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!
Monday, February 6, 2012
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.
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.
Tuesday, January 24, 2012
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).
- 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:
Sign up below!
http://www.klgconsultants.com/business_training_workshops/public_workshops
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!
http://www.klgconsultants.com/business_training_workshops/public_workshops
Friday, December 23, 2011
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