Optimizing Businesses And Organizations

Leadership RPM^SM
Young Talent RPM^sm
Team Building and Group Coaching
Executive Assessment
Business Planning and Development

Leadership RPM^sm: The Fast Track to Retaining, Promoting and Motivating Talented People

Our Leadership RPM^sm consulting process helps organizations systematically identify and develop their emerging and current leaders with the critical skills needed to propel their businesses forward. Our five step model of assessment, engagement, management, development and retention is customized to meet the specific needs of each organization we work with. Contact us at 267-861-3685, option 2 to find out more about our process and how we can help your organization fortify the critical skills of your current and future leaders.

Young Talent RPM^sm:The Fast Track to Retaining, Motivating and Promoting Young Talent

Young Talent RPM^sm consulting is designed to help organizations gain a competitive advantage by strengthening the leadership pipeline and developing capable hands to maintain the legacies of the organizations we work with. Our five step model of assessment, engagement, management, development and retention is designed to strengthen the skill sets of future leaders as well as help current leaders learn the tools necessary to develop others. Contact us at 267-861-3685, option 2 to find out more about our process and how we can help your organization fast track your future leaders.

Team Building and Group Coaching

Team building and career development workshops for groups provide learning and developmental experiences in an experiential and supportive way. This can also be a cost-effective alternative to one-on-one coaching. Feedback is provided through personality assessment and group response. Developmental action planning in a structured workshop format is offered with respect to the organization’s culture and specific business needs.

The following is an outline of the group coaching process:

Audience:

Work groups
Teams
Groups of individuals who have reached similar organizational and developmental levels

Stage One: Assessment

Individual interviews
Personality assessments to identify strengths and developmental areas with personalized feedback and reports
Team/group evaluation to assess team/group strengths and developmental areas
Work and interaction style surveys

Stage Two: Group Coaching

Group exercises to develop strengths and shared vision using appreciative inquiry techniques
Team/group building exercises customized to meet needs
Identification of strengths and developmental areas
Developmental action plans and group feedback

Stage Three: Follow-Up and Follow-Through

Group report
Individualized reports with individualized action plans to develop strengths/developmental areas
Coaching as needed
Follow-up provided to clients, managers and/or organizations

If you are looking for group coaching or a team building experience for your business or organization, contact us to discuss your needs.

Executive Assessment

We provide in-depth evaluation of an individual’s strengths and developmental areas pertaining to promotion, selection, retention, and engagement. Each assessment is individually tailored to address the questions asked by the organization. Some issues that may be evaluated include:

Emotional competence and intelligence
Leadership competence
Intellectual abilities
Work style/approach
Interpersonal style/approach

These areas are addressed with attention paid to the organization’s culture and specific needs. The assessment process may include the following steps:

Comprehensive interview
360-degree interviews
Personality and style inventories
Integrative report with recommendations
Action plan development

To find out more about our executive assessment services for your business or organization, contact us to discuss your needs.

Business Planning and Development

Establishing a successful business requires a thoughtful and effective strategy. Our experienced consultants navigate clients through a process that begins with ideas and ends with successful execution. A goal-oriented and attainable step-by-step action plan fuels this process and ensures success.

The following is an outline of the process:

Stage One: Assess

Discovering concept and goals
Assessing personal business style, risk, and attitudes
Identifying available clients

Stage Two: Plan

Developing a business and marketing plan
Identifying funding clients
Creating a business team
Asking the right questions
Planning for contingences and resiliency

Stage Three: Execute

Implementing business and marketing plan
Networking for opportunities
Growing your team
Filing with the government
Developing business flexibility and adaptability

To find out more about how we can take your business concept from idea to reality, contact us to discuss your needs.

