The Problem

As your institution navigates an uncertain economy, it can be difficult to address deep challenges while involving the community in the solution. Senior leadership cannot effectively make these decisions alone. What is needed now is a deeper investigation into the problem, involving those who understand the true nature of the institution’s challenges and opportunities. Our Reimagining Administration and Academics service uncovers cost containment opportunities along with ideas for alternative revenue sources, all with a focus on building genuine buy-in across campus.

The Solution

In order for systemic change to take hold, three elements need to be present:

  1. An engaged workforce in a safe environment that encourages freedom of expression
  2. Transparent leadership willing to be honest about challenges while remaining optimistic about the future
  3. Clearly defined financial targets for net revenue and savings across all divisions

Our Approach

The key to our approach is creating a framework for shared sacrifice and a genuine attempt to turn over every stone. We will help you:

  • Develop a vision to understand what success and failure look like
  • Designate a core team of key leaders from cabinet, deans, directors, faculty, staff and students to manage the project
  • Work with the president and cabinet to define financial targets for teams
  • Conduct a kickoff event to encourage buy-in and clarify expectations and outcomes
  • Prepare teams to brainstorm, gather data, analyze and provide ideas
  • Develop a scoring tool for senior leadership to review and debate these ideas, before presenting them to the president
  • Conduct a wrap-up event to thank teams and show how their work has directly contributed towards reaching their goals
Loyola University Maryland recently embarked upon an initiative entitled “New Way of Proceeding” which called upon the university to seek new ways to generate revenue, reduce costs and increase our competitiveness in the market. Teibel Education worked with our leadership team from the outset and provided critical guidance in the planning, communication, and implementation phases of the initiative. Through the process that we worked on with Teibel, we were able save millions of dollars and uncover initiatives that will help us generate new revenues.
— Terrence M. Sawyer, Vice President for Administration, Loyola University Maryland

The Problem

With a new norm of shrinking budgets, your division faces great challenges in:

  • Meeting obligations to its constituencies
  • Maintaining compliance
  • Contributing to the success of larger missions

The question is: how do we cope?

The Solution

The answer is: empowerment, collaboration, and focus. It’s about encouraging departments to be both autonomous and accountable, and ultimately creating a culture of serving others.

Our Approach

Our process begins with identifying your priorities so that each team member is aware of their expectations and is motivated to move their project forward. Our team will:

  • Work with leaders to review how existing roles and responsibilities within the division or department should be modified
  • Map out an existing organizational structure chart and offer 2-3 alternatives
  • Identify any gaps in roles and responsibilities
  • Build a custom model for each manager and direct report to complete
  • Conduct kickoff event to encourage buy-in and clarify expectations and outcomes
  • Develop custom reports to show work effort by functional categories, cost-per-task and other meaningful roll-ups for fiscal year
  • Assist management to support individuals as they modify their work effort responses
  • Meet with leadership team to discuss findings and work with the team to address any organizational changes in roles, responsibilities and reporting lines

The Problem

The education world is constantly changing; budgets, faculty, curricula, and campus policies are never static. Without a strong sense of unity and teamwork, efforts to create real, meaningful change can often prove futile, ultimately rendering an organization stagnant.

The Solution

We help leadership learn to think and act strategically. Developing a shared vision and learning techniques to encourage inclusion is the foundation for developing a growth strategy that positively impacts your organization, both financially and culturally.

Our ApproacH

Through a series of facilitated face-to-face meetings, we help your team develop a set of strategic choices consistent with the evolving mission of your organization.

Using our proven decision-making process, you will learn how to:

  • Uncover the right problems to solve
  • Develop a shared vision of the future
  • Create a results-driven strategy that can be shared with the institution and key stakeholders that you serve

Whether your challenges lie within financial restrictions, uncertain goals or lack of team dynamic, we will move your team to the next level of excellence.

Client Experiences

“[Howard] led an engaged audience in a high level discussion about understanding and managing change both organizationally and personally. I watched as the group became visibly more comfortable with accepting change as an inevitable part of the future, with several among the group seeing themselves and the whole of Human Resources as an agent of change. The energy in the room was discernable and several people have approached me since to talk about the experience and to suggest ways to build upon the momentum.”
— C. Katherine Erwin, J.D., Interim Assistant Vice Chancellor for Human Resources University of Colorado at Boulder