Search

SOJOURNPARTNERS

The Division of Public Health and Community Services is the public health entity for the City of Nashua
and is the first accredited Heaith Department in New Hampshire. Its mission is to promote, protect and
preserve the health and well-being of the Greater Nashua Region through leadership and community
collaboration (Division of Public Health and Community Services).

Recently, your organization has embarked on a transformation to become the “Public Health Prevention
Strategist’. To do so, you are seeking to improve quality, enhance partnerships and create sustainable
funding sources. This will require the adoption of system thinking and approaches to strategy creation
and execution. This will also require an internal transformation, an entrepreneurial culture, and the
ability to move many internal and external stakeholders in the direction of change.

Your plan includes analyzing and creating a framework to address prevention-based strategies for public
health challenges. More specificaily, you want to affect adverse childhood experiences that lead to high
risk behaviors. This will require your team taking a complete systems approach, which includes training
for you and your staff on leadership, systems and strategic planning, and then translating those efforts
and leadership to your external PHAC team (approximately 24 external community leaders).

The applied Learning Resource Grant you have includes funds for leadership applied learning and a
strategic plan. You suggested that your strategic plan for the future will need to be more creative,
innovative, agile and collaborative, and most importantly will include and engage the PHAC team. You
will require an operational document as a final product that you and your [ELPH team will create, which.
may also require other consultants and communication experts (other than Sojourn). Sojourn Partners
will lead and facilitate on a collaborative road map that your executive team and your external PHAC
team can explore and agree upon, and eventually lead to execution.

Based on our discussion and the materials you provided, Sojourn proposes that you combine leadership
applied learning to create a community strategic plan that delivers 3 goals in your Applied Learning
Resource Grant:

Experiential Leadership Development - Proposed is a Leadership/Strategy Development process
that combines leadership development and strategic planning in an experiential process. A real-
time applied learning of leadership, strategy, change, influence, culture, communication and
management competencies with your immediate leadership team (approximately 9 people) will
be delivered. Within that structure of learning, you will apply that knowledge towards strategic
planning during the multi-month program. For example, when you are learning about strategy
creation, you will work on strategy creation for the department. When you learn about how to
execute a plan for change, you will learn change principles while applying those principles to the
strategic plans you evolve. This interactive and hands on approach will instill conternporary
leadership competencies and then force your team to apply them to your planning. The ultimate

Sojourn Partners www.SojournPartners.com Phone: {603} 232-9403 2|Page

SOJOURNPARTNERS

product will be new strategies and all the components of that strategy, combined with a
working practiced knowledge of leading that change.

Recalibration for your Leadership Culture — You realize that you are a public body with many
stakeholders acting ina more structured organizational environment. You also realize that your
team and ultimately your organization may need to shift to a more collaborative, creative, agile
and “can-do” culture. Change, motivation and culture will be key competencies of this program
in which participants will think through how to change your leadership culture and how to
motivate others to move with you. This will include engagement with all levels of the
organization to communicate, collaborate and build the support and alignment needed to
produce change.

Create Community Partner Engagement ~ Your external PHAC partnerships exist, but they need
to be fully engaged. Once your internal IELPH leadership completes a strategic planning draft,
the PHAC team will be systematically assembled to facilitate strategic collaboration, leading to a
compiete and aligned strategic plan to be executed over the next several years. This can take
place over a series of meetings in 2019 parallel to the leadership development process.

Proposed here are two initiatives for this effort:

Ll.
2.
3.

IELPH Leadership Development Program
Executive Coaching for Director and Deputy
PHAC Strategic Planning

These 3 initiatives will run parallel in 2019, with the following schedule:

{ELPH Leadership | Executive Coaching PHAC Strategic
Development Planning Events
Jan ® @
Feb @ °
Mar 6 e o
Apr @ e
May © e 9
June e ®
July ®
Aug
Sept @

