Leadership and Organizational Development
Leadership is more than a title. It is a job. Dwight D. Eisenhower said, "Leadership is the art of getting someone else to do something you want done because he wants to do it.". The success of any leader rests on how they inspire their employees to reach their maximum potential and create the environment that supports that. Too often leaders are promoted for technical ability but are not taught to lead effectively. We give leaders, at all levels, tools to successfully lead their organizations through change, create environments that promote innovation and employee engagement and maximize the talent within their organizations.
Creating Cultures Where People Want to Work and Where Their Friends Are Dying to Work
The culture of an organization is as much a part of company's identity as the products and services it sells. A healthy culture is essential for maximum productivity, employee engagement, superior customer service, innovation and growth. A company's culture is more than just their environment. It is how they work together, communicate, adapt, bounce back after failure and celebrate victory. It becomes the back drop to the organization's story and it tends to either draw people in or send people packing.
Employee Growth and Improvement
We believe that continuous learning and growth is paramount to excellence. We tailor various training seminars to the individual needs of our clients. Here is a list of some of the topics we offer:
Building Teams That Can Go The Distance
The success of a business is, in large part, dependent on the health of the teams that develop, produce, sell, market, and distribute their products or services . There are key elements that healthy teams have in common, each building on the other. If one or more of these elements are weak, the team is crippled and unable to reach optimum productivity
Due Diligence for Investment or Acquisition
Too often private equity and investment bankers focus solely on financials when performing their due diligence. We believe that it is just as critical to evaluate the overall health of an organization from a human capital perspective. Where is the company healthy? Where are the vulnerabilities in leadership and culture? Knowing those things upfront gives you the ability to make better decisions. If you decide to move forward with investment or acquisition, this information will allow you to onboard and help the organization navigate change more effectively for a faster return on investment.
Change management is a huge challenge in most organizations. It and is seldom strategically planned out so that change happens smoothly and objectives are met on time. When companies attempt to make changes without a well thought out plan anxiety and counter-productive behavior are often the result.
One of the biggest threats to organizations is distraction. They try and do too much at one time and don't do the most critical things to reach their goals. A solid strategic plan aligns department initiatives toward the most critical goals. This ensures organizational focus and unity on the things most important to move toward the vision of the company.
In any organization, engaged employees are motivated to give their best and remain with a company. They feel valued, understand the importance of their role to the success of the company and feel a strong sense of loyalty. Conversely, disengaged employees contribute to absenteeism, attrition and toxicity. SHRM estimates that the cost to replace an employee is, on average, about 150% of his/her annual salary. If this person was a top producer or an executive, the cost to the organization could be as much as 300%.
Employee engagement rarely happens by accident. Having a strategic plan in place for engagement is as important as any other plan your organization makes.
Planning for Succession and Growth
Planning for succession and growth ensures your organization is never vulnerable should an executive, senior manager or other business critical position is vacated or if your company grows and expands. We help you identify and develop high-potential employees to ensure transitions are smooth and that your company doesn't lose revenue by having to hire from the outside. A robust succession/expansion plan is critical to making sure your organization's brightest days are ahead!
Making Superior Hires
Harvard Business Review estimates that as much as 80% of employee attrition is due to bad hiring decisions. When an employee becomes disengaged, they slow productivity, can create toxicity on teams and eventually leave or get fired. Gallup estimates that it can cost one and a half to more than twice an employee's salary to find a train a replacement. Replacing leadership costs much more than that. Putting an assessment protocol in place that that measures position-specific indicators increases your chances of hiring employees that have good judgment, and are most capable of being a successful member of your organization.