HELPING ORGANIZATIONS SUCCEED
We focus on three critical areas that impact the ability of organizations to succeed: leading, selling and performing.
Leading – The leader's primary role is to develop people. The complexity of tasks, the speed of response required and the need to meet the changing requirements of customers, requires a workforce that is capable of excelling in a knowledge-based environment. We focus on developing leaders who can simultaneously advance individual, group and organizational performance.
Selling – Transforming the sales organization from one that functions successfully only in a stable market to one that soars in an unconventional, shifting marketplace requires sales people who can quickly neutralize the competition and lock-on to the dreams and unexpressed desires of their customers.
Performing – The performance standards that matter most are those of highest importance to the customer. They usually include product quality, delivery, service reliability, and friendliness and concern of service personnel.
Organizations who seek real increases in performance invest in the continual growth and development of their people. There really is no other choice.
BUILDING PERFORMANCE TO MEET ORGANIZATIONAL GOALS
We begin by gaining a thorough understanding the client's operational and strategic initiatives, and the issues impacting performance. Our recommendations are framed by this common understanding.
Business Performance Components
We succeed by helping the client address each of the performance components — skills, tools and processes, metrics and management. Improvement occurs through systematic reinforcement of all components that support lasting change.
Skills and competencies: We work with our clients to define the changes or enhancements in human behavior necessary to deliver on their organization's strategic initiatives. We then present an offering that blends planning, assessment and training/development.
Tools and processes: We work with the client to modify existing tools or implement new tools (and integrate them into existing ones) to support the desired performance.
Metrics: As new skills are employed, and knowledge applied, we measure the impact of the change at both a behavioral and business impact level. In short, measurement drives performance and without it, substantial change does not occur.
Management and Coaching
Organizations serious about improving performance have executives that both pull with a vision and push with a plan. We help executives effectively explain why change is necessary and help them better fulfill their ongoing role in leading the desired change.
We approach change as a series of connections to be made between those who craft the strategy and those who perform the work at the frontline.
We work with executives and senior managers to better prepare them for their role in building solid connections throughout the organization — connections that drive change.
Inspired leaders work at every level of today's organization, not just at the top. Having said that, improving the leadership and performance of an organization rarely succeeds when approached from the bottom up. New behaviors and organizational directions will quickly diminish if not developed, reinforced and modeled from the top down.
For frontline employees, we provide processes, tools and skills needed to perform their roles in meeting the goals of the organization.