Sojourn Partners www.SojournPartners.com Phone: {603} 232-9403 3)]Page

EXHIBIT C

CONTRACT FOR PROFESSIONAL SERVICES

TITLE

A CONTRACT BETWEEN

THE CITY OF NASHUA, 229 MAIN STREET, CITY HALL, NASHUA, NH 03060
AND

Vanasse Hangen Brustlin, Inc. (WHB)
NAME AND TITLE OF PROFESSIONAL ENGINEER

2 BEDFORD FARMS DRIVE, SUITE 200
BEDFORD, NH 03110
ADDRESS OF PROFESSIONAL ENGINEER

WHEREAS, the City of Nashua, a political subdivision of the State of New Hampshire, from time
to time requires the services of a Professional Engineer ; and

WHEREAS, it is deemed that the services of a Professional Engineer herein specified are both
necessary and desirable and in the best interests of the City of Nashua; and

WHEREAS, Professional Engineer represents they are duly qualified, equipped, staffed, ready,
willing and able to perform and render the services hereinafter described;

Now, THEREFORE, in consideration of the agreements herein made, the parties mutually agree as
follows:

1. DOCUMENTS INCORPORATED. The following exhibits are by this reference incorporated herein and are
made part of this contract:

Exhibit A--General Conditions for Contracts
Exhibit B—Scope of Work, Schedule and Basis for Fees

The Contract represents the entire and integrated agreement between the parties and supersedes prior
negotiations, proposals, representations or agreements, either written or oral. Any other documents which
are not listed in this Article are not part of the Contract.

In the event of a conflict between the terms of the Proposal and the terms of this Agreement, a written
change order and/or fully executed City of Nashua Purchase Order, the terms of this Agreement, the written
change order or the fully executed City of Nashua Purchase Order shall control over the terms of the

Proposal.

2. WORK TO BE PERFORMED Except as otherwise provided in this contract, Professional Engineer shall
furnish all services, equipment, and materials and shall perform all operations necessary and required to
carry out and perform in accordance with the terms and conditions of the contract the work described.

AG I of 3

7 SOJOURNPARTNERS

To deliver a Leadership Development Program for the executive team that addresses the education,
training and coaching of leadership skills, specifically including but not limited to the following:

1. Create new strategies and team results,

Improve general management and leadership competencies across the firm.

3. tmprove confidence and critical thinking about strategy, transformation, change, influence,
coaching and mentoring.

4. Develop short and long-term strategic and professional organizational goals.

5. Establishing and executing a set of priorities for strategy and organizational change.

Ld

Objectives:
Specific objectives for the program include (to be further developed):

¢ Build transformational leadership competencies within the leadership team.

® Create collaborative, creative and agile strategic planning for change.

@ Develop empowering and influencing skills.

@ Develop a systems thinking mindset.

° Create management dialogue, language and tools through experiential learning in real-time.
® Increase confidence levels regarding coaching, mentoring, communications and motivating
others.

Build relationships across the management and stakeholder teams.

Build a mechanism for systemic problem solving across the organization.

Create personal development plans for each participant.

Traditional management competencies that improve leadership resuits include strategic and
critical thinking, motivation, change, relationship management, coaching and mentoring,
emotional intelligence, communications and strategies for creating team culture.

eo ® ¢ 6

Program Content:

All content will include appropriate learning goals of the organization, and will include management
and leadership competencies. Some content in this program may be adjusted based on ongoing
outcomes and will be co-designed with your organization and the participants.

This program incorporates an approach where participants work to apply their learning directly within
the workplace. Within each half-day event, material will be presented and then a collaborative
discussion for personal and organizational learning will be facilitated. Each participant will commit to
take the lessons to the workplace for strategic planning purposes.

This is a hands-on, experiential process that will require participants to use these skills, reflect on what
they learned and understand their own strengths and weaknesses. Most important, participants will go
through this together, learning how to be an effective team as they engage in this process. In addition,
they will learn about each other in a different, problem-solving setting, resulting in improved team
effectiveness,

Sojourn Partners www.SojournPartners.com. Phone: (603) 232-9403 4|Page

SOJOURNPARTNERS

Group Facilitation Process:

We believe in a systems-based approach to team and group coaching. Accordingly, our group coaching
process is co-facilitated, and may involve different co-leads and expertise depending on the topic. The
program may also include the involvement of mentors and other leaders at the organization. The team
also reports on the work they have done over the previous months, so it is a continuous learning
process. Accountability is held for individual commitments to action and learning. This is an experiential
process that directly engages each participant's leadership on real business issues.

