Thursday, December 13, 2012

Paul Fay joins KLG Consultants, LLC

Welcome Paul Fay! Paul joined KLG Consultants in December 2012 as an Associate.


Paul D. Fay
Prior to working with KLG, Paul was a freelance consultant who merged leadership development with strategy, marketing and efficiency best practices. He has worked with a wide variety of companies, from Fortune 500s to Hungarian software developers. He specializes in developing operational procedures that take into account the whole person at primarily small-to-mid-sized businesses. In this practice, Paul developed a network of contacts who are equally devoted to impacting businesses for the better and will often work in teams to meet client needs.

Paul's experiences have taught him the need for intentional leadership in modern business. He has since invested much study time to build upon his background in Psychology and Philosophy and  leverage the wisdom of the ancients to help solve practical problems in everyday business. 

Paul loves to work with groups to help identify and solve problems that maximize success and generate value. His expertise brings perspective to KLG in the areas of leadership & organizational development, strategic problem solving & innovation, and in behavioral modification for competitive advantage.

Paul earned his Bachelor of Arts in Industrial Organizational Psychology, Leadership and Management Emphasis and Philosophy at Biola University. He Graduated Magna Cum Laude. Paul also received a certificate from the Torrey Honors Institute while attending Biola.

Paul lives with his beautiful wife of 3 years in Arvada, Colorado, where they enjoy rock climbing and serving in their church community as a small group leader and band member. He also maintains relationships with local entrepreneurs as a hobby.

Wednesday, December 5, 2012

Why Values Based Organizational Development?

  •  Kouzes and Posner’s book, The Leadership Challenge  notes that: Organizations with a foundation based on purposeful values-

• grew revenues more than 4 times faster than those without
values and purpose.
• created jobs seven times faster than their competition.
• grew their stock price 12 times faster than those without values
and purpose.
• created 750% higher profit growth than those companies without
values and purpose. 

  • In Built to Last, James Collins and Jerry Porras reveal that purpose- and values-driven organizations outperformed the general market and comparison companies by 15:1 and 6:1, respectively. 

  •  In Corporate Culture and Performance, Harvard professors John Kotter and James Heskett found that firms with shared values–based cultures enjoyed 400% higher revenues, 700%greater job growth, 1,200% higher stock prices and significantly faster profit performance as compared to companies in similar industries.

  • In Firms of Endearment, marketing professor Rajendra Sisodiaand his coauthors explain how companies that put employees’ and customers’ needs ahead of shareholders’ desires outperform conventional competitors in stock-market performance by 8:1. 

  • Leaders who have a clearly articulated purpose and are driven to make a difference can inspire people to overcome insurmountable odds writes Roy M. Spence Jr. in It’s Not What You Sell, It’s What You Stand for.

See More @

Friday, November 9, 2012

Employee Retention, Turnover & The New Health Care Rules

 For more information Call Kate @ 303-504-4800
RSVP TODAY!  - Snacks and refreshments will be provided 
First Name________ Last Name__________ Title____________ Company_____________________
Email_______________________________  Phone Number _______________ 
# Attending ______  Send to

Sunday, September 23, 2012

Facilitating at The Manager Summit last July

The Manager Summit was sponsored by The Denver Metro Chamber.

We hosted and facilitated the following sessions:

Promoting Your Ideas Within an Organization- Why should your boss and colleagues listen to you? Framing your ideas so they are in alignment with the strategic goals of the organization takes skill. This session will discuss and practice the use of field-tested methods that tie your ideas to impact and outcome. Attendees will learn and practice steps to be seen as a trusted adviser in the organization.


Overcoming Obstacles to High Performance Teams- Learning to like your teammates is important. However, designing your work flow so your team is most effective in accomplishing its goals is an entirely different proposition. This session will discuss the difference and present the key blockers to effective teamwork as defined by the research of teamwork experts. Attendees will design and practice exercises that they can take back to their own teams to promote real teamwork.

Wednesday, September 19, 2012


Analytics. What are they?  Statistics about your business results that help you grow revenues and improve your bottom line.

Did you know though there different types of analytics? Yes, quantitative data and qualitative data.

Quantitative analytics are historical scores cards of outcome. Qualitative data on the other hand can be used as a predictor of outcome. Yes, there is way to see around corners.

If you are using only quantitative analytics in your decision making you are missing out on a great tool to stay ahead of your competition and the ever changing economy.

So what are good qualitative metrics?

