Evolve Stories

Assessment and Feedback
The Northwest Area Foundation and the Central Oregon Partnership launched a 10-year, $11 Million grant process to reduce or eliminate poverty in Central Oregon. Two years into their effort, they hired Moementum to conduct a critical evaluation to assess the state of the partnership itself: what was working, what was not working, what needed to be changed for the future. This assessment process consisted of partnership with another Consultant/Evaluator, Prue Brown, to interview all key stakeholders, present the findings in a report, and facilitate an all-day meeting to review and interpret the results and implications. “It was an important process that we could not conduct ourselves because we were too close to the details. Having an outside view of how we were doing was invaluable to continued partnership effectiveness on a significant community change effort.” Nancy Knoble, former Executive Director www.copartnership.org

Performance Effectiveness Coaching
She was at the top of her game as Executive Director of a large, regional housing authority, a leading innovator in the national arena of public housing thinking, she had both the passion and the experience to take her organization to new levels. In the ever-changing funding situation of this decade, however, she found her leadership skill in need of refinement and improvement, Through an 8-month one-on-one process, this leader received the gift of 360 degree feedback on her strengths and opportunities with all key stakeholders (direct report, peers, customers, her Board, the community at large) and learned specific new skills for leading and directing in her arena.

Executive Development
A Vice President at a large US insurance firm is an exemplary performer in all areas save one. His superiors are concerned that he does not have the strategic ability to manage from the top for further promotion to the core executive team. In addition, they worry that his perfectionism and drive for results limit the motivation and morale of the team that works under him. They decide to invest is a one-on-one coaching process in which he rigorously examines his greatest opportunities and makes relevant changes to his demeanor, style, and habits. Over an 8-month process, he has made huge gains at shoring up his gap areas and gaining the full confidence of his superiors to lead from an even higher level in the company.