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Exhibit A (Scope of Work) <br />• Behavior styles: Here we will dive deeper into the four spectrums of human <br />behavior as applied to this specific executive team as a way to help members <br />increase their own self-awareness, build greater trust and respect in this team <br />and in their individual departments, and improve their effectiveness as team <br />members and leaders. <br />Organizational Systems Thinking. It's important that executive teams understand the <br />deeper "truths" behind how organizations function and what makes them thrive. Here, <br />we'll take a thirty thousand-foot level view of Everett Public Works using the "Waterline <br />Model," assessing strengths and growth opportunities in terms of structure (roles, goals, <br />policies, leadership skills, etc.), group processes (communication methods, <br />accountability practices, meetings, decision-making, etc.), interpersonal dynamics <br />(interpersonal conflict, triangulation, respect, feedback, etc.) and intrapersonal <br />behaviors (emotional I.Q., resilience, growth versus fixed mindset, etc.). This <br />exploration will result in action plans and intentions for both individual executive team <br />members and for the group as a whole. <br />Leadership skill development. An effective executive team must provide effective <br />leadership throughout the organization in terms of change management, sponsorship, <br />communication, motivation, morale building, accountability, and much more. Time may <br />be spent on honing these skills and making sure that the members of the executive <br />team are on the same page in terms of how they are leading their individual teams. <br />Common commitments. Throughout the executive team development process, we <br />incorporate a "Common Commitments" approach. This process results in a set of <br />agreed upon guidelines that support the practices of accountability, decision-making, <br />teamwork, respect, attention to results, and overall cohesion. These commitments are <br />developed collaboratively and revisited regularly throughout the process to support the <br />team's growth and alignment. <br /> <br />F. Sustainability Coaching <br />Our firm is committed to avoiding a “flavor-of-the-year” approach because we are <br />convinced that this fosters a sense of cynicism and resistance. To avoid this sort of <br />impact and to create sustainability, Nash Consulting would work with your sustainability <br />committee in the following ways: <br />• Direct training in sustainability concepts <br />• Help with the creation of specific sustainability practices, processes, and action <br />plans throughout and following the workshop series <br />• Consultation and action planning with executive sponsors and the change team <br />to develop a leadership-skill sustainment plan and roadmap—covering <br />sponsorship, ongoing learning, support, and routine practice of skills and <br />processes <br /> <br />