Who We Serve

Our sweet spot is Small- to Mid-Market organizations and their Teams. 

We especially serve businesses that have been in business for 10+ years.

The reason for this is three-fold:

1.    At startup, the organization is made up of people who do whatever it takes to get it off the ground. Each person wears many hats, and none of them may fit very well.

 

2.   As the startup grows, so do their teams. As the organization’s employees increase, blend, and merge with the original team members, dysfunctional behaviors may creep into the company’s culture unawares. 

 

3.   At the 10-year mark, companies are stable enough to take a look at their growth and culture. They ask themselves: “How are we doing?” “Are there any signs of damage to our people?” “How do we function as a leadership team? Any snags?”

 

Use this time to gain clarity:

·     Take the temperature of your teams.

 

·     Understand possible disconnects. 

 

·     Determine how you want your teams to function.

 

    This is where we come in. We can help you determine where you are, but also where you want to go, and finally, how to get you there with your existing teams.

Case Studies and Client Outcomes

The following Case Studies show how we’ve helped our clients develop their teams or how we have helped individuals leverage their talents inside their organizations or in life.

Finally Understanding Each Other

Services Used: Gallup’s CliftonStrengths
The company’s personnel at every level had a hard time understanding each other. In many ways, they attributed the problems to one person thinking that if this person just left the company, everything would…

Getting Collaboration Right

Services Used: Gallup’s CliftonStrengths and Overcoming The Five Dysfunctions of a Team (Lencioni)
A Board of Directors was having problems working together. They had just hired a new Managing Director, who came from a completely different background than most of the other Directors. Many of the BOD…

Leadership Arising From Every Level

Services Used: Gallup’s BP10, Gallup’s CliftonStrengths, TeamAcumen Framework (Global Builders’ Consortium), Pretotyping (Alberto Savoia), and Conversational Intelligence (The CreatingWE Institute)
For this company, the original engagement was for Gallup’s BP10 training and was to develop the entire company to access their Builder Talents to build the company faster, better. Starting from the leadership team…

Accelerating a Startup by Discovering and Rectifying Gaps, and Getting Rid of Problematic Behavior

Services Used: Gallup’s BP10 and TeamAcumen Framework (Global Builders’ Consortium)
It had been four years this startup company had been working together. They engaged us to try help them develop their BP10 Talents, hoping to get further than they had before. They were in…

One Team!

Services Used: Gallup’s BP10 and TeamAcumen Framework (Global Builders’ Consortium)
We worked with this team for 9 months where we observed a normal learning cycle while following their development at 3-month levels. This structure consisted of a parent and child company. The parent company…

Confidence to Move Ahead

Services Used: Gallup’s BP10 and Gallup’s CliftonStrengths
When founders start companies, teams of people will help it succeed better, especially if they are in an Incubator or Accelerator program. But what happens if you’re a solopreneur? And a solopreneur in a…

Today's Workplace Issues

The Speed of Business:

Multi-tasking. High-speed. High-energy. High-functioning. High-stakes. In-person/Virtual/Hybrid. Inter-departmental. Agile. Scrum. Co-Creative. It’s exhausting! But it’s what we do and who we are today.

 

But what about your most valuable asset and your organization’s  competitive advantage: Your employees?

Especially after Covid and The Great Resignation – how do they really feel about you and the organization? Have you noticed some employees Quiet Quitting? Their next step may be a step away from your organization. And that’s a very costly misstep to take when you could more easily turn things around.

 

Why will they want to stay inside your organization?

Because they have Freedom! 

 

Freedom to know and be who they are. 

Freedom to contribute their best.

Freedom to make their own decisions. 

Freedom to work with others who share their same ideals.

Freedom to create amazing teams that get quality things done – in record time. All the time.

 

What employees really want is autonomy. And only you can give them that.

But even more – they want to work with the BEST teams, not just mediocre teams.

What they value is you going to bat for them. Helping them become the best team players on earth.

That’s why we find employee disengagement and dis-empowerment to be the first sure signs of a planned exit, even if it takes years to find their next position. 

Employee Disengagement Costs 2022

Think Disengagement Isn't Costly?

Take a look at Bob. He’s your average disengaged employee. 

Bob dislikes where he works. He dislikes his job and his manager for not listening to him. So he clams up but vents to others who will listen to him.

He makes life miserable for himself, his managers, and his co-workers. No one wants to work with Bob because he brings everyone down with him. 

His managers don’t have a clue on how to turn him around. They wish he would just leave. 

He and the other 129 employees just like him in a typical organization of 1,000 cost their employers a boatload of money and in productivity every year. And unfortunately, it’s less costly to keep them than to fire them. 

Bob’s dilemma is all too common in our organizations. 

Truthfully, Bob would love to change all of this, but he doesn’t know how. He feels defeated. He needs you to turn the situation around. 

And once you do, he and all the other employees get so excited, they can hardly believe the changes that start happening – everywhere.