WHY CLIENTS CHOOSE
NEW CAMPUS DYNAMICS

  • Commitment to building innovation capacity. NCD consultants share proprietary models, processes and tools to better engage people in generating new ideas and in committing to actions that “move the needle” on issues vital to achieving your vision.
  • Deep talent in higher education. Our staff includes many higher education professionals who have served at various times as: Vice President of Student Affairs, Vice President of Enrollment Management, Provost, Interim President, Community College Trustee, and Faculty Member.
  • Broad experience working with public and private institutions. Consultants have worked with all kinds of academic, student affairs, and administrative units. They understand the differences in culture and operating norms of different kinds of institutions
  • Extensive organizational development expertise. NCD change management consultants have worked with many colleges and universities plus Fortune 100 companies, federal government agencies, major healthcare systems and high-tech companies. They bring an innovative outside perspective to many challenges that are not unique to higher education.
  • Expertise in the Whole-Scale ® Change methodology. The Whole-Scale approach provides a flexible framework for engaging whole systems to make change happen. It combines sound organizational theory with robust processes that have proven effective over the past 30 years.

  • Direct involvement of senior partners. All engagements are led by a senior partner who will be with you from start to finish. This personal attention is absent at larger consulting firms.

THE NCD APPROACH: CLIENT-CENTRIC WORKING RELATIONSHIPS

Our client relationships are based on close working relationships with leaders and teams. The leadership team can be an existing structure (e.g., president and cabinet) or an ad hoc team (e.g., a steering committee). We also work with various cross-functional teams for event planning, research and implementation. The principle is to involve individuals from across the system in the planning and execution of the project.

WHILE EVERY ENGAGEMENT IS UNIQUE, EACH FOLLOWS A PREDICTABLE PATH:

1. Project Planning: Define purpose, scope, time line and desired outcomes.
2. Discovery: Gather and analyze data to create decision-support information.
3. Goals and Metrics: Set realistic goals and metrics for measuring success.
4. Planning: Identify actions to achieve strategic planning, process or organizational redesign, culture change, succession planning or a host of other issues.
5. Action: Put plans into action with cooperation across functions, teamwork and good communication.
6. Measure and Evaluate: Practice action learning in the Plan-Do-Check-Act cycle of adaptation to achieve goals.
7. Stabilize: Institutionalize the change into existing structures, roles and responsibilities.