SPECIAL NOTICE
B -- SPECIAL NOTICE OF INTENT TO SOLE SOURCE Linkages Workplace Consulting, LLC - Dr. Mary Lynn Pulley
- Notice Date
- 10/2/2009
- Notice Type
- Special Notice
- NAICS
- 541611
— Administrative Management and General Management Consulting Services
- Contracting Office
- U.S. Army Engineer Research & Development Center (ERDC), Waterways Experiment Station (WES), 3909 HALLS FERRY ROAD, VICKSBURG, MS 39180-6199
- ZIP Code
- 39180-6199
- Solicitation Number
- W81EWF-9275-1160
- Archive Date
- 12/31/2009
- Point of Contact
- ellaine.james, 601-634-2396
- E-Mail Address
-
U.S. Army Engineer Research & Development Center (ERDC), Waterways Experiment Station (WES)
(ellaine.r.james@usace.army.mil)
- Small Business Set-Aside
- N/A
- Description
- ERDC Contracting Office intends to solicit on a sole source basis under the authority of FAR 6.302-1 to LINKAGES WORKPLACE CONSULTING. LLC, 2 LORETTA LANE, MANITOU SPRINGS, CO 80829-2711. Only one responsible source and other supplies or services will satisfy agency requirements. Linkage Workplace Consulting, LLC, is the only known source capable of meeting the Government's requirements due to the unique capability to provide support and service for the consulting services for the Geotechnical Structural Laboratory. Quotes are due no later than Thursday, 8 OCT 2009 at 4:00 CST. Description: ERDC Contracting Office intends to solicit on a sole source basis under the authority of FAR 6.302-1 to Linkages Workplace Consulting, LLC, 2 Loretta Lane, Manitou Springs, CO, 80829-2711. This procurement is being conducted under Simplified Acquition Procedures (SAP) only one responsible source and no other supplies or services will satisfy agency requirements. Linkages Workplace Consulting, LLC, a small business, in the only known source capable of meeting the Government's requirements due to the unique capability to provide support and service for the Geotechnical Laboratory. Overview ERDC'S Geotechnical and Structures Laboratory is striving to build a culture of excellence and is putting many initiatives in place to achieve this objective. To this end, it is imperative that the Board of Directors work together as a high performing team. The foundation for a high performing team is trust, and trust is built through an awareness of our impact on others, shared expectations, and honoring agreements. High performing teams are able to make effective, timely and clear decisions by creating and fostering an atmosphere that encourages communication, risk taking and non-threatening conflict or debate. The Board of Directors consists of eight members (including Pat Sullivan). While each member of the Board currently works at a high level of individual competence, they are functioning at a lower level of team competence. Improving communication to increase the performance of this team is the broad intent of this initiative. The design of this initiative is based on Dr. Pulley's discussion with David Pittman, GSL Director, and several conversations with Pat Sullivan about the needs and desired outcomes for the Board of Directors. The information from these discussions is woven into the following intervention with the overall intent of improving communication and trust among the Board of Directors. The initiative itself is a customized blend of assessment and team-based facilitation. It is designed and facilitated by Dr. Pulley, who has a deep background in leadership development and high performing teams, and has provided such services to organizations for over 20 years. Methodology This initiative will take place over a 6-month period of time and will consist of three Phases. Each Phase will include a face-to-face off-site session and assessment (interviews, instrumentation, or both). The first session will take place over a 2-day period of time. The second Phase will take place three months later and the third Phase will take place three months after that. To some degree, the objectives and agenda for the second and third off-sites will emerge from the previous sessions. Each of these will include tracking of accountabilities. Detail for Phase 2 & 3 will be provided at least one month prior to when they take place. Dates for the three Phases are: " November 4-5, 2009 " February 18, 2010 " May 4,2010 PHASE 1 Assessment " Each Board member will be interviewed by Dr. Pulley prior to the off-site session. Interviews will be face-to-face and will be 30 minutes long. Scheduling of interviews will require administrative support from GSL. Interviews will take place on November 3, 2009. Dr. Pulley will synthesize the interviews and share thematic results with the Board while maintaining confidentiality of individual members. " Each Board member will complete the Fundamental Interpersonal Relations Orientation-Behavior [FIRO-B] assessment, a 54-question tool that can be completed on Dr. Pulley's site that is linked to an online assessment system. The FIRO-B must be completed by all Board members by October 9, 2009. " Each Board member will also complete a questionnaire about the functioning of the team. This questionnaire was customized and is used solely by Dr. Pulley and is tied to the Team Effectiveness Leadership Model [TELM]. The Team Effectiveness Leadership Model was created by Robert Ginnett and is based on his research of teams at NASA, commercial airline crews, surgical teams, management teams, and product and manufacturing teams. Ginnett worked closely with Richard Hackman, the Edgar Pierce Professor of Social and Organizational Psychology at Harvard and a leading expert on teams. This assessment will be administered online and must also be completed by October 9, 2009. " Each Board member has completed the Myers-Briggs Type Indicator [MBTI] Step II through the Center for Creative Leadership. The MBTI is the most widely used and validated psychometric questionnaire in the world and is designed to measure psychological preferences in how people perceive the world and make decisions. Step II is an extended version that provides additional depth and clarification of preferences. Each member's MBTI results will be sent to Dr. Pulley for team analysis no later than October 16, 2009. Off-Site (2 Days) The objectives of this session are to: " Introduce the TELM model as a framework for high performing teams. " Create a baseline of the team's current functioning. " Use the MBTI and FIRO-B as a basis for increasing the awareness of Board members' behaviors and the implications of stylistic differences. " Identify and agree to productive team norms. " Begin to clarify roles, responsibilities, and authority. " Begin to increase trust so that individuals will provide feedback directly to one another. " Begin to create an environment where disagreement is used in an open and positive way to make decisions and address complex challenges. Evaluation Each Board member will be interviewed six months following the off-site and will be asked to provide behavioral examples of the team's functioning. These will be geared toward the following outcomes; outcomes that are considered to be indicative of high performing team behavior: " The degree to which the Board is satisfying its stakeholders. " The degree to which the Board is learning (improving) as a team. " The degree to which each Board member experiences individual satisfaction as a part of this team. Interested organizations may submit their capabilities and qualifications to perform the effort in writing to E. Renee James, ellaine.r.james@usace.army.mil - Contracting Office POC. (601-634-2396). Technical POC is Ms. Patricia M. Sullivan, 601-634-3065, patricia.m.sullivan@usace.army.mil. No RFP will be issued based upon this Notice of Intent. Please reference soliciation No. referenced in the subject line if you would like to be considered.
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