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Consulting Services

Consulting Services

Human Resource Development provides consulting services to help organizations or departments understand and improve their ability to meet the needs of their students, faculty and staff, internal customers, or other stakeholders. These services are offered at no cost to campus organizations. Below are example topics for consulting services.

Greg Danklef, department director, works with the leadership of an organization or department to assess the current state of the organization, determine the future state or direction for change, and plan the actions that are needed to effect change.

Contact Us

To learn more about our consulting services contact Greg Danklef by phone at 801–422–5886 or by email at

  • Through 360 degree leadership feedback and follow-up coaching the focus is on improving leadership style and effectiveness. An online BYU Leadership Profile feedback instrument is available for BYU leaders to assess and improve their leadership effectiveness.
  • HRD can engage the leadership of an organization in a facilitated process to explore the organizations mission and values, refine the mission, values, and metrics, and decide how to implement the mission. Developing a strategy involves a detailed action planning process for how the organization will accomplish the mission.
  • This involves understanding organizational issues and needs and identifying strategic design criteria that drive decisions regarding a more effective structure for an organization. This entails a four-phase process including a preliminary analysis, a strategic design phase, an operational design phase, and an implementation phase.
  • Through survey, interviewing, and group meetings HRD can help BYU leaders identify systemic causes of organizational improvement needs. This includes targeted data gathering such as a culture audit, a customer or stakeholder analysis, or an organization structure review.
  • An organization development process can help to identify barriers to higher service levels and establish a roadmap to greater quality provided by an organization to its customers.
  • HRD can assist those organizations wanting to improve their “bench strength” by setting up a succession planning or talent management system including an accelerated development approach for their high potentials and future leaders.
  • A common need is helping teams to maximize their effectiveness by getting clear answers to two key questions: “What keeps this team from being as effective as we need to be?” and “What changes do we need to make in order to be more effective?” Team building is also undertaken to help two departments or organizational units to work together more effectively.
  • For departments undergoing the unit review process, HRD can help department heads use their unit review report to engage their departments in a feedback and action planning process to implement changes that may be needed as a result of the review.