Single Location Franchise Guided to Over 1,150% Growth
Challenges:
• Growth rate flattened
• Lack of clear direction and employees unsure of their role in "big picture"
• Individual departments sometimes not clear how their work impacts other departments
Solution:
• Develop the management and leadership teams by teaching effective, organization-wide communication skills.
• Create intense focus within each department by helping teams determine activities most important to the company's larger goals.
• Hone each manager's organizational and delegation skills.
• Support executive team in developing vision to guide all employees toward growth of the company.
• Develop and implement sophisticated hiring process to quickly expand workforce.
Results:
• Annual revenues grown from $7 million to more than $80 million in three years.
• Number of employees expanded from 70 to more than 600.
• Turnover significantly reduced.
Intensity Focus and Improved Organizational Skills Lead to Multi-State Expansion for Real Estate Company
Challenges:
• Lack of clear direction for company’s future.
• Sense that company should be performing better, but leadership unsure how to support improvements
• Weak communication channels between leadership team and employees
Solution:
• Facilitate “Magnetic North” meetings with top leadership team to help them establish company’s long-term direction
• Develop ten-year, five-year, and one-year company plans
• Work with entire company to develop goals and to focus on specific outcomes that each is eager to accomplish.
• Teach VPs how to market themselves to organizations and associations,
increasing their business and exposure for future business.
• Work with firm’s salespeople to hone their sales techniques, daily effectiveness and organizational skills
• Work one-on-one with each member of leadership team to develop very specific
strategies and actions to achieve individual and company goals.
Results:
• VPs and agents self-directed in their goal planning and have dramatically
increased their personal organization skills.
• Principles spend less time managing VPs and brokers
• Ten-year exit transition strategy keeps everyone’s eyes on the future
• VP’s able to expand business into two other states because they are more
focused and organized.
• Each leader now has a successful system for using focused intensity in the attainment of his goals.
Team Members Learn to Trust Each Other at Large Manufacturer
Challenges:
• Low morale preventing peak company performance
• Absence of trust between members of leadership team
• Fear of conflict keeps team from addressing tough company issues.
• Departments not working well together
• Leadership team members going in different directions, not sure what’s expected of them
Solution:
• Instruct team members in proven technique to immediately improve their listening skills
• Teach assertive communication tools which support difficult—and necessary—
conversations with employees and families
• Guidance in the development of conflict and confrontation skills that enable people to address issues as opposed to putting colleagues on defensive
• Aid employers with tools to specifically motivate individual employees
• Instruction in communicating to behavior styles for peak efficiency and less stress.
• Develop core competency focus to lend objective structure to manager and supervisor performance review sessions
Results:
• Teams able to engage constructively in challenging conversations
• Increased trust allows employees to bring up new ideas for improvement without fear of retribution
• Individuals feel like members not just of their departments but of a company-wide team
• Performance review sessions now energize and empower team members
• Much friendlier and more fun work environment