As part of the evolving knowledge and skills practice, Sojourn’s program facilitators remain availabie to
work through individual challenges, aspirations and needs for each participant. The learning is not
limited to the program events. Rather, the program is an ongoing experience. Coaching from time to
time is available as part of the program.

Frequency:
This team completes 6 group events over the course of 10 months. Each event is approximately 4.0
hours in duration.

360 Assessments:

All participants will obtain feedback from their respective stakeholders through a formal 360
assessment. This allows the members to make intentions about change and enlist stakeholders for
success. This includes the assessment, reports, and two (2} hours of debrief coaching to assist
participants in documenting their personal action plan for management competency growth.
Furthermore, each participant will present their learnings and action plan to their peers during
subsequent program days.

Participants:
Approximately 9 members of the executive team.

Executive coaching is a valuable tool to instill and promote effective and contemporary leadership
within an organization, and allow the potential of the coaching client to emerge. Coaching is an
interactive process, guided by the coach, creating a working awareness of one’s abilities, desires and
aspirations as a leader within one’s organization. Sojourn partners with you, your sponsors and leaders
to ensure the client receives the best possible valuable experience.

Initial Leadership Development Goals:
1. Develop leadership abilities to transform the organization and its strategy;
2. Understand, develop and deliver contemporary leadership principles;
3. Develop short and long-term professional and strategic goals;
4. Develop a client read map during the first coaching meeting.

, Sojourn Partners " www.SoiournPartners.com Phone: (603) 232-9403 —_ 5 | Page

SOJOURNPARTNERS

Coaching will examine values, modes of operation, and general conditions of the participants’
professional, personal and organizational situations. Coaching services may include brainstorming,
perspectives work, role-playing, making requests, and accountability. If desired, Sojourn will facilitate
meetings between the client and sponsors in a transparent process that advances the coaching client
goals and objectives for leadership effectiveness.

Decisions that participants choose to make are ultimately at their sole discretion. Nothing in this
agreement shall be deemed to constitute a representation, guarantee, or promise that particular results
will be produced by our efforts. The services and information provided is on an “as is” basis and we
specifically do not provide warranties with respect to the use by participants of any of the deliverables.

Frequency:
1 meeting per month, up to 2? hours per meeting, for six months.
On call as required

Coaching Process:

Leadership coaching follows a general process, which includes a co-active approach to design, action,
validation and accountability. The sequence of steps may change based on the client need, but the goal
is to produce energy towards visible professional improvement. The final result is either a difference in
performance and/or an acknowledgement that change is in process. A key outcome of the coaching is
the client reporting to his/her sponsor and/or stakeholders about his/her progress. We expect that the
client will engage fully in the coaching process, which is designed with the client.

Objectives:

To facilitate a community strategic planning process with the PHAC team to realize full engagement,
sense of team and create the best ideas and plans. This 4-session planning process will include but not
be limited to the following:

1. Have system level discussion for preventing (ACE) Adverse Childhood Experiences.
2. Engage in system mapping workshops to identify potential new and improved strategies.
3. Create tangible and clear action plans.

‘Sojourn Partners www .SojournPartners.com Phone: {603) 232-9403 6|Page

SOJOURNPARTNERS

Create partner commitment to engage collectively toward strategic outcomes.
Create outline of execution strategy.

Create touchpcints and evolving stakeholder engagement over time.

Act as one heaith care catalyst team.

Naw sf

Program Content:

It is anticipated that 4 (2.5 hour) strategic workshops will be facilitated through 2019, in parallel with the
planning and leadership development initiatives. Each session will include collaborative exercises and
learning to identify and create a system of engagement, cooperation and commitment among ail
stakeholders.

Session 1 — Kick off planning process, review preliminary strategic framing from IELPH.
Session 2? —System analysis exercises, environmental analysis, GAP analysis and data gathering.
Session 3 — Design based on outcome from previous meetings.

Session 4 — Shaping and alignment of strategic objectives, goals and tactics to move forward.

‘Sojourn Partners ‘www.SojournPartners.com Phone: (603) 232-9403 7| Page

SOJOURNPARTNERS

Leadership Development Program
6 separate 4-hour events for 7-10 participants.

includes ail design, administration, preparation, facilitation and follow-up.