One way is to create them is ask yourself..what do we value as an organization?....then ask your audience, your employees and we exemplify those values? The answers will be subjective true, that is the nature of qualitative data. In this case, if your audience doesn't believe you are committed to your core values, research shows they will be less committed to you, your organization and your services and products.

As an example, lets say your organization values fun. Ask your employees and your customers if your place of business, your services and products feel like fun to them. Fun is relative and subjective. What you think is fun may not be fun to everyone else. Think that doesn't matter in your  business? What does matter? What does your organization stand for?

Think you don't have to measure the qualitative feelings of your stakeholders in relationship to what you say you stand for?? Think, Circuit City, Blockbuster, Myspace, Blackberry and multiple newspapers, etc.

Your competition is measuring, listening, innovating.  One way they do that effectively is with qualitative metrics.

Here is who one source says doesn't get it and will fail in 2013.

Friday, August 3, 2012

Contingency Planning

We just became a member of The Red Cross's Ready Rating Program. Contact us to find out why your company should take advantage of this great program!

Friday, June 29, 2012

The Supreme Court Did what?

By now, you've probably read about the recent supreme court ruling on The Affordable Care Act. In case you didn't:

The Supreme Court upheld the constitutionality of key provisions in the Affordable Care Act, the health care law commonly known as Obamacare, on Thursday. Yahoo News.

What does it mean to your business? You need to be thinking about the impact on-

Employee Benefits Management

Risk Management

HR & Compliance

Payroll Administration


Contact us to discuss how it impacts your business.


Thursday, June 14, 2012

A Quick Summary

We create custom "best performer" job models for mission critical positions in any organization. We believe the tools we use are best in class and there is research that backs up our assumptions. These tools are particularly useful in companies going through a transition such as an M&A event, organic growth or succession planning.

A company can compare candidates against the model for selection purposes (Job Fit) and also compare existing team members against the model for coaching purposes.

In addition, we deliver research based leadership, management and team training. Our trainings are also very effective for organizations in transition.

We are happy to send you sample generic non-custom reports from one of our tools for your review.


The Importance of Knowing Spanish for your Organization

If You Are Not Speaking It, They Are Not Buying It®


This article on Monster touches on the critical nature of knowing how to speak Spanish in today's workplace. 
 Some Highlights: "With Americanized English the common tongue for much of the industrialized world, knowing a second language might seem as useless as learning Morse code. However, executive recruiters and hiring personnel say North Americans who speak Spanish can do far more than chat up Latino receptionists. Bilingual skills help job seekers land work. They can lead to key assignments and pay raises. In some cases, they may even be a job requirement.
Bilingual Means Feeling Comfortable and Productive
According to the January 2005 Korn/Ferry International Executive Recruiter Index, 88 percent of executive recruiters say the ability to speak more than one language is critical to international business success. Seventy-nine percent of North American recruiters cited Spanish as the additional language most in demand by employers. French was next at 43 percent, followed by Mandarin Chinese (30 percent).
"If I send US nationals into another country, I want them to acclimate and assimilate quickly," says Tom Birmingham, Korn/Ferry's managing director of global accounts. "Sure, in certain areas of Latin America they can get around OK without knowing Spanish, but personally and professionally I want them to feel comfortable."
Birmingham notes that an employee who can navigate a foreign environment with ease will probably be both happier and more productive than one who cannot. From a business standpoint, speaking another person's native language helps win trust.
"Global companies look at people who have global skills," Birmingham says. "And the ability to speak other languages, especially Spanish, is a global skill." By Dan Woog, Monster Contributing Writer

Monday, June 11, 2012

Translator Jobs are out there!


In Today’s Global Economy the Need for Translators is Huge, But True Quality Requires More Than Just Language Expertise, Says Language Specialist and ISI Founder George Rimalower

Rimalower Shares Insights with Translators from Around the Country At American Translators Association Seminar in Seattle

Dan Pink on The Surprising Truth About What Motivates Us.

This video was done with RSA animate.  visit them@

Friday, June 1, 2012

Denver Metro Chamber of Commerce Engages KLG Consultants, LLC for the Second Year in a Row to provide Strategic Human Resource Consulting

Denver:  June 1, 2012

We are excited and honored to announce that The Denver Metro Chamber of Commerce has engaged KLG Consultants, LLC , for the second year in a row to provide strategic human resource consulting. The scope of the engagement includes design and delivery of the annual internal stakeholder survey and its integration into the strategic planning process for The Chamber.

