Professional Development focuses on the most vital asset any business has; it's people.  AMS has compiled a suite of consulting, training and assessment solutions that answer to the "people" challenges that businesses and Government Agencies are facing. 


Our team of executive level consultants can craft a solution and then guide your organizations human capital through the changes associated with any skills development initiative. 


AMS consultants are recognized experts in the field of human and organizational development, published authors and industry thought leaders.  Our blend of experience, structured implementation methodology and commitment to the continuous learning environment has allowed our clients to realize and sustain results. 

Professional development refers to the skills and knowledge attained for both personal development and career advancement; we have found that focusing on the people within the organization and providing them with opportunities for advancement has significantly improved the overall productivity of the organization. AMS senior consultants are skilled in working with organizations to develop personal development and career advancement opportunities and training programs for their employees. AMS collaborates with our clients to develop the most efficient and valuable professional development tracks for their employees.

Please browse our best practices to the right and contact a member of our solution development team to discuss how we can help you meet your objectives.

Change in an organization is an on-going force that requires proactive planning and consideration. AMS leverages the executive level experience of our consulting team along with a structured methodology to help coordinate organizational change initiatives.

Events that make up change can range from the controlled implantation of transition plans to the events of a critical incident. It is vitally important that your organization recognize and deal with the varied elements of change in a precise way to ensure that any collateral impact is mitigated.

AMS can help your organization by:
   • Designing proactive change strategies
   • Creating personal change plans
   • Identifying critical stress factors and mitigation plans
   • Producing risk reward analysis for large initiatives
   • Align ROI to the analytics of change

The above items are just a partial list of the activities we may deploy to help an organization reduce the negative impact associated with change and accentuate the positive outcome needed.

Additionally, organizations need to know how the return from a change effort will impact their bottom-line. Uncontrolled change or, "change for the sake of change" can be detrimental to the organization and its human capital. AMS has a deep level of experience helping companies align strategic change initiatives with all elements of the organization’s culture. Our consultants have worked in culturally diverse, controlled and uncontrolled environments throughout the world. This unique and dynamic set of interactions allows us to share real-world experience with our clients and help them to accomplish results with the minimum amount of impact.

AMS can customize any best practice to fit your organizational needs.
Our senior thought leaders have designed many programs with the intention of helping to develop emotional, spiritual, and social cognizance in a way that helps members of an organization reach their full potential. AMS leverages it's team of executive level practitioners to help transform the way an organizations Human Capital "thinks" about interacting with daily challenges.

Emotional Intelligence, (EI) is the key to helping organizations achieve higher maturity by truly understanding the psychology associated with organizational behavior. Our team consists of experienced organizational psychologists with real hands on experience. AMS consultants have helped organizations around the world shift cultures, manage change and design EI programs that render sustainable results.

AMS consultants will leverage our methodical implementation best practice to design a plan around some or all of the following deliverables:
   • Your organization’s capacity to handle change
   • The current level of cultural maturity and behavioral norms
   • Current process, procedures and policy that may impede the success of an EI environment
   • Competency and skill sets of the management team
   • Education of the management team
   • Standardization and stabilization of the organization’s culture

The above activities do not necessarily represent a complete list of the necessary activities related to an EI implementation. AMS will utilize several standardized tools and assessments to help facilitate the process as well as traditional on-site data collection. Our implementation plans are built in a project based format and are executed via a collaborative and client inclusive model.

Developing today’s leaders involves honing ones’ skills to embody scientific, spiritual, and emotional factors that impact our decisions and interactions.

As with any leadership program, our approach includes senior executives, managers, and the overall workforce of an organization. Our programs are designed to identify strengths within a fabric of an organization, opportunities to improve behavior, and help implement a sound transition plan to help move a culture towards optimum efficiency.

AMS can customize any best practice to fit your organizational needs.
AMS understands that not all situations require intense consulting or complex solutions. From time to time our clients ask for our consultants to mentor and coach managers, teams and even executives. This process is quite effective as a follow on to a completed initiative, during transition periods, after training, and when ramping up new team members.

The AMS consultant team offers your team executive analysis and solutions tailored to their needs because our consultants have been where your executives are now. This profile is perfect for a coaching scenario as the participants can benefit from real-world solutions and fresh ideas.