Actions plans for decision making, research, documentation will be
assigned the last hour of each session, leading to a comprehensive
document for strategy and change. This homework will be completed
between sessions, building on each other in a comprehensive way.

$24,000

360 Feedback Assessments Leadership Development Participants

360 Instrument for approximately 7 participants {less Director & Deputy)
Coaching meeting with each participant (up to 1.5 hours each)

[This will prepare each participant to deliver to their peers a template
preseniation regarding their feedback and a plan for development. These plans
will be further defined in future development events.]

Includes ail design, administration, preparation, facilitation and follow-up

$4,865

Executive Coach fer Director and Deputy Director

Gne 1.5-hour private coaching meeting each month with 2 leaders for 6
months between Program days.

360 instrument for each executive.

On cail services.

$1,000/Menth
each

for 6 months =
$12,000

PHAC Community Strategic Planning

Develop, plan and deliver 4 (2.5 hour) facilitated strategy creation events
with external PHAC team (approximately 24 people). Includes all
documentation, preparation and follow-up.

$11,000

Administration
Includes all design, administration, preparation, facilitation, calls, reports,
debriefs and follow-up.

Waived

Sojourn Partners wwww.SojournPartners.com Phone: (603) 232-9403

8| Page

SOJOURNPARTNERS

Sojourn remains available for additional meetings as required within the scope of this effort. It is
expected that many other planning meetings, phone calls, inquires and brief coaching meetings will be
required and these costs are included in the scope and rates above. Additional services that fall outside
the scope of this estimate will be mutually negotiated with the sponsoring executive or project
manager.

These prices exclude travel and lodging expenses, which will be billed separately or arranged by our
collective administrative support. These prices exclude costs associated with event facilities, event
planning and logistics. Costs fer these items will be the responsibility of the sponsor. Sojourn will
provide recommendations of venue and event needs, however remain flexible as to where events take
place and associated costs.

Decisions that participants choose to make during the coaching process are ultimately at their sole
discretion. Nothing in this agreement shall be deemed to constitute a representation, guarantee, or
promise that particular results will be produced by our efforts. The services and information provided is
on an “as is” basis and we specificaily do not provide warranties with respect to the use by participants
of any of the deliverables.

All information provided to us, which is proprietary or confidential in nature and so marked by the client
or team, Shall be treated as confidential and shall not, except to the extent necessary in our
performance hereunder, be disclosed to parties outside of your organization.

The Leadership Development Program is a twelve-month agreement, which may be terminated by
either party at any time upon thirty days’ notice.

Each month, an invoice will be sent for the agreed upon monthly services to be delivered that month.
The invoice will be due and payable within 20 business days. Quarterly or other payment options are
available.

James Donchess, Mayor Date
City of Nashua New Hampshire

Russ Ouellette, DM, Managing Partner Date
Sojourn Partners

Sojourn Partners www.SojournPartners.com Phone: (603) 232-9403 9|Page

) SOJOURNPARTNERS

MEMIC

Catherine Lamson
Senior Vice President Chief
Administrative Officer

Email : clamson@memic.com
Office : (207) 791-3304

Baker Newman Noyes

Jeff Wheeler
Principal

Email : jwheeler@bnncpa.com
Office : 603-626-2215

Jennifer Harnish
Director of Human Resources

Email : jharnish@bnncpa.com
Office ; 207-791-7129

GSSI

Christopher Hawekotte

President

Email: hawekottec@geophysical.com
Office : (603) 893-1109 x222

Manchester Health Department

Anna Thomas
Director

athomas@manchesternh.gov
Office (603) 624-6466

New Hampshire Catholic Charities

Tom Blonski

President

Email : tblonski@nh-cc.org
Office : (603} 669-3030 X204

Easter Seals NH, VT, ME

Tina M. Sharby, SHRM-CP
Chief Human Resource Officer

Email : tsharby@easetrsealsnh.org
Office : (603) 315-6682

Concord Regional VNA

Beth Slepian, MBA, PT
President/CEO

Email : beth.slepian@crvna.org
Office : (603) 224-4093

Sojourn Partners www.SojournPartners.com Phone: (603) 232-9403 . 10|Page