We Help You Address/Solve:

 

Organization/Leadership Challenges

PAIN

Strategic Direction

Culture is counter to vision or “accidental”

We believe that culture can be changed. To move the culture in the desired direction, organizations should develop and implement core values in a fully inclusive way and leaders should model, measure, and reward the desired behaviors.  We help you describe the culture you have, the one you want, and guide your journey to the new one.

 

The organization’s desired culture hasn’t been clearly defined and implemented

Culture is easy to measure. Just ask people for adjectives. Ask the customers. Ask the employees. That gives you a starting point to codify what behaviors your organization desires and expects. Implementation is a lot harder. To fully implement and sustain this desired culture, the organization must embed it in all aspects of their recruiting, hiring, and performance management system.

 

Lack of strategic direction, focus, or the organization feels stuck

Actionable visions and strategic plans guide the organization’s thinking, budgeting, and activities.  We help you create specific outcomes that reflect the four perspectives of the Balanced Scorecard (customer, internal processes, organizational capacity, and financial), then translate those into actionable initiatives. We also use the Scenario Planning approach to anticipate and incorporate potential positive or negative environmental changes.

 

Difficulty in cascading/deploying the vision/strategic plan throughout the organization

This is a real challenge. It is easier if multiple levels have had input to and participated in the building of the strategic plan. Those who played in that process can be “translators” and explain what the plan means for their division or team. Others need to take the time to articulate exactly how “our daily work supports the vision/plan”. We have examples that can help you do that. The Performance Expectations section gives additional detail.

 

Measures and recognition/rewards are not constantly reinforcing desired behaviors

People respond to what the organization measures and rewards.  We help you evaluate your current systems and implement changes that make your measures more strategic and meaningful and your recognition/rewards more timely and credible to the workforce.  We specialize in helping organizations create “transformative measures” that accelerate their progress toward excellence.

 

  • Training and Performance Consulting needs are not addressed

Many organizations equate training and performance. Training can only improve performance when there is a knowledge or skill gap. Other root causes have a direct leadership role/responsibility. These include – right person in the right role, clear expectations, timely and specific feedback, positive work environment, recognition/rewards for high performance, and accountability for low performance. We use the Performance Consulting approach to clearly identify and address the root cause(s) of low performance.

Leadership and Employees

  • Leadership is not thinking/acting as a team or modeling desired behavior

There are many reasons why the leadership cadre may not be performing as a team. We will use interviews and surveys to assess why this is so and the impact on organizational performance, then recommend direct actions to be implemented to correct this unhealthy situation.

 

  • Low or minimal employee (including managers) passion and commitment

Low employee engagement and commitment is poison. We will assess the level of engagement and root causes of low commitment, then work with you to implement lasting approaches (caring, integrity, trust) that will draw out your employees “discretionary effort.”

 

  • Difficulty retaining great/good employees

This is related to low engagement, but could have other factors. It might be that people are not working in roles that use their passion and strengths, feel there are limited growth opportunities, etc. We’ll help you identify the root cause of these losses and what effective actions you should take.

 

  • Workforce confusion, fatigue, or burnout

We see this issue a lot. Often it is due to overload, but frequently that overload is largely due to a lack of clear expectations and/or priorities. Either way, leaders must identify the root cause(s) and address them.

 

  • Collaboration, trust, and performance are not excellent

We believe that:   Better Communication leads to More Collaboration which leads to Improved Trust which leads to Higher Performance. We’ll help you identify how you can improve and leverage this process better.

 

  • Knowledge, skills, and confidence are inadequate

This is where training can help. Other approaches include coaching, mentoring, and job rotation. Training can only solve performance issues where there is a lack of knowledge or skills. We will help you identify and overcome both the training and the non-training causes and barriers to high performance.

 

  • Accountability is weak

This is another significant cause of “ongoing” low performance. First, leaders and managers must provide clear expectations and feedback. Low performance must be addressed – mostly by providing needed support and by adding rewards or consequences that motivate the person to more fully commit time and effort. We will show you how to create a Culture of Accountability.

Customers

Customers are not delighted

Customer Delight is maximizing both the customer outcome AND the customer experience. We help you define the real needs and wants of your key customers, use a quick and simple way to assess the level of Customer Delight, then choose initiatives to move toward greater customer advocacy.

