|
|
 |
Receive FREE practical insights and inspiration!
|
|
FREE!
3-minute movies.
Inspire your mind and heart!
|
|
FREE!
Quick tips in
video clips.
|
|
ASSESSMENTS
FREE!
Invest a few minutes in yourself.
Reap a lifetime of benefits!
|
|
|
S3 Growth Igniters
|
|
 |
Smart Business Cover Story
Click here to
see how we helped this client build an engaging culture while
they experienced 100% annualized growth for 5 straight years. |
|
|
Change is inevitable, growth is optional.
Our S3 Growth IgnitersSM are designed to maximize the return for your human capital investment by:
Aligning your human capital strategies, systems and skills,
resulting in...... Optimal organizational effectiveness, enabling you to....... Drive profitable growth.
Since the dynamics of rapid change create significant organizational alignment challenges, we focus on 3 vertebrae of the organizational backbone: strategies, systems and skills.
Strategies set organizational direction and provide context for employees to understand how specific initiatives support the organization’s vision. Systems are the organizational processes, programs and structures that reinforce the performance needed to achieve strategic goals. Skills enable effective use of current systems and improve adaptability to news systems.
All of our S3 Growth IgnitersSM are customized to your company’s needs. Click on any of the S3 Growth IgnitersSM to view a brief description:
|
 |
|
5-Point Check-upSM
Description
Senior
executives of growing companies are generally focused on external growth opportunities. As a result, it can be particularly
challenging for these executives to identify issues that might be
hindering internal operational efficiency. In these cases, it is
valuable to obtain an outside perspective to review your
organization and work with you to create a road map to sustained growth.
Our 5-Point Check-up is a 30-day assessment and can be conducted on a departmental, division
or company-wide level and covers your organization's:
Processes Systems Roles Structure Skills
A thorough look under the hood will get your
organization running more smoothly. Our goal is to help you meet your business objectives
and ignite your growth.
We work with you to clarify the relative priority of factors
like:
The objective is a 120-day road map containing specific actions, resources and timing needed to sustain growth.
Sample Tools
Results
|
|
|
Power PlanningSM
Description
One
of the most well established principles of organizational
effectiveness (and human effectiveness) is that planning and goal
setting exponentially increase the probability of achieving goals.
We design and facilitate planning processes in these areas:
Strategic/vision planning Tactical/action planning Long-term/short-term business planning Project planning Change/Transition planning New product introduction New market penetration.
More importantly, since we have implemented these plans
before, we add power by ensuring that each step of any plan is:
Specifically and concisely stated Measurable Linked to your overall goal Supported by the organization's culture.
In short, Power Planning turns plans into results.
Sample Tools
Board/Executive/Project team session Behavioral assessments Market/Competitive research Commitment contracting Alternative thinking techniques:
Six thinking hats Story boarding Mapping.
Results
Specific, actionable steps to achieve your goals. Performance measures for increased accountability. 3x increased probability of achieving your goals vs. conventional methods.
|
|
|
Executive NavigationSM
Description
Advise
senior executives to help them effectively navigate the maze of
day-to-day and strategic challenges. Guaranteed to improve
leadership impact in 90 days. We help steer you straight
when it comes to difficult questions about:
Your Business:
When and how do I start building operational infrastructure to support, and ultimately drive, our growth? How do I create a vision that my employees will be passionate about? How do I build an industry-leading company? How do I implement my exit strategy without disrupting the business? How do I pre-sell an idea to my Board or Investors to reduce barriers to its approval at our next meeting?
Your Organization:
How should I structure my company to prepare for the next phase of growth? How do I keep employees informed as we grow? How can we design our business units so employees stay close to the customer?
Your People:
How do I develop my executive managers so I can stay out of the day-to-day and focus on other market opportunities? How do I make the tough decisions about managers whose skills no longer enable us to grow? How do I get my employees to act like owners of the business? How do we attract, hire and keep the right people to help drive our growth? How should I build a cohesive executive team? What should I do about my key manager’s performance problem?
