Penn-Nabrit and Associates, Inc.About US
Since 1986, PN&A, Inc. has accrued in-depth management consulting, training, and implementation experience in myriad public and private sector arenas. A frequent and consistent focus of this work has involved the design and development of effective training that transforms organizations vertically, horizontally, and diagonally across all stakeholder levels-from key executive leadership positions through line operation employees and end-users.
Working through the intersection of organizational development tools including 508 compliant pre/post online climate and 360 assessments; individual coaching; team facilitation; customized case studies and off-site retreats, PN&A, Inc. helps each client organization visualize, implement, and manifest its unique transformational vision.
PN&A, Inc. has worked successfully with U.S.-based multi-nationals; large, decentralized federal agencies, including the Department of Energy, Defense Logistics Agency, and the EPA; state and municipal government entities; as well as colleges, universities, and non-profit, service-based organizations.
By design, PN&A, Inc. is small and severely client-focused; we limit the number of client projects to ensure consistent attention to detail from customized project inception to transformative completion. We exceed client expectations at each point of engagement each and every time.
PN&A, Inc. was founded in Jacksonville, Florida as a research and information resource center for diverse organizations and industries. Within the first eighteen months PN&A, Inc. provided industry-specific research and presentations on technical topics such as selling financial services through telemarketing, developing effective workshops for post-secondary academic faculty, as well as generic training in stress and time management, communication skills, team building, and leadership development. During 1988, PN&A, Inc. began receiving requests for information on business ethics, workforce demographics, and multicultural diversity. As the firm increased its level of research and writing in these fields, their interdependency became apparent. The level of synergy between these “new” fields with our existing areas of expertise was exciting. The then current and projected demographic trends indicated new challenges and opportunities for U.S. based organizations. The implications of those challenges and opportunities spoke to both domestic and international considerations.
In concept, diversity, unlike its predecessors, affirmative action, EEO, and race relations, has a decidedly fiscal application. With a shrinking, less educated and more diverse workforce, diversity has become more than a human resource department concern. Diversity, the presence of difference in a given environment (commonly based on one’s gender, race, age, physical condition, and ethnicity), directly affects productivity which, in turn, impacts profit margins. The greater the degree of diversity, the greater the degree of impact. The impact is seen in communication, team building, conflict management and resolution issues, all of which affect productivity. Also visible is the effect on the moral and ethical dimensions of organizations, both internally and externally.
Traditionally, business ethics has been viewed from a Eurocentric perspective, both in academic circles and in practical application. This perspective is not consistent always with the perspectives or world views of people of color, whether African-Americans, Asians, Hispanics or Native Americans. Ethical and moral perspectives or frameworks have culturally-based origins. As organizations become more diverse, the diversity of perspectives will expand, intersect and sometimes conflict. This expansion, intersection and potential conflict directly impacts the internal climate of employee interactions as well as the external climate in marketing and sales decisions in domestic and global markets.
Not only have we provided management consulting services to hundreds of organizations, but also broad-based training to thousands of managers and employees. I invite you to call or email us for references, scope/feasibility proposals, availability, or prompt responses to any questions or other details not addressed here. In the specific area of diversity, we have compiled a significant amount of statistical research data. PN&A, Inc.’s diversity, productivity and profitability programs present bottom line issues and opportunities to improve the efficient utilization of human resources. When the maximization of resources is mandated, we can identify behaviors based on isms for what they are, counter-productive. A conscious dedication and commitment to excellence is the hallmark of organizations planning for a profitable future in a competitive marketplace. PN&A, Inc. is in the business of helping organizations move from the actuality of today to the potentiality of tomorrow. Let us serve you by assisting in that transition.
What We Do Best
Aimed at managers, project leaders, supervisors, and trainers who rely on collaborative processes to meet performance requirements.
EEO Investigative and Resolution Services
Services include developing impartial, factual records that help agencies and organizations facilitate decisions on the claims raised during formal EEO complaints.
Communication & Conflict Management
We discuss the reciprocal aspects of effective oral communication, particularly the responsibilities of speaking and listening. Conflict management styles are introduced and examined.
DiSC, 360 and Organizational Self-Assessments, Cultural Audit. On-site or remote focus group and interview facilitation are billed at the incremental rate by the hour. One summary report is provided.
The practice of effective communications forms the cornerstone of success in today’s business world. As people from different academic and disciplinary backgrounds, cultural perspectives, and world views come together within organizations successful communication styles can become a challenge. Effective writing is essential to effective communication.
Menspeak / Womenspeak
What are the communication style differences between men and women? How can we promote better male/female communication at work? Why are men heard more at meetings? Why is information ignored until stated by a man? How do you distinguish real from perceived communication style differences between men and women? Do women need different environments to communicate effectively? Discover answers to these queries at this informative seminar.