“Surveying our staff every year is a key component in measuring our effectiveness as a leadership team and an organization,” said Robert R. Blankenship, Chief Operating Officer of the Denver Metro Chamber. “ KLG Consultants, LLC has been a great partner in this important process.”

KLG Consultants, LLC believes the integration of qualitative data from internal stakeholders such as employees, is a critical part of creating balanced scorecard tools that measure the performance and effectiveness of an organization. When properly analyzed and integrated into the strategic planning process, these tools can help organizations learn and drive change initiatives that promote growth and profitability.

Contact: KLG Consultants, LLC ,
Kenneth L. Greenberg CEO 303-721-1467

Contact: Denver Metro Chamber of Commerce,
Mary Whelan             

Thursday, May 31, 2012

Employee Turnover is Part of the Business Model??

We frequently encounter organizations who tell us turnover is part of their business model.

While we understand and advocate training low performers and setting an expectation of increased performance, we believe high turnover often is a symptom of not hiring right in the first place. 

Turnover can also be a symptom of under trained management and leadership.

There is  management concept of unknown origin: "The firings will continue until morale improves".

We believe this simply is a bad business practice. Low performers who do not improve do need to be assigned elsewhere or counseled "off the bus" to paraphrase Jim Collins. This is a normal part of growing an organization and there are acceptable rates of performance based staff reductions for most organizations. However dismissing high turnover as part of the business model, sugarcoats its true economic cost.

Recruiting and training new people is expensive. The greater cost may be the high numbers of former employees, especially ones who feel mistreated by lack of training or dictatorial management and leadership styles, who become ambassadors for your competition.

If you are experiencing high turnover, we advocate that you look closely at hiring for job fit, so you get it right the first time. We also advocate ongoing training for direct reports and especially their managers and leaders.

Great management and leadership takes skill and is not necessarily an innate trait. We believe these skills need to be taught proactively and not left to chance.

Monday, May 21, 2012

Ken Greenberg Quoted in Press Release about the Denver Metro Chamber 's Manager Summit


May 21, 2012

Denver Metro Chamber introduces Manager Summit, partnership with Mountain States Employers Council

DENVER – The Denver Metro Chamber of Commerce has partnered with the Mountain States Employers Council (MSEC) to offer a new annual event aimed at providing its member businesses with more expansive training opportunities.

The inaugural Manager Summit is a day-long interactive program, designed for all levels of managers, and will offer engaging workshops facilitated by a number of qualified session hosts. It will take place on Thursday, July 26, from 8 a.m. to 4:30 p.m. at Mountain States Employers Council offices at 1799 Pennsylvania St., Denver.

The event will provide how-to tactics to improve managerial skills. Participants will walk away with action steps and methodologies for immediate implementation. Discussion topics include: beating the budget, understanding and managing your boss, overcoming obstacles to high performance teams, difficult dialogues, performance reviews that work, generational issues, promoting your ideas within an organization and how to hire and fire your team.

Rob Rose, engagement manager for the Denver Metro Chamber of Commerce, said the program was developed to open doors and create connections for managers and to educate them about opportunities and strengthen their skills.
“Working with Mountain States Employers Council was a natural fit because of what they do – they train people,” Rose said. “This program will open the door to other options for our attendees.”

“We are pleased to partner with the Denver Metro Chamber to provide training opportunities for the business community,” said Mike Severns, president and CEO of MSEC “One of our core competences as an organization is our commitment to delivering high-quality programs to enhance employees’ skills. We know that, as a result, businesses with strong employees will become more successful.”

“Our participation with the Chamber and joint launch of Manager Summit is a win-win for everyone involved. We look forward to providing a content-rich summit with meaningful training for the participants,” Severns added.

Rose said he hopes the event will not only familiarize attendees with the breadth and scope of training offered by MSEC, but also to the ongoing peer support programs offered by the Denver Metro Chamber.

Rose pointed to the Chamber’s Manager Exchange program as one that provides long-term and lasting opportunities for managers to share best practices and grow their abilities by learning from one another across a variety of industries. 

The Manager Exchange program provides a confidential forum of peers to discuss mutual challenges and impact their companies’ bottom lines through participation in 8- to 12member groups that meet monthly in a roundtable discussion format.

He said the partnership was developed to assist metro-area businesses in employing the best-trained and most knowledgeable leaders possible.

Event sponsor Ken Greenberg of KLG Consultants LLC said he hopes this annual event will be the beginning of a paradigm shift in how businesses train their employees.

