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
Getting Collaboration Right
Leadership Arising From Every Level
Accelerating a Startup by Discovering and Rectifying Gaps, and Getting Rid of Problematic Behavior
Confidence to Move Ahead
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.
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.