Journey to Excellence

GAIN

Organization/Leadership Growth and Development

Succession planning

Most organizations have not committed the time or energy to identify their pipeline of new talent or who’s next in line. We help leaders understand the criticality of this work, identify the key positions and related selection/evaluation criteria, and the high potential candidates for those positions. We can also help you implement processes for institutionalizing this into your Human Capital System.

 

Organizational assessment

Organizations are complex. Most assessments only look at pieces of the organization and not the interrelationships between systems, functions, levels, etc. We have simple as well as complex assessments that are holistic in nature, show you the linkages, and provide you actionable feedback. These assessments use document reviews, interviews, surveys, and observation to get a complete and accurate picture from which to report our findings and recommendations.

 

Organizational training

Many times, training efforts are scattered and uncoordinated across an organization. We help organizations define their training needs through needs assessments and focus groups, then package them into long and short-term training plans. The training that we design and deliver is always interactive, contextual, applied, and leverages the peer knowledge and experience in the room.

 

Survey design and analysis

Surveys can be overused. Well designed, conducted, and analyzed though, they can provide a wealth of information about the workforce’s perceptions and feelings on different issues. We custom build surveys that gather data on individual or multiple topics related to people, processes, customers, technology, and more.  We are experts in this area. Let us show you.

 

Proactive leadership development

One of PBI’s mentors said:  “An organization can only go as far as its level of executive intelligence”. That’s not meant to be demeaning. There are aspects of leadership, team dynamics, and the holistic view of organizational excellence that most leaders (emerging and experienced) still need. We teach and coach leadership, management, and supervisory mindsets, knowledge, and skills. We provide practice opportunities and feedback to help emerging leaders develop confidence.

 

Creating a coaching culture

Coaching is much more understood and valued than it was 10 years ago. Part of what makes coaching successful is a culture that supports it. We work with leaders to help them develop their coaching skills, encourage coaching for their direct reports, and create an environment for the application of the skills that coachees learn.

 

  • Project Management and Six Sigma

The best and most effective organizations operate with a clear underlying structure and method for accomplishing their work. We can provide project management training, PMP exam prep training, pre/post-project assessments or evaluations, and training on Six Sigma – methods for process improvement. We will work with you to provide the tools and techniques necessary to begin the journey.

Team Excellence

  • Clearly defining the Team’s mission, desired outcomes, and charter

Many teams struggle because they are formed hastily and are not given a charter or clear direction. We help teams get through the forming and storming phases by facilitating a clear purpose and set of outcomes – even when this requires challenging senior management to codify their thinking. Defining the team membership and its processes requires this early clarity.

 

  • Improving communication, collaboration, and trust

We believe that: Better communication leads to More collaboration which leads to Improved trust which leads to Higher performance. We’ll help you identify how you can improve and leverage this process better.

 

  • Gaining clarity on the team’s real customers and their needs/wants

This should be clearly articulated when the team is established. Often it is not or there are multiple customers and there is confusion about the priority order of them. We facilitate deep discussions to identify the team’s potential customers, what outputs they seek from your team, and how they use those in their work. Then, we can place values on the customers and prioritize them.

 

  • Establishing team measures of success

Part of what inspires people to “play hard” for teams is the accomplishment of team measures of success. Still, many teams don’t have them and leaders wonder why individuals are more committed to their functional work vs. the team or committee work (e.g. – a leadership team). Simple measures such as a safe pit stop in less than 12.5 seconds (for a pit crew) can be developed and used to manage team success.

 

  • Establishing methods for team recognition and rewards

To provide meaningful team recognition and rewards, the organization must clearly define what the team produces and how it’s going to be measured. Then, it can define ways to acknowledge those successes with credible actions or celebrations. Examples include a team field trip or a team meeting with the organization’s CEO (e.g. – championship sports teams coming to the White House to meet the President).

 

  • Building new teams

New teams should be created thoughtfully. Too often we see “Poof … you’re a team”. First, define the team’s purpose, key customers, desired outcomes, and measures of success. Then, identify the team membership and create a charter that codifies it. We can help in any of those areas.

