Guiding the way to
REACH YOUR GOALS
We work closely with you and your organization to ensure you take the right steps to achieve the desired outcome.
We specialize in the following services to help optimize your leaders and effectively align your organization around its goals and priorities.
Executive Board Retreat Five-Year Planning & Team Building
A CEO had two failed Board Retreats from previous companies. The first one he was fired and the second one he fired his team. When I was called, he was just appointed as CEO to lead this new organization and wanted to align his executive-level Board together around a five-year plan. He and his Chief Operating Officer, understandingly so, were nervous about conducting their first retreat together.
I asked the questions to determine what they hoped to accomplish. I guided them through the process to put their minds at ease. I kept them focused on the goals we had discussed. And, I facilitated the two-day retreat with great success.
RESULT: The Board was thrilled with the outcome and convinced the CEO that ‘we need to do this every year, so we are all aligned around our key objectives and our vision.’ The vision and strategy they set that day continue to be the focus. They continue to use my services each year to facilitate their executive retreat.
Non-Profit Three-Year Strategy Planning
A non-profit community sports organization needed to align their volunteer board around some key priorities. They were seeing the demographics of the community changing which would potentially impacting enrollment and revenue. I was asked to guide the organization through a strategic planning process, so everyone was focused around a few themes.
RESULT: I worked with the senior executive team to identify their goals, so they could have a productive board meeting with the larger group. During this meeting, we identified three main pillars that would drive all major projects. Two years later and major headway on two of the pillars, the team is still focused on those themes and makes sure all major initiatives link to one of them.
- DEFINE the executive’s goals
- ASSESS their skills
- SET a development plan
- COACH to that plan
- EVALUATE our success
A Vice President of Finance wanted to improve his confidence and ability to present a more powerful story during All Hands Meetings and company events. This was one area that was holding him back from future promotions. No matter how old or successful we get, we all have insecurities and this executive was no different. He knew that to improve his chances of becoming CFO, he had to focus his development in a few areas.
Over the next six months we worked on those areas including his confidence, his ability to present in large group settings, and several other development goals he had set.
RESULT: Over the next two years he received accolades from his boss and eventually became a CFO. I continue to stay in touch and recently worked with one of his referrals.
A technology company knew that several executives may leave and were having challenges keeping their top engineering talent. They wanted to have a plan in place to mitigate certain senior talent from leaving to minimize disruption to the business.
I worked with the Cx0 level to evaluate the existing staff based on their current performance in the company and their future potential. We evaluated the risk of someone leaving and the impact to the business. Then, I guided the leaders to put in targeted development plans for key personnel.
RESULT: The turnover of key engineering talent decreased. And, when two C-level executives gave notice, the company was able to quickly replace those positions with existing talent who were being groomed for the higher-level positions.
A multinational manufacturing firm was combining its two major companies into one organization and needed to set a structure that brought everyone together. As they moved the headquarters of both companies into a new geography, they needed to prepare for higher-than-normal attrition, new roles, a revised org structure, and changing leadership to meet the business’ long-term needs.
RESULT: I worked with five of the major functions (HR, Finance, Legal, Risk Mgt, & Purchasing) to guide them through defining their value proposition, success measures and core products & services in order to assess their staffing needs and set the appropriate organizational structure.
Below are some leadership and communication programs we routinely provide to our customers. Alternatively, we can customize these or design others for your organization. Most of these programs range from a few hours to a full day.
Most teams rarely experience the highest levels of performance so in this program, you will learn key strategies to avoid and practical methods to incorporate in your team. Using a trusted team assessment with all team members giving their input, you will learn how well the team is doing around Goals, Roles, Processes & Procedures, Relationships, and Leadership. With this information, we will develop a game plan that drives you to a higher level.
Rolling out a new program, system or policy can be hard because it means people have to change. And during this process, productivity is often reduced to a standstill. Learn how managers can gain support, speed up buy-in, and reduce disruption by understanding where people are on the change curve. You managers will also learn how the change process is impacted when certain components of your strategy or missing.
We each have a style and method to communicate and when it differs from others, disagreement, confusion, and missed opportunies occur. Learn your style, your peer’s style, and your manager’s style so you can more effectively work together and better align around each other’s needs. As part of this exercise, each person will complete the DiSC Assessment.
Competition is great when you have identified the right competitor. Unfortunately functions within the same company often compete against each for resources, attention, money, and deadlines. When this happens, it often results in one function winning while the other loses and has a severe cost to the overall organization. Using the Thomas-Kilman Instrument, you will learn the five elements of conflict and how to more effectively manage, and in turn eliminate, these problems.
Career development works best when both the manager and employee are actively involved in the process and can have productive conversations. In this program, you will learn how to discuss your career needs, identify what is important, determine your development opportunities and lay out an individual development plan. Having these conversations early, and often, will result and a higher performing team member who will be more dedicated to the organization and engaged at work.
Most managers have a difficult time giving performance feedback, but it doesn’t have to be. In this program, learn how to gather your facts, deliver clear and easy-to-receive messages, and set development plans so employees feel valued and supported. You will walk away with some easy-to-use and effective listening models and tactics to more effectively give feedback.
We all have the same amount of time in a day but choose to use those valuable minutes differently. In this program, you will define what is most important to accomplish, assess your time management skills and identify strategies to focus on those critical projects.
Inspiring an audience requires skill and presence. Learn how to craft a narrative in a way that turns information into meaning and speaks to the listener’s needs, excites their imagination and moves them to take action on your ideas. This program will provide you with the tools to: structure your content so that it’s relevant to the listener, use your body and voice to connect with your audience and manage your nerves so that you can “show up” fully and authentically.