaviors and impact results. This includes methods to:
* Establish individual and team goals
* Develop and rationalize training plans and programs at the organizational, team and individual level
* Develop feedback processes for performance management
* Identify critical success factors and performance attributes
* Establish decision-making matrices
* Tie individual results to organizational goals
* Provide tangible rewards
* Plan for succession
For more information on custom performance management programs, contact us.