the renegade leader coaching & consulting group
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The Renegade Leader Coaching & Consulting Group
Create Influential
Leaders,One at a
Time.
Organizational Challenges
• People are promoted from within but lack the needed management and leadership experience
“I promoted people to management who never supervised before and they ran into challenges. Debora worked with our employees to assist them with their leadership roles.”
Executive Challenges
• SUCCESSION PLANNING– Difficult to identify leaders for a
succession plan– Challenging to prepare people for
management roles– Career Planning for individuals to
establish career paths.
Team Challenges
• COMMUNICATION– Communication is challenging as a
large organization, operating across 7 states and multiple divisions
– HR has indentified the need for managers to improve communications, people skills, accessibility and empathy to lead more effectively.
Team Challenges
• TEAM WORK– Teams are challenged to be cohesive
with frequent changes in personnel– Not all teams are tied to the
organizations visions, new acquisitions are trying to fit in.
– No standardized behaviors associated with organizational values
HR Challenges
• STAFFING
Employee turnover costs $$$$$
Taking the cost of turnover at 150% of salary, the cost of turnover is then $75,000 per 50k employee who leaves the company. For the mid-sized company of 1,000 employees who has a 10% annual rate of turnover, the annual cost of turnover is $7.5 million!
Plus, the cost of recruitment, hiring, training etc.
Management is 200-250% of Salary plus…
A Leadership Success Story…
Creating a Culture of Success
“Thank you Debora McLaughlin for fulfilling my dream of bringing my company together.
I thought managers were more connected to the company and executive team than they were. It was eye opening and worrisome. With the Culture Day and Leadership Training leaders became confident leaders, the lines of communication were opened with our new virtual community and our core values identified. We had our first employee appreciation day to celebrate our new company!” Tom Boucher, CEO
A Leadership Success Story…
Bringing Coaching to Performance Appraisals
As a small business owner, I used to dread writing annual employee performance appraisals as it always seemed like a negative experience for all involved. I was expected to point out deficiencies in performance and find some way to spin that information in a way that didn't leave the employee feeling like a deflated balloon. After attending a seminar where Donna from Compass Rose Consulting spoke on this very subject, I invited her to speak at our annual managers retreat. Since then we have used her method exclusively and I'm glad to report that the process has come full circle from a truly negative experience to a positive experience for all involved! Susan Stark, Montague Tool &
Supply
Lost Opportunities
– Interpersonal problems with teams and team members.
– Lack of unity with the organization, less grassroots marketing by employees.
– Lack of cross promotion of services.– Reduced opportunity for services for
consumers.
Disengagement Costs Between $243-270 Billion Per Year
29%
Of U.S. Employees are Engaged in
Their Work
High Corporate Mortality Rate
• Fortune 500 companies last 30-40 years– 1 out of 3 gone every 10 years
So What Makes a Long-Lived Company?
• 200 year companies saw themselves as a community first and a profit-generator second
• Sense of Identity and Values
• Tolerance and Openness
• Fiscal Conservation
• Environmentally-Conscious
What to Do