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7.7.10

August 10, 2010: Emotional Intelligence: Developing High Impact Leaders, San Paulo, Brazil

4.22.10

June 11, 2010: International Crisis Leadership Conference, London, England

4.22.10

May 24-June 1, 2010: Business Security Conference, India

4.22.10

May 13, 2010: Boys and Girls Club of America National Conference

4.5.10

April 9, 2010: Rovinsky Lecture at PCOM

The Perfect Storm

The decline in the economy hit most corporations like a massive earthquake. As we recover, the majority of organizations, especially those that have not handled this economic downturn gracefully, will experience a perfect storm of three potentially massive crises: The Knowledge Transfer Crisis, Corporate Brain Drain, and the Resume Tsunami. As always, the companies that maintained perspective during the economic crisis and were able to plan for the recovery with relation to their human capital will be the ones most able to protect themselves from the storm of the century.

Center City Proprietor's Association Ask An Expert: A Monthly Advice Column for Small Business Owners

Ask an Expert

A monthly advice column for small business owners

Dear Dr. Nicole:

Young Talent: Engagement and the Hiring Process

Engagement is one of the most crucial aspects of retention, management and development and all too often, we fail at this process. One of our biggest failures is often at the beginning of engagement, the hiring process, where we present the job/role in a shiny box with a big bow so that the potential candidate can’t resist. I suggest unwrapping that box, leaving the price tag on and having a candid discussion about the good, the bad and the ugly aspects of the job, including:

Words of Wisdom to a Gen Y Manager...

So, you find yourself in the position of managing a team and some people on that team are old enough to be your mom or dad or older brother/sister.

Are you getting resistance?

Are people listening to you?

Are people being somewhat passive -aggressive?

Have you heard the comment, “You’re young enough to be my daughter/son!”

Maybe none of this has happened and everything is going great. Whatever your situation may be, self-reflection and development are always warranted so take a moment to read through the following sounds tips for young managers…

Help! My Boss is Young Enough to Be My Kid!

If you find yourself in a situation where you are reporting to someone who could technically be your son or daughter, it may be a difficult situation to cope with. Here are some sound tips to make the best of the situation...

Advice to the boomer employee reporting to the Gen-Y boss:

Let go of your ego: Resisting change will only harm your career and make you less valuable.

On-Boarding: You Can’t Set Sail Without It

I’m reflecting back on the days when I worked in corporate America, specifically sitting through the orientation process. I learned a great deal about the company’s values, mission, vision and of course, the policies and procedures. What I didn’t learn about was what impact I could potentially have on the company, more specifically the power potential that existed in my role.

The Evolution of Organizations: Finding the Best of Both Worlds

The demographic landscape in corporate America is rapidly and radically changing. More and more Generation Y employees are entering the workforce while the Boomers are making their plans for retirement. The corporate culture that we are familiar with, a culture that embraces hierarchy, corporate politics, loyalty, and promotion based on tenure, was created by the Boomers and Traditionalists. However, with new blood comes new demands and new expectations of what the workplace should offer and the role that work should play in our lives.

Time Management Tips

Let’s cut to the chase. Here are some useful time management strategies to start incorporating into your daily routine today to turn the “I can’t get it all done” into “I’m plowing through my to-do list like no-one’s business.”

*Keep in mind, these are pretty basic, common sense suggestions that we all know, but we all fall into the trap of NOT doing*

Why can’t I seem to get this to-do list done?

Ever notice that the time you allot to completing your tasks on your to-do list always seems to take three times longer than you planned? I was complaining to a friend the other day about this same issue, catastrophizing that, “it’s never going to all get done” because everything takes so much longer than planned. This wise friend of mine said to me, “Getting things done in the time you’ve allotted to get them done is just luck.

The Entrepreneur's Dilemma

So, you’re an entrepreneur, which probably means that you accomplish more by than most people accomplish in a week.. Your to-do list most likely creates a series of flutters in your stomach every time you pop it out to add yet another task. And the “fires”…oh, the fires. How many do you put out in any given day? How frequently do you start your day out with great intentions only to be pulled in many different directions hosing them down?