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Project Briefings

We appreciate our clients partnership in accomplishing a global portfolio of successful Training and Consulting engagements that have helped to transform their businesses.

Organizational Competency Matrix and Career Path Learning

Challenge:

The client needed to maximize their training dollars by aligning specific content to job titles and career paths. The training needed to be delivered via a blended model and constructed to provide measurable results via a pre and post assessment process aligned to performance metrics for each job classification.

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Development and Implementation of a Corporate University

Challenge:

Developing a corporate university model to support the design of courseware, measurement of the learning process, selection of internal and external delivery teams, recurrent training of the learning centers staff and performance metrics to validate return on training dollars.

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Enterprise Process Integration and Reengineering

Challenge:

The client was seeking a more effective way to scale operational process while embracing work flow that would have compliance measures due to the footprint in a highly regulated and governmental space. Due to acquisition, growth and diversity in services the organization was experiencing redundancy, quality and cycle time failures within process and project based work. Additionally, cost was being enhanced due to legacy system integration and miss-aligned core competencies across the middle management staff.

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Business Analysis Best Practices Program

Challenge:

The client requested training based on business analysis best practices, requirements processes, and formal business requirements such as business rules and Use Cases. Restructuring had left the business analysts with a high workload and they were looking to both find efficiencies to reduce overwork and to improve the relationships with their two main stakeholder groups, their internal business customers and their IT and other technical staff. They wanted lasting change to include documentation of their training gaps and live workshops where requirements were written for actual projects and templates and standards were put in place during the course for the organization.

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Business Analysis Relationships and Process Improvement Program

Challenge:

The client requested training based on a single business analysis best practice, Traceability. Integrating an acquisition of a group more Agile into a waterfall structure was a multi-year and ongoing challenge. Relationships between the business and IT and projects and IT were still in the forming stages with consistent mediocre ratings of IT support of new systems and enhancement requests. The Client leader charged with improvement saw the need for both leveraging existing skills and implementing proven best practices from outside the organization. Blending the two was the challenge for already overworked staff whose knowledge and skills were needed for this transformation effort. The work, limited staff time, and the need for rapid relationship improvement required consulting assessment, customized training in stages to allow for process improvement time, and facilitation be interactive to build templates and processes “on-the-fly.”

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Change Management & Leadership Program

Challenge:

The client requested a Cohort structure that blended content with real-world experience that both challenged and built upon existing individual skill levels. Given that change is a ‘constant companion’ within both the sector and the business, the topics of the team and personal impacts required that the facilitation be interactive and developmental with ‘real time’ changes to be made in order to adjust to the requirements and demands of each Cohort. This was borne out by the evolution of material and delivery style between programs, a hallmark of the AMS engagement model.

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Develop and Deliver Business Analysis Curricula

Challenge:

The client was seeking a standardized Business Analysis (BA) training curricula to address the needs of its technology mangers and their roles related to; requirements elicitation and scope development.

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Transformational Leadership Development Program

Challenge:

The client was seeking to build organizational and learning development programs to accommodate a distributed and outsourced workforce.

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Leading in a High Performance Culture

Challenge:

A group of global executives were brought together to create a globalization strategy that reached beyond cultural norms into organizational optimization. The focus of this team was to identify cultural and behavioral expectations that could be level-set in multiple operational regions.

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Large Wealth Management Advisor Global Team Integration Strategy Development

Challenge:

A boutique segment of the advisory community known as High Wealth Advisors was challenged to share information openly with their counterparts about prospective clients in order to deepen the portfolio for the wider firm. This full disclosure and transparency business model was contradictory to the individual goals and legacy industry model.

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Global Human Resource Board of Director Conflict Intervention

Challenge:

Global Human Resources was challenged to create a strategy in alignment with the board of directors edict to position autonomy in various regions without disrupting the organization’s hierarchy as it pertains to diversity and inclusion.

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Bringing data to life and using it to shape company processes and decisions, in order to enhance performance

Challenge:

The client requested a workshop format that blended content with case studies and tasks that both challenged and built upon the skills of the delegates. Given that this would be an ‘out of comfort zone’ experience for all/most attendees a range of facilitation skills would be required that put the emphasis on relationship building and stakeholder management.

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Creation of Best Practices and Training Programs for Off Shore and Domestic Teams.

Challenge:

The client was seeking the development of best practice methods to shorten the development cycle for software platforms being outsourced to India. Additionally they needed training to work with partners in India as well as the knowledge to manage the direct interaction with the team’s offshore partners. Cultural, process, communication and client satisfaction were of the most concern.

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Quality Improvement Practices Development and Oversight for Offshore Teams in Bosnia

Challenge:

The Client was in need of a process to control the development of software via off shore teams. In this scenario the client wanted to assign a third party to ensure the quality and security specifications were being met by the Bosnian team.

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Create Business Infrastructure, Process, Best Practice and Competency Maps

Challenge:

The client recognized the need to build an infrastructure to support its growth; they employed the services of Advanced Management Services, Inc. (AMS) to accomplish their goals. During the partnership with AMS this organization was able to create corporate process to support daily sales activity and stabilize their performance. Additionally, the company needed to asses and develop the core sales team to align with a “solutions selling” environment.

