Tucson Business Coach Programs

Executive Team Change Management Strategy

Closing the gap between good intentions, what you want to have happen, and it actually happening.

Answering the question where do we go from here? The talk about massive change is pervasive today, and many suggest we need to undergo a complete paradigm shift in the way we operate if we’re to survive in a fashion that’s desirable and sustainable. The good news is, with the help of a good idea partner that shift can be made with intentionality and choice.  Whether we like it or not we ARE participating in this event, so we might as well jump in and and that is the essence of what we are about at Architecture for the Soul,LLC, -  consciously engaging your ability to influence how to shape that outcome for you and your business.

Together we will be engaging in a process of collectively inventing what you want, how you’d like to interact with it, and what you can do to make it happen. In my mind, this is at the heart of creating a sustainable Business Optimization Strategy.

Discovery: Who are we now?

Inspirational Leadership–developing loyalty and commitment in others by articulating an appealing vision of the future, displaying self confidence, demonstrating courage and conviction, communicating high expectations, and setting an example in one’s own behaviors.

Destination: Where do we want to go?

Creating a New Mindset –This is about how you create the opportunity for new choices, new ideas, and new strategies that take on the  real challenges that businesses are faced with today. It’s more about creating a new mindset for meeting the “adaptive challenges” of today, and that can only be done by transforming our present mindset.

We all subconsciously collude to maintain the status quo, and that is why this process requires a commitment to challenge one’s own beliefs about yourself and your business, “the way things have always worked,”. That is because while everything has changed out there, not much has changed within us. Put another way, “You can’t solve the problems that confront you using the same old mindset that created them in the first place.”  This is more about introducing a new ecology of mind, one that is ultimately sustainable, and with our guidance, you and your business can be given the opportunity to grow, adapt, and evolve while succeeding in improving the bottom line.

Preparation and due diligence.

1. Identity the structure, performance and context of existing Leadership Team.

2. What are the existing strategies for future company development?

3.  Gap Analysis: What are the challenges and obstacles to moving forward in your present configuration?

Appreciative Inquiry –a willingness to be open, receptive, and curious while creating a vision of who and what the organization is when it is at its best.

4. Open up the aperture to explore new beliefs and mindsets for success..

5. Establish a shared vision and definition for a successful outcome.

6. Conduct Interviews with Leadership and Individual team members.

7. Share insights with CEO in a debrief of Core Values material culled during team interviews.

Risk Taking –a willingness to try new or untested ideas approaches, clarifying potential problems and taking action to minimize their occurrence or impact,and assuming responsibility for tackling difficult situations head on.

8. Test leaderships capacity for commitment and risk taking in supporting the changes.

9. Redefine successful outcome.

 

The Executive Team Profile™

Provides an assessment of the strength and balance of your current leadership team.

We facilitate a review of past performance relative to goals and objectives for the company and for each person over the past few years. Then we help the team to clarify current strategies for company development over the coming few years, specifying the new challenges, different nature of individual assignments and the Core Values Nature of each executive. The end result is a more focused team with clear identification of challenges for each person and a strategic leadership plan that guides the CEO in further development of each team member. We also identify team weaknesses such as too little action/results energy and too much assess/solve energy.

We guide the CEO in deciding whether to hire new team members, reposition and re-commission exiting team members and where administrative support positions may be warranted. This is typically a half or full-day, client-site event, a very powerful and success-creating process that has a tremendous and beneficial impact on the team and company. Additional meeting and coaching time, both before and after the Executive Team Profile, will be conducted with the CEO, as well as follow up meetings at 30 and 90 days after the session.

 

Organizational Design

The coach as your co creative organizational Idea Partner.

Creating an organizational framework for success: How to build resources and structures that are in alignment with the organizational framework.

The Big Picture: What is the big Picture?

1. What is important in the marketplace and the outside world?

2. How does the Big Picture impact management?

3. How does the Big Picture impact everyone else within the firm?

Creating an organizational framework for success: Building the resources and structures.

4. Frame the Big Picture by establish what you will do with your masterpiece?

5. S.M.A.R.T Goals: Create a roadmap that is in alignment with the organizational framework.

Sustainability: Creating a sustainable plan for maintaining the momentum and commitment long term.

6. Harness the energy and fuel the Change with a Communication plan.

7. Coach: Hold the process accountable as an accountability partner for client’s commitments.

Credibility: demonstrating honesty, and respect for individuals while modeling organizational values

8. Leadership: Walk the walk and talk the talk, while keeping it authentic.

9. Conduct leadership debrief and make adjustments if required.

10. Create a communication plan for follow up

11. Revisit leadership’s capacity for commitment in supporting the changes and followup with the team.

12. Celebrate!

Provide for ongoing check-ins with key personnel. ( Optional)

Conduct on going maintenance, ( quarterly), in the form of for individual and/or team coaching exercises to recommit around the team’s understanding of how to move forward to implement the action plan long term.

Coaching helped Vodafone to change its command and control culture to one based on coaching and collaboration. This report states that coaching was the prime reason for the company’s ascension to the top rung of its industry. The company instituted one-to-one coaching and coaching skills training and has created a coaching culture from the top down. Coaching also increased manager recognition of staff development as a key role to success. ~ Human Resource Management International Digest, November 2003, 1, 31-33

 

Human Capital Solutions

At the heart of what we do is put every person in the right seat, doing the right work, for increased productivity and profit.

Connecting the dot called humanity with the dot called the bottom line. This is about creating a new mindset for business with a human-centered approach where the goal is to create a prescription on how to use everyone at there highest and best contribution.

Working with our Business Optimization Partner, Taylor Protocols, we offer the Human Capital Audit™ which puts numbers around all of the performance factors for the people in each position.

