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Do You Want to Maximize Your Business Performance?

With all the information today about workplace culture, how can leaders assess and improve their businesses? We answer this and other essential questions in small group or individual formats designed to provide a uniquely focused, tailored  conversation.  Consider potential entry points we’ve laid out for you and choose the one that feels of greatest priority at this time. We will focus our conversation there. These meetings are provided for innovative leaders determined to maximize business performance by developing people and culture. 

Executive and Senior Leadership

Change is happening so rapidly it often causes confusion and strain. Outdated, autocratic approaches no longer work and new systems are needed to promote emotional intelligence and personal responsibility. The glue that holds us together today must be based on trustworthy teamwork and collaboration.

Are your executive leaders struggling to ensure your organization remains competitive, productive and profitable? Are you dealing with unique circumstances such as mergers, acquisitions or other change processes that reveal stress fractures in your business? If any of this concerns you, consider:

1. What you and your senior team need to know to effectively lead your organization into the future

2. New priorities in a strategic plan you create for culture change, including how to implement it

3. How to cultivate consistent executive governance that focuses effectively on today’s priorities, challenges and business objectives 

4. Practices you adopt that result in attracting, developing and retaining top talent no matter what

5. Responses to complexity and change while measuring and reporting important metrics on progress

6. How to remain relevant, current and consistently ahead of the competition despite growth trends

Managers and Supervisors

People need influential and caring leaders who inspire them. There’s a huge difference between a boss and a leader. Effective leaders empower people and create other leaders. They foster responsibility, intrinsic motivation, authenticity and self-governance.

Do your managers and supervisors need to shift from managing, incentivizing, judging and enabling people to developing them instead? Do they need to foster emotional intelligence skills? Develop leadership in them? Is there an unnecessary separation between them and those they lead that prevents trust and collaboration? In this topic, we review:

1. The kind of workplace culture needed and the role of managers and supervisors within it 

2. Helping managers and supervisors understand traditional roles they must dismantle and what they should replace them with

3. How to ensure the development of confidence, leadership and resilience within their people 

4. How to build trust between staff and management so together they co-create shared values

5. The process for transferring responsibility to staff until they are skilled at picking it up 

6. How and why to ditch performance appraisals and adopt monthly mentoring instead

    Culture and People Development

    The old ways of understanding human systems aren’t working anymore – the ways of superior versus inferior or management versus employees. Today people challenge command and control fallbacks, insisting that leaders treat values, shared power, progressive methods, and cross-functional teamwork as non-negotiable.

    Your evolving workforce is a barometer for the health of your culture. They need leaders who develop social interest and strong relationships in them because technology combined with globalization often leaves them feeling less effective and supported in contributing solutions. This topic answers:

    1. How to assess the condition of an existing workplace culture and determine what would be most valuable next

    2. Why to transform our culture and if we do, what we should transform from, into

    3. Developing people protect our reputation, grow our business and keep our customers coming back

    4. Components to include in a culture transformation framework and implementation

    5. Workplace culture models that net incredible results, provide consistency, sustainability, and are scalable and show measurable success 

    Relationships and Teamwork

    Strong, positive relationships are key to success but many people don’t know how to create or sustain them. They don’t know about the eight values that build trust, how to stop gossip, what to do about negative behaior and all the skills required to forge strong bonds and loyalties between people, or create wildly successful teamwork. Do you know about the practices needed to nurture positive relationships on a consistent basis? If you suspect you could use help on developing relationships and teamwork, this is a conversation you won’t want to miss. In it, we will be speaking to:

    1. Conditions needed to develop and maintain high trust and morale

    2. Critical factors that diminish or enhance cooperation and collaboration

    3. The group guidelines needed for caring behaviors to flourish


    4. How to address destructive negative behavior (gossip, under-performance)

    5. The kinds of tools for effective communications

    Motivation and Engagement

    Challenged by irresponsible people who fail to follow through or deliver expected results? Do you need a process to enable your people to understand the reasons for high or low motivation and engagement, including what it really means to be accountable?

    Do you feel you are lacking the conditions, communications, and strategies that support people being personally responsible and high performing? Do you find people are not giving their best effort or bringing their a-game? Too focused on themselves and not enough on other? If so, consider:

    1. How do I get my people to engage in and operate from purpose, values and vision

    2. What causes inadequate motivation, accountability and responsibility

    3. How we turnaround a lack of self-governance and initiative

    4. How to replace extrinsic motivation with intrinsic motivation

    5. The role of mentoring and consistent exposure to new behaviors develops engagement and self-motivation.

    Our goal in creating these entry points and areas of concern are to support you in defining what most concerns you and responding to that. We have offered you multiple ways to connect with us on each and we are open to ideas you may have!  If we have missed some of what matters most to you – trends you are facing, conditions unique to you, changes to long-term work-from-home policies or challenges related to our current political climate, etc… let us know.

    One way to do this is by completing our exploration survey. This educates you on what is needed within a healthy workplace culture, and our free report lets you know how your culture scores, what needs priority attention and offers you a list of challenges and desired leadership skills from which you can choose. You can also indicate current trends impacting your organization. Click the link below to complete your culture wellness survey and receive your free report.