“I think it is critical in all levels of any organization that managers and leaders be constantly learning. They have to come up with ways to make themselves learning organizations,” he said. “This platform, for a very low price point, gives managers the chance to be a part of a world-class learning event focused on the challenges they are facing right now.”

About the Denver Metro Chamber
For nearly 150 years, the Denver Metro Chamber has been a leading voice for Colorado’s business community. With a membership that spans the state and includes 3,000 businesses and their 300,000 employees, the Chamber is an effective advocate for small and large businesses at the local, state and federal levels. Chamber affiliates, the Metro Denver Economic Development Corporation, the Denver Metro Chamber Leadership Foundation, the Denver Metro Small Business Development Center, the Colorado Competitive Council and the Colorado Space Coalition, play a vital role in defining the economic landscape of our state. For more information, go to .

Wednesday, May 9, 2012

Kenneth L. Greenberg to present at the Revenue North Business Growth Summit.

We are happy and proud to announce that Kenneth L. Greenberg is presenting at the Revenue North Business Growth Summit.

This conference will be held June 27th, 2012 at the Denver Renaissance Hotel.

Join Ken and over 50 other speakers who will deliver sessions of solid, actionable information designed to help your business grow with an unbeatable price tag.

Attend for only $99 or bring up to five staff members for $299.


Thursday, April 26, 2012

Professional Training

Building your own in-house professional development program can be time consuming and expensive. KLG makes it possible for organizations to have a diverse set of training programs available for delivery now at an affordable price.
We can customize any training to incorporate your brand identity.

We believe that training should cause behavioral change, and behavioral change takes time. We also know that professionals are busy; therefore, we typically provide a two hour training session, one day per week.

We can deliver any training and/or coaching onsite or remotely.


Thursday, April 19, 2012

You might want to attend this great event!

The Manager Summit at the Denver Metro Chamber is a day-long,
  interactive training designed for all levels of managers.

Participants will attend engaging workshops, facilitated by
qualified session hosts, to learn concrete, how-to tactics to improve their
managerial skills in different areas of management.

Participants will walk away with action steps and methodologies for immediate implementation.

Sign up Now!

Manager Summit!

Monday, February 6, 2012

Clone Your Best?

What if you could clone your best people? What would that mean to your organization?

Your best salespeople, your best franchisees, your best agents, your best stylists; it is possible to benchmark any of your key people!

Creating  performance benchmarks could be what your organizations needs. Not only can you hire better, but you will finally know how to coach the other 80%!

Think about it-If you you could just double the number of best performers, what would it mean for sales, return customers, reduction in attrition?

Contact us today to benchmark your most critical jobs and start cloning your best people!

Friday, February 3, 2012

Critics, Grumblers and Complainers

When leaders and managers are faced with criticism of either of the organization or themselves, we find too frequently the impulsive reaction is to dismiss the negativity and the negative people.

We suggest, and others concur, that this may be a mistake. One of our White Papers contains numerous sources on why critics both outside and inside the organization need a voice. These critics are often passionate about your organization or you, but cannot artfully voice the desire for you or your organization to improve. Worse, when you ignore them, they are denied an opportunity to contribute, collaborate and feel part of an organization. Disengagement leads to unhappiness which in turn leads to lowered productivity. As a result you lose an opportunity to keep your critics engaged in your success. Certain credible research suggests if an organization disengages from both internal and external critics and they in turn disengage from you, their passion for your organization can become destructive.

Properly harnessed criticism and complaints can be turned into constructive feedback that can be used to improve professional development programs, products, services and strategic planning.

Criticism directed towards management or leadership is where 360 surveys come in. Properly constructed 360 tools can contain criticism and filter it into credible, valid and recognized leadership and management skill categories. Not only are critics given a voice but also a platform to constructively and candidly engage with company management and leadership. This engagement can lead to real meaningful behavior change that has been statistically proven to improve an organization's effectiveness.

Custom surveys can be used to capture qualitative data and feedback about products and services. Properly constructed with statistical validity, these surveys can help interpret changing consumer tastes, competitive threats, and demographic trends. Also this data can be used as leading edge indicators that drive innovation efforts and strategic planning. We also believe risk identification and risk management can be aided by a properly constructed survey tool.

While criticism may be misdirected or downright mean spirited, using survey tools can contain the criticism and engage the criticizer. Done right, survey tools will filter the feedback into useful and meaningful data that you can use to improve yourself as a leader or manager and improve the productivity and profitability of your organization.

