What We Do

We help our clients improve organizational alignment by identifying disconnects and sources of dissonance that keep people from being in sync with business priorities, consequently hindering their ability to work together productively. Through collaborative processes that apply knowledge of individual, group and organizational dynamics we help clients address what is really going on—not just what appears to be happening on the surface.

Whether the need is to improve cross-functional communication and cooperation, develop a strategic vision and roadmap, or identify gaps between an organization’s goals and plans and its skills, capabilities and readiness to execute, we can provide strategic counsel and effective application of leading practices to improve organizational performance.

Our strategies and methodologies are customized to address the specific needs of each client. In addition to customized performance interventions and facilitation services, we offer specific expertise in the areas of strategic change management, global virtual collaboration, and leadership development.

Torchia and Associates

Strategic Change Management

Most organizations are successful at figuring out the “what” of change—the activities, events and tasks that make a change happen. Typically, where they struggle is with the "how"—the process of getting people to buy-in, support and engage to make the change successful.

We work collaboratively with our clients on the “how” by helping them to develop change management strategies that support their business goals and address their specific organizational challenges. We help them to recognize and understand people’s natural reactions to change and develop strategies that minimize resistance and increase engagement.

Service Offerings

  • Change models and methodologies – not a “one size fits all” application of a favored model, we choose the model that is appropriate for the client’s situation, culture, timing, and their ability to execute
  • Change frameworks – what needs to be considered for successful organizational change and step-by-step “how to” instruction
  • Communication strategies – communication plans that significantly reduce internal resistance and increase stakeholders’ buy-in to the change
  • Project and process management strategies – planning to ensure that important processes and critical tasks are not overlooked so that business practices are aligned with changes made

Global-Virtual Collaboration

Today’s global, virtual and mobile workforces have introduced significant complexity to the way we work and communicate. To successfully navigate these complexities depends on how quickly people can adapt to new ways of thinking, behaving and working together in new circumstances.

Developing global virtual competency (GVC) goes beyond training on cultural “do’s and don’ts” and virtual meeting best practices. To productively collaborate in this environment requires increased awareness of the drivers behind cultural differences so we can recognize when a problem is a cultural dilemma versus a “people” issue. Understanding how to apply and integrate these skills in our day-to-day work experience is critical to achieving global productivity.

Service Offerings

  • GVC Assessment – a facilitated session where participants learn about key GVC concepts, self-assess and identify areas for improvement
  • Executive briefings – sessions that increase awareness of the impact that cultural differences and virtual work environments have on productivity and how they can impact the bottom line
  • GVC workshops – customized application of GVC concepts to increase cross-cultural awareness and facilitate the co-existence of differences to increase collaboration. Participants work together to operationalize what they learn by integrating GVC concepts with their day-to-day work experiences

Leadership Assessment & Development

Leadership development is most effective when feedback initiates self-insight and that insight is converted into noticeable improvements in outlook and behavior. By increasing self-awareness of one’s strengths, strengths overused, and any gaps, a leader can become more versatile – learning how to balance what they are good at with what is needed for a particular situation.

Service Offerings

  • 360° Assessments using The Leadership Versatility Index (LVI)
  • Development Planning & Mentoring
  • Executive Succession Planning

The Leadership Versatility Index® (LVI)

The Leadership Versatility Index is a research-based tool that offers a simple, compact framework to account for the complexities of the leader’s job—the tensions and trade-offs, the balances to be struck. It covers both the interpersonal aspects of leading as well as the business side that requires a balance between strategic-operational duality.

What sets the LVI apart from other assessment tools is that it picks up excesses as well as deficiencies and strengths via an inventive, more realistic rating scale than those that traditionally assume that more is better (i.e. 1-5 scale). It delivers feedback in a positive way that people are more inclined to hear and accept. By virtue of the way the feedback report is designed, the path for development is clearly laid out making the LVI a highly efficient and easy-to-understand assessment tool.