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Create a Sales Management Dashboard

Challenge:

The client was in need of a sales management structure that would allow for real time data collection from sales performance metrics and then help regional sales managers to translate that data into usable information. Ultimately, the company wanted to increase sales production through the utilization of best practice and technology.

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Create a Training Program for Virtual and Regionally Dispersed Team Members

Challenge:

Create a core training program for the organizations sales management team focused on providing skills to help them manage a demographically dispersed group of 500 sales associates. The client is seeking to bring continuity to the sales message as well as provide a better platform to keep associates “in-tune” with the corporate initiatives without being able to have daily face to face contact.

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Prepare Executives for the Future.

Challenge:

The organization recognized the need to prepare executives for the future.

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Focus on Growth and Promote Excellence.

Challenge:

The organization wanted to create operational procedures to focus their growth and promote excellence within the system.

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New Product Development Process (NPD)

Challenge:

The organization required assistance with the integration of their complex New Product Development Process (NPDP) and a consistent enterprise-wide approach to Program and Project Management.

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Management and Restructuring

Challenge:

The organization required management and restructuring services to build the infrastructure that would accommodate their members' needs.

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Project Planing: International Business Conference

Challenge:

The client was seeking direction on managing a conference to support their Corporate Education Centers direct involvement in the Project Management industry. This event would host over 3000 attendees, 80 presenters and 250 exhibitors spread across 3 days. The client need best practices, coordination, vendor management and on-site event support.

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Develop an Engagement Survey as Part of a Talent Management Effort

Challenge:

When a leading rehabilitation/long term care provider was challenged with issues relative to high rates of employee turnover, they called Advanced Management Services, Inc. (AMS). In order to accomplish strategic objectives in the midst of a talent market that was shrinking due to economic factors, the organization was faced with the need to look inward and ensure proper steps were made to improve employee retention rates.

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Implement a Customer Relationship Management (CRM) Initiative

Challenge:

The organization was seeking to implement a robust Customer Relationship Management (CRM) initiative.

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Managing a Major Customer Implementation

Challenge:

The organization required assistance establishing procedures for managing a major customer implementation.

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Refining Internal Continuous Quality Initiative

Challenge:

The organization saw the need to refine its internal Continuous Quality Initiative (CQI) process.

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Building an Infrastructure

Challenge:

The organization recognized the need to build an infrastructure to support its growth.

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Improve Team Building and Customer Focus

Challenge:

The organization needed improvement in team building and customer focus.

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Leadership Development Program Evaluation Projects

Challenge:

The organization was seeking to gain a clearer picture of the competencies required for their managers to become truly effective leaders. They were seeking to evaluate their existing leadership development process and to transform it to bring it into alignment with the changing nature of their more global industry.

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Development and Implementation of a Corporate University

Challenge:

Developing a corporate university model to support the design of courseware, measurement of the learning process, selection of internal and external delivery teams, recurrent training of the learning centers staff and performance metrics to validate return on training dollars.

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Creating a Change Management Center of Excellence (COE)

Challenge:

Due to changes in business models, and merging of offices and lines of business, the company needed assistance in creating a COE for change management spanning 11 businesses in 8 countries experiencing different phases of change. This included process, culture, and technology migration.

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Develop Project Methodologies, Supporting a Regulated Industry

Challenge:

The organization was seeking to develop a consistent methodology for managing their national Design/Construction (D/C) projects and elevating customer satisfaction level. Understanding that controls and application to compliance was a critical need their desire was to refine an agile approach to executing against a seemingly rigid environment. This conundrum was the task at hand and the success of this project would ultimately result in a competitive advantage in the bidding, deign and build of the companies projects.

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Development of a Project Management Office (PMO)

Challenge:

The company needed assistance in implementing their Project Support Office in order for them to champion their newly created flexible PMO Life Cycle Process.

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Create process and learning events to establish best practice and competence

Challenge:

The organization was seeking to gain project efficiencies by adopting a formal business analyst function to liaison between information technology and the business community.

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Business Process and Best Practice Development

Challenge:

The client needed to maximize the return on development dollars via a sound marketing strategy and version control cycle, while maintaining quality and flexibility in their branded products. They recognized this goal could not be met unless IT and Business groups were brought together when crafting the solution. The collaboration of creative and business minded teams was a challenge within itself; as with many organizations, silos persisted.

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Aligning a Strategic Plan

Challenge:

The client was challenged with aligning their strategic plan to operation and tactical initiatives.

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Global Leadership Development

Challenge:

The organization was faced with rapid expansion and attrition due to a transitioning/retiring executive workforce. Additionally they were challenged with a global work force requiring varied levels of leadership development and inclusion training.

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Competency Alignment; design and assist in the implementation of a competency alignment model to increase productivity and reduce attrition

Challenge:

The client needed to maximize their training dollars by aligning specific content to job titles and career paths. The training needed to be delivered via a blended model and constructed to provide measurable results via a pre and post assessment process aligned to performance metrics for each job classification.

Read Full Project Briefing