Monday, January 30, 2012

Job Fit

Much has been made this last year about having the right skill set to perform in a particular role.
From our athletic heroes to our politicians, the media screams, “not a correct fit for the job!” While this can be counted as mere conjecture, intended to draw eyeballs to controversy, a real disturbing trend exists in  the American workplace:
What does it mean when people are not happy at work? Their productivity suffers and as a result so does your organization’s performance.
We believe this disturbing statistic is due to three factors: Poor leadership, poor management and poor job fit.
The great news is there are solutions to these problems!
In a short, free consultation, we can show you how state of the art and affordable tools can put your organization on the path to higher levels of performance.

Sunday, January 22, 2012

Tools to Better Lead, Manage and Motivate People and Improve Results

The Profile XT
— A multi-purpose assessment that is used for selection, coaching, training, promotion, managing, team building, right-sizing, and succession planning. It is a powerful and dynamic management tool that employs 21st Century technology to put the right people in the right jobs. It is administered on the Internet and reports are immediately available.

Profiles WorkForce Compatibility
— A tool for measuring the compatibility between a manager (executive, director, supervisor, team leader) and their employees. Productive working relationships are created when you know more about your similarities and differences. You and your people benefit by a better understanding of how you can work together to realize both your individual and cumulative potential. This WorkForce Compatibility Report consists of Profiles Summary, Characteristic Comparisons, Working Together reports and Next Steps.

CheckPoint 360ยบ
— A powerful professional development tool, that positively impacts an individual’s growth and career, and an organization’s success. For managers, supervisors, and others in leadership positions, it can facilitate peak performance that generates improved productivity. CheckPoint quantifies a participant’s competencies, verifies the results from a variety of perspectives, and identifies ways to enhance skills.

LPI 360 
-A comprehensive leadership development tool created by James M. Kouzes and Barry Z. Posner as part of The Leadership Challenge suite of programs and services. These programs are proven to cultivate and liberate the leadership potential in every person, at every level in any organization. This premier 360-degree leadership development tool includes: the LPI Self (completed by the Leader) and the LPI Observer (completed by others chosen by the Leader). 

The Leadership Practices Inventory (LPI) was developed through a triangulation of qualitative and quantitative research methods and studies. In-depth interviews and written case studies from personal-best leadership experiences generated the conceptual framework, which consists of The Five Practices of Exemplary Leadership®:
  • Model the Way
  • Inspire a Shared Vision
  • Challenge the Process
  • Enable Others to Act
  • Encourage the Heart

The actions that make up these practices were translated into behavioral statements. Following several iterative psychometric processes, the assessments were created and administered to managers and non-managers across a variety of organizations, disciplines, and demographic backgrounds.

Backed by 30 years of original research and data from millions of leaders around the world, the Leadership Practices Inventory (LPI) is the cornerstone of The Leadership Challenge model. Discover how this 360-degree assessment instrument can help you inspire, engage, and develop your top talent to meet whatever leadership challenges lie ahead.

Wednesday, January 11, 2012

The Leadership Challenge Two-Day Workshop Benefits

We are now offering this workshop to individual organizations on a private basis!

 Based on Kouzes and Posner's book, The Leadership Challenge, this immensely practical and hands-on program is designed to inspire, engage, and help participants develop the leadership skills needed to meet whatever leadership challenges lie ahead.

 Managers, individual contributors, volunteers, pastors, government administrators, teachers, school principals, students, and other leaders who use The Five Practices of Exemplary Leadership® more frequently are seen by others as better leaders. For example:

They're more effective in meeting job-related demands.
They're more successful in representing their units to upper management.
They create higher-performing teams.
They foster renewed loyalty and commitment.
They increase motivational levels and willingness to work hard.
They promote higher levels of involvement in schools.
They enlarge the size of their congregations.
They raise more money and expand gift-giving levels.
They extend the range of their agency's services.
They reduce absenteeism, turnover, and dropout rates.
They possess high degrees of personal credibility.

In addition, people working with leaders who demonstrate The Five Practices of Exemplary Leadership® are significantly more satisfied with the actions and strategies of their leaders, and they feel more committed, excited, energized, influential, and powerful. In other words, the more people engage in the practices of exemplary leaders, the more likely it is that they'll have a positive influence on others in the organization.


Workbooks, Training Materials, and Self-Portion of the LPI Assessment Included

 Sign up below!