Services
Please find below some of the key products and services we offer to engage and sustain high performance. These products and services were designed based upon:
- 31 Years in leadership at a Fortune 50 corporation
- Practical experience: 200+ Cultural Assessments world-wide; surveying 100,000+ annually
- On-going external research: The Conference Board; Corporate Leadership Council; Gallup; Deloitte; etc.
- Leading an enterprise-wide Employee Engagement strategy and execution for a Fortune 50 corporation
- Our High Performance Model (HPM):
High Performance Cultural Process - Operations Audit. This on-site audit focuses on (12) key cultural processes that Inform, Teach, and Reinforce behaviors. Without these key cultural processes being aligned with strategy and individuals held accountable to complete, there is inconsistent behaviors that create waste in execution. Executive summary and action planning process provided.
Everyone’s Opinion Is Important in a High Performance Culture (HP-EOS). In order to create a high performing culture, there needs to be multiple outlets for employees’ voices to be heard. This formal, on-line Employee Opinion Survey (EOS) process is one way to get feedback from employees on a set of critical business factors. These factors include: quality, safety, velocity, cost, customers, communication, change, engagement and accountability. Semantic differential technique is used as well as traditional rated questions. Consider this tool to take the organization’s ‘pulse’. Executive summary and action planning process provided.
High Performance Cultural Assessment Process (HP-CAP). If EOS is considered taking an organization’s "pulse" then HP-CAP is a "full physical." This process uses multiple data gathering techniques to better understand “how we do things here.” It will help uncover some potential blind-spots in perceptions/behaviors that create waste in striving for high performance. This multi-step process includes gathering data on current state and desired state, completing a gap analysis, and action planning.
High Performance Team Check-up. Many workplace teams (at all levels) struggle to consistently achieve high performance output. A smart, well intentioned group of people does not automatically equate to success. This “check-up” includes two on-line measurements. One focuses on the personality profile of the group and the other on its’ overall group dynamics. Factors looked at include: communication, roles & responsibilities, trust, decision-making, and overall commitment. Executive summary and action planning process provided.
Building Employee Engagement – How to Maximize Commitment, Effort, and Loyalty. We offer both keynote presentations and inter-active workshops for either leaders or employees. Content based on eight keys to success: values, communication, relationships, change, empowerment, recognition, learning and measurement. Complemented by two books we have authored – 180 Ways to Build Engagement and A Slice of Life.
Everyone’s Opinion Is Important in a High Performance Culture (HP-EOS). In order to create a high performing culture, there needs to be multiple outlets for employees’ voices to be heard. This formal, on-line Employee Opinion Survey (EOS) process is one way to get feedback from employees on a set of critical business factors. These factors include: quality, safety, velocity, cost, customers, communication, change, engagement and accountability. Semantic differential technique is used as well as traditional rated questions. Consider this tool to take the organization’s ‘pulse’. Executive summary and action planning process provided.
High Performance Cultural Assessment Process (HP-CAP). If EOS is considered taking an organization’s "pulse" then HP-CAP is a "full physical." This process uses multiple data gathering techniques to better understand “how we do things here.” It will help uncover some potential blind-spots in perceptions/behaviors that create waste in striving for high performance. This multi-step process includes gathering data on current state and desired state, completing a gap analysis, and action planning.
High Performance Team Check-up. Many workplace teams (at all levels) struggle to consistently achieve high performance output. A smart, well intentioned group of people does not automatically equate to success. This “check-up” includes two on-line measurements. One focuses on the personality profile of the group and the other on its’ overall group dynamics. Factors looked at include: communication, roles & responsibilities, trust, decision-making, and overall commitment. Executive summary and action planning process provided.
Building Employee Engagement – How to Maximize Commitment, Effort, and Loyalty. We offer both keynote presentations and inter-active workshops for either leaders or employees. Content based on eight keys to success: values, communication, relationships, change, empowerment, recognition, learning and measurement. Complemented by two books we have authored – 180 Ways to Build Engagement and A Slice of Life.