AMS has constructed a standard coaching methodology that provides both the coach and participant with a set of ground rules and accountability. Initially AMS will identify the collaborative objectives for the participant and then align and asses their current skill set for competency gaps. Prior to beginning any coaching there is a session in which the participant and the coach have an opportunity to discuss the results of the assessment and then jointly build an action plan.

The coaching process also allows for direction relative to the work flow. Another words in many cases the organization has a large component of accountability as well and it is the coaches job to help clear the path for the participant to succeed.

In some cases the participant and the sponsoring client would like to see progress reports for the project and/or the participant. AMS has established a standardized coaching report to answer this need and to allow the participant to collaborate in the process.

AMS can also focus on the process side in a mentoring capacity rather than a coach. This role is used more frequently when a project may have been distressed and the team is executing against corrective action. Rather than focusing on competency and roles of the project team the consultant focuses on watching for the signs of regression.

In either model the AMS team is equipped to assist clients with these operational level challenges.

AMS can customize any best practice to fit your organizational needs.
Virtual Workforce
The best way to move an employee toward improved performance is by establishing a trustful relationship with them and providing ongoing performance feedback, both positive and negative.

AMS consultants are executive level mentors, coaches and managers with 20-30 years of experience helping staff to grow. Our team believes that personal accountability is the first step toward being a good leader.

In order for performance feedback to be of benefit for the employee and the organization, the process by which it is given must be managed correctly. First, the manager must model the behavior or “walk the walk”. Relationships based on mutual respect and trust in one another are not built on an attitude of “do as I say, not as I do”. Second, the manager must be committed to the individual’s development. There must be a sense of trust on both sides, which can be gained by creating a sense of community in the organization.

Although the concept of working together towards a common goal or purpose is fundamental to an organization’s success, teamwork is not as robust and complete as creating and being in community with one another. Community signals a fundamental caring and investment in one another’s well being. Creating a community begins with the realization that we all win, or none of us win. Organizations in community are the most successful in developing their employees based on performance feedback. In fact, these organizations often encourage 360 degree feedback between managers and staff.

Performance feedback is the on-going process between employee and manager where information is exchanged concerning the performance expected and the performance exhibited. Constructive feedback praises good performance or corrects poor performance and should always be tied to the performance standards. As a rule, effective constructive feedback is:
   • Provided to help someone, not hurt his or her feelings.
   • Specific rather than general. Telling someone they do not project a customer friendly attitude is not as effective as pointing out specific examples from a meeting or phone call in which they exhibited the negative behavior.
   • Behavioral-related, not person related. For example, you may give someone feedback that they spoke more than anyone else in a meeting, and dominated the agenda. That is behavior related and is much more effective than calling them loud or outspoken.
   • Meant to address behavior which can be changed.
   • Clear, and to the point.
   • Timed appropriately. Feedback presented at an inappropriate time may do more harm than good.
   • Followed-up. Set a time, if appropriate, to review the behavior, and ensure you provide additional feedback, either positive or negative.

When providing feedback, use the following guidelines:
   • Point out poor performance immediately upon observing it and praise immediately on observing good performance
   • Specify what does, or does not meet expectations
   • Explain how the observed performance effects the team and/or organization
   • State appropriate performance
   • Obtain agreement on the problem and mutually seek a solution
   • Agree on an action plan
   • Do not dwell on a point. Move forward after the discussion, and do not bring it up again unless you observe the negative behavior a second time
   • Avoid giving correction in public
   • Be open to receive performance feedback yourself

The above observations and suggestions have been time tested both in our internal organization and in our consulting engagements. With practice, they establish a supportive and professional work environment in which employees do not feel constrained by or afraid of performance measurements. They are open to taking risks, and accepting accountability when necessary.

AMS can help your organization to construct a customized performance review program.

AMS can customize any best practice to fit your organizational needs.

AMS Professional Development training programs represent a holistic approach to competency development. Designed by some of the industry’s most predominant thought leaders. Our clients benefit from a fully integrated and customizable solution which is focused on the critical areas of leadership, globalization, career development, human resources, and team building. AMS programs are highly interactive and contain real-world examples presented by our senior level SME’s which can also be tailored to your specific industry and even to your organization. Our best practice "Case Based Learning Experience" (CBLE) provides an industry leading customization process; enhancing the effectiveness of your training experience by providing perfectly aligned content, delivered by an instructor fit specifically to your industry and/or organization.

Human Resources
Team Building
Business Skills