We are able to prescribe the shifting of low performing people in one position into a new position, in which their individual Core Value Natures™ are similar to current A performers in that position. This allows for improved productivity through a musical chairs optimization of all employees, thus raising human capital efficiency to another level.

We find that most companies operate at less than 33% human capital efficiency.

We help our clients answer the questions:

What is your current level of human capital efficiency?

What would your company look like if you had all A and B performers?

How many employees would you need if you had only A and B performers?

Or what would your output capacity be if you had only A and B performers?

The end result of the Human Capital Audit process (which includes a Core Values Index assessment for every employee involved) is a reliable return on investment that you can expect by aligning employees’ Core Values with the work that is required. This vastly improves human capital efficiency and drops directly down to the bottom line.

 

Guaranteed Hiring of Top Performers

Remember the old 80/20 Rule?

We find that most companies operate at less than 33% human capital efficiency, and when you throw in the old 80/20 rule, where 80% of the work is being performed by the top 20% of your employees….. Well you can do the math, but I’m sure by now you get the picture in terms of the huge upside for productivity gains in this equation. By hiring only Top Performers your human capital efficiency will be improved and you can take that directly down to the bottom line. Recruiting, hiring and retaining top talent is widely recognized as the most critical challenge that organizations face. Every year companies waste millions of dollars on poor hiring decisions. The tools that we use with our Business Optimization Partner,Taylor Protocols™ are designed to optimize the people equation in organizations in ways never thought possible before. Most times, it is not a person’s skill, experience or attitude that prevents them from being a Top Performer in a given job. It is their innate capacity to perform certain tasks and functions the way the position requires. If a person’s motivational drivers and sense of contribution does not align with the work they are being asked to do, they will never rise to the top.

Develop a hiring program that ensures that you hire only A & B Top Performers.

Working with our Business Optimization Partner, Taylor Protocols we offer the first ever effective predictor of future top performance. In longitudinal studies, this system has demonstrated the ability to increase hiring effectiveness and employee productivity, reduce hiring costs and decrease turnover in hundreds of companies. Through this process you will select a top performer for the job – every time – guaranteed.

Taylor Protocols, Inc. with the 80/20 Protocol™, a revolutionary business optimization system consisting of top performer profiling and automated candidate prescreening.

A Guarantee… Taylor Protocols, with their 80/20 Protocol™, a revolutionary business optimization system consisting of top performer profiling and automated candidate prescreening, guarantees that you will select a top performer for the job – every time – or they will replace the employee without additional costs to you.

 

Talent Management

Protecting and nurturing your most valuable resource your stars!

Developing Organizational Talent: providing people with the opportunities to develop new skills and carry out challenging assignments, while ensuring a talent base necessary to meeting organizational needs.

Creating a Coaching Engagement and Mentoring strategy for key personnel.

1. Develop a mentoring plan for strategic professional development for your “stars”, through a Coaching Engagement Program.

a. Vision, Commitment & Success Agreement

b. SMART Goals

c. Goal Development

d. Strategy & Actions

e. Mid Progress Report

f. Final progress report

g. Sustainment & next Steps.

 

Employers are shocked at how high their ROI numbers are for coaching. He recalls a large employer in the hospitality industry saved between $30 million and $60 million by coaching its top 200 executives. ~ Alastair Robertson, Manager of worldwide leadership development, Accenture

 

Team Building

The “spirit” of a team infects and or influences the individuals on that team and plays a significant role in how the team works together and what the team produces.

Creating Engagement: Who will we be? What will we do? How will we do it?

Partnering¾initiating and leveraging opportunities to work with others across the organization to maximize individual and organizational performance

Conduct an on site partnering exercise that raises the teams consciousness of shared values.

1. Establish a shared vision for a values centric mindset that promotes the spirit of the entity that we call the team.

2. Articulate the issues that the team is facing and determine what are the choices that will bring their shared vision into form.

3. Establish the strategy around those choices for moving forward with the vision.

4. Create an achievable S.M.A.R.T. challenge to bring a tangible win to the group.

5. Establish a framework for creating a quarter to quarter action plan.

At the end of the day this is actually really simple, as it always needs to keep coming back to a human-centered values driven approach. I believe that when we focus on addressing people’s unspoken and unmet needs to live meaningful lives and be inspired, we are taking care of our human capital, and that when we do that, the bottom line takes care of itself.

Do the math if you must: People + Happier + More Fulfilled = More Productive = Better Results.

 

Training Learning Extension ROI

How to ensure that you get a better return on your training dollar investment.

Making sure your good intentions and training $’s aren’t lining a road to no where..

Corporations have invested millions of dollars in training and development programs only to see much of those original investments eventually lost. Coaching dramatically improves the odds that the training will stick, and is the critical link in ensuring that the original investment in training that someone receives, is made good by facilitating real behavior change over a period of time.

Coaching is the perfect learning extension strategy as the Xerox study points out. “The Xerox Corporation showed in a recent study of the effectiveness of training, that in the absence of follow-up coaching 87% of the skills change brought about by the training program was lost. Regardless of how good the new skills’ training is in the classroom, most of its effectiveness is lost without follow-up coaching. For example: Most people will try out the new skills for a few days, find that they feel awkward and the new method isn’t bringing instant results, so they go back to their old ways. “Coaching is the only cost-effective way to reinforce new behaviors and skills until a learner is through the dangerous results dip. Once through the dip, when the new skills bring results, they will become self-reinforcing.” — Training and Development Journal

Another, study featured in Public Personnel Management Journal reports that managers (31) that underwent a managerial training program showed an increased productivity of 22.4%. However, a second group was provided coaching following the training process and their productivity increased by 88%. Research does demonstrate that one-on-one executive coaching is of value. ~ F. Turner, Ph.D. CEO Refresher