Who We Work With
Do any of these sound familiar?
- "Our training programs have no focus or marginally-related to strategic objectives. What can we do to build a stronger connection with the value training can bring to performance and service?"
Little or no link between strategic objectives and training initiatives and leadership development.
- "Everyone is SO enthusiastic for training. But, when it's time for the actual class or workshop, our attrition rate skyrockets. How do we get people to go beyond lip service and show up?"
Competing priorities force professional development or training to a low-level priority.
- "We all agree. We need to do something about showing measurable outcomes to our initiatives. But, where and how do we begin?"
Overwhelmed by the complexity of measuring results (monetary or intangible), leading to analysis paralysis or a fear of uncovering poor results
If you have ever asked yourself one or more of these questions, you're not alone. What we specialize in is making the complex manageable to fit your company's need to identify training's strategic value. And, more importantly, how it adds value to performance and service.
Who Contacts Us?
Our primary clients are senior leaders and managers who are responsible for overseeing or developing training initiatives and delivering results: Company Presidents, Human Resource Vice Presidents, Operations Directors, Human Resource Managers, or Training Directors/Managers. They all understand that the need to justify training's value but not quite sure where to begin or need assistance in implementing a customized marketing or ROI plan.
99% of these companies and organizations employ talented, bright technical professionals. In many cases, their target training audience includes managers who were promoted for their technical expertise, not necessarily management or leadership skill or experience.
They face daunting challenges and threats:
- Tough, competitive markets that are constantly shifting
- Budget cuts for economic viability
- Corporate re-alignments of departments or work groups
- Recent mergers or acquisitions
- Retention of key subject-matter-experts
- Retiring Baby Boomers whose experience and skill cannot be replaced quickly or easily
What do they have in common?
- A burning desire to increase training's value and contribution to individual skills, performance, and results
- An unwavering commitment to bridge training's value to company goals and strategic direction.
- A sincere interest to align training to an organization's mission and values.
What Are the Key Ingredients of a Successful Project?
- Leaders and managers are not satisfied with the status quo. Instead they seek new and different approaches that lead to improved performance through training initiatives.
- Outcomes identified upfront, based on tangible results; e.g., behavior improvements, higher performance, and improved customer service.
- On-going communication between top managers and consultants to monitor a project's status, make adjustments to achieve stated outcomes, and to measure progress achieved to date.
What We Do in a Nutshell: We partner with senior leaders who are responsible for training to raise the bar on performance and measurable results. Our job is to assist you in identifying cost effective solutions to meet your strategic training objectives.