 

  • Choosing the right people for teams

This is more difficult than it seems. With clarity around purpose, outcomes, and membership, leaders can identify the criteria and individuals who best fit on the team. Certainly the required technical expertise plays, but the ability to communicate well, strong interpersonal skills, and the ability to subvert their individual needs in favor of team needs is also important. We can guide you in creating selection criteria and approaches to build strong, cohesive teams.

Individual Development

  • Managerial style and relationships  (see yourself as others see you)

Leadership and management is getting work done through others. Our executive coaching helps leaders and managers understand how others see you and adjust your behavior to be more effective. We use interviews and multiple assessments (360-degree feedback, StrengthsFinder, DISC, Myers-Briggs, etc.) to gather and share a more robust picture about strengths and developmental opportunities.

 

  • Improving leadership and management skills

We like to think about what followers want (integrity, confidence, clarity, decisiveness, and inspiration) and use that as the basis for our leadership development work. Leadership is more about vision; management is more about execution. Some of it may be by title or role, but often people have the opportunity to contribute without that designation. Our training and coaching provides knowledge, practice opportunities, and feedback to develop both skills and confidence.

 

  • Thinking and acting more strategically

As one progresses through their career they are given greater responsibility. Generally this requires them to think more strategically and holistically. We help leaders move beyond the tactical, operational, and day-to-day mindset by challenging them to be broader, more futuristic, and seeing multiple scenarios.

 

  • Communicating effectively to improve credibility

Communicating effectively is a critical behavior. It helps people understand your vision for the team, your expectations, instructions for tasks and assignments, etc. The best communicators do so constantly, emotionally, and directly. We provide coaching on both verbal and written communication.

 

  • Defining Performance Expectations

People want to know what’s expected of them – for both tasks and behavior.
This also includes managers from their leaders. These should be expressed in terms of results that the boss wants and how those will be measured (not a series of tasks that make you feel like robots). We help leaders articulate and share their expectations so that they can use them as a solid baseline for delivering feedback.

 

  • Delivering feedback

Many managers are not comfortable with giving feedback especially if it is negative. Others say they don’t have time. We disagree.  You must make time. People don’t want to guess how they are doing. Feedback tells people what you want them to keep doing and/or what you want them to change. We help you learn how to deliver ongoing feedback in a timely, specific, and sincere manner to be credible and effective.

 

  • Teaching managers to be coaches

The days of heavy-handed command and control are long gone. Now, people want more autonomy so managers need to act more like a guide. Managers that invest the time to develop coaching skills and behaviors find that their people are more responsive. We help managers improve their skills in the areas of active listening, paraphrasing, use of non-verbals, and making the coachee/subordinate own the result.

 

  • Leading change in a team or organization

Organizational change is around winning hearts and minds. We are experts in helping leaders guide their organizations through change initiatives – teaching them why people embrace or resist change, how to gain buy-in (WIIFM – What’s In It For Me?), and making it relevant for current or upcoming change in your organization.

 

  • Developing the 2nd tier and succession planning

One of a leader’s important roles is to develop the next level down. Great leaders do this by having a vision and plan for their organization or team, getting to know their people well, and identifying/supporting developmental opportunities for staff. We can help you put together training plans that improve the competence and commitment of your workforce and processes for tracking high potentials and their skills.

 

  • Planning for or transitioning after a promotion/hire

Coaching is now more frequently used to speed and ease the transition to higher-level positions. Often there is a greater level of responsibility with a larger staff. This requires a more strategic mindset, different skills and behaviors, and the understanding that your words and actions are always being watched. We help “selectees” plan and navigate this transition by identifying challenges, anticipating situations and scenarios, and providing feedback on exercises.

 

  • Finding one’s Passion and Gift to Identify one’s Career/Life Direction.

Every career decision is a life decision. We believe that people should change their thinking from  “I could do xxx” to “I want to do yyy”. We help those that are willing to invest the time and effort to assess their interests, skills, personality, and values to create their ideal occupation/career, then go evaluate what’s out there that comes closest to this picture. When there’s a match, Sunday nights no longer suck.

 

  • Career transition (military to civilian; starting your own business)

Coaches are most effective when they have experienced the life event that their coachee is dealing with. We have lessons learned (pro-active and re-active) from both the military to civilian transition and the starting your own business one. We are passionate about helping both of these groups. Let us show you.

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