Sample Tools
Executive team sessions Behavioral assessments and follow-up coaching Individual coaching sessions Team and Individual project assignments
Results
More confident, effective leadership decisions. Greater buy-in and commitment to leadership decisions. Reduced internal barriers to sustained growth. Reduced turnover in key positions.
|
|
|
Talent TrackerSM
Description
Compelling research continues to build showing that companies who invest in their own talent
create greater returns for their shareholders. Talent TrackerSM
keeps you on pace with the competition. Since your workforce and
your work environment are your only truly sustainable forms of
competitive advantage, the sooner you take off from the starting
line, the better your chances to lap your competitors.
Talent TrackerSM supports your talent management effort with:
- Objectivity (focusing all stakeholders on one agenda)
- Expert knowledge
- Related experiences (new, fresh ideas)
- Cost effectiveness (frees up internal resources)
- Disciplined and committed approach (enabling all parties to focus on what is most important and what they are best at)
- Comprehensive, integrated expertise (organization development, compensation, performance management, coaching, and executive selection).
Talent TrackerSM follows a five-step framework to fill your talent pipeline:
- Plan how you will allocate resources to fill any talent gaps and how your succession management process will integrate with other processes to support your culture and your business.
- Attract future employees to your company and reach out to others.
- Assess the skills, potential of the job incumbents and potential successors to achieve “highest best use” of your talent.
- Develop your talent pool and measure their performance.
- Reward your high potential leaders using cash, recognition, exposure and challenging opportunities for growth.
Sample Tools
- Organizational assessments (structure, role design, bench strength, work climate).
- Individual assessments (personality, behavioral style, values and interests).
- Various development approaches (e.g., training, coaching, job rotation, project assignments, board exposure, and external spokesperson opportunities).
- Team talent review sessions.
Results
- Highest and best use of your company's talent.
- Organizational continuity and stability.
- Sustained competitive advantage.
|
|
|
All-Star EmployerSM
Description
We identify the Human Capital systems that support and contradict your business strategy. Then, we add horsepower by aligning them with your business strategy. Human Capital components include:
Employee Attraction, Recruitment, Selection, Orientation, Development, Retention and Termination, Compensation/Ownership, Performance Management, Communication, Organization Culture and Organization Structure.
The objective is a road map to All-Star Employer status that addresses each of the Human Capital systems noted above. This road map contains specific actions, resources and time frames that lead you to results that are enjoyed by other All-Star Employers.
Sample Tools
Results
20x shareholder value over the past 10 years compared to the Russell 3,000 index. ½ your industry’s employee turnover rate. 2x the number of unsolicited employment applications. Increased employee and customer commitment.
|
|
|
Merger MixtureSM
Description
A merger forces two companies to mix their strategies, systems, skills and cultures. This can be an explosive mixture if it is not handled with care and speed. The past decade of significant merger activity has yielded less than positive long-term results.
The paradox of mergers is that human capital issues are considered a low priority when planning a merger, but are stated as the #1 reason by CEO's for mergers failing to meet expectations. Addressing human capital issues - culture, communication, selection, retention, organization structure - early and thoroughly is the biggest critical success factor for mergers.
See our Merger Integration Model in our report on "Integration vs. Indigestion: Realizing the Promise of a Merger".
Sample Tools
Since a Merger Mixture results in dynamics from many different types of less encompassing organizational changes, we use our entire tool kit to help you achieve your expected results. Components from each of our S3 Growth IgnitersSM are used to ensure the only explosion you experience is in profitable growth.
Results
A clear plan and process for integrating your companies. 50% increased probability of meeting projected synergies. Greater market and operational synergies achieved.
|
|
|
Communication CalibratorSM
Description
Employee communication is one the most difficult areas for a leader to finely calibrate. It sounds intuitive enough, but many companies have a sputtering communication engine. In spite of all of the employee communication efforts, lack of communication is historically the top complaint by employees. A more detailed analysis reveals that employees really want to know four things:
Where are we going? (Strategy) What are we doing to get there? (Plans) What can I do to contribute? (Roles) What is in it for me? (Rewards)
We help you build employee commitment by ensuring that your communication efforts are:
We use a simple, yet comprehensive, model to help you create a specific communication plan that works for you. After that, we have the capabilities to help you as much as you need all the way down to writing your communications.
Sample Tools
Communication survey to identify your most reliable communication channels. Focus groups to pinpoint noise in your communication channels. Operational observation to gauge what employees are really hearing.
Results
Effective employee communication is linked to a 7.1% increase in market value. More informed and committed employees who really understand your business. A clear, manageable communication plan. A smarter company that repeats its successes and learns from its mistakes.
|
|
|
Championship CulturesSM
|
Smart Business Cover Story
See how we helped this client build an engaging culture. |
Description
Culture is simply the collective behaviors demonstrated within your company. So, to simplify this typically elusive concept, we focus on:
Reinforcing behaviors that support your business objectives. Extinguishing behaviors that inhibit the achievement of your business objectives. Creating a connection between the company’s and employees’ values.
Championship Cultures focus on how these behaviors affect 3 key constituents:
Shareholders Customers Employees.
Then, we help you create a Championship Culture by designing and implementing systems and processes that reinforce your desired behaviors. Cultures are created and reinforced by:
SampleTools
Results
High-performing culture that is aligned with your business objectives. Ownership behavior. Increased discretionary effort by employees. Systems that will reinforce behaviors that support your business objectives.
|
|
|
Turbo TeamsSM
Description
Team, in and of itself, is just a word. Although many companies get caught up in the “teams for teams sake” mentality, Turbo Teams run like a fine-tuned engine…. but it takes hard work. We take a practical, results-focused approach to building Turbo Teams.
We start by defining these four components of a Turbo Team, in this order:
Shared goals Clear roles Consistent internal operating principles Productive interpersonal relationships.
Team effectiveness is significantly improved once we address the first three components. The fourth component, interpersonal relationships, rarely is the root cause of team problems; however, team problems often disguise themselves as interpersonal conflict.
The bottom line: we fix the problem, not the symptom.
Sample Tools
Executive team sessions. Outdoor/Ropes experiences. Behavioral assessments and follow-up coaching. Business improvement projects.
Results
Faster, better solutions to your business challenges. Greater commitment to decisions. Knowledge of whether a team is appropriate for achieving business objectives. More time to focus on growing your business.
|
|
|
Process AlignmentSM
Description
Aligning your work processes with your business strategy is a key driver of efficiency and ultimately, profitability. Your work processes are a leading indicator of your business performance. There are four major types of processes:
Leadership Processes include strategic planning, communicating values and expectations, conducting organizational performance reviews, and deploying action plans.
Business Development Processes are those non-operational processes most important to business growth and success. These processes might include research and development, marketing and sales, supplier or partner management, mergers and acquisitions, or technology management. Business development processes are often project-oriented with defined start and completion dates.
Operations/Delivery Processes include work to design, produce, and deliver products and services. These are typically the revenue generating processes that drive customer satisfaction and retention.
Support Processes include all work that supports the other three categories of processes. These processes might include finance and accounting, human resources, facilities management, legal, and administrative processes.
Considering these four types of processes, Process Alignmentsm follows a six-step framework.
Measure process efficiency and effectiveness. Observe process performance. Feedback process observation to employees. Coach employees on the process. Reinforce performance expectations. Recognize excellent performance.
Sample Tools
Operational observation Leader and employee coaching Process improvement workshops Various process measurement tools Facilitated cross-functional brainstorming and analysis sessions.
Results
Improved work efficiency. Lower expense to revenue ratio. Greater ownership over process improvement by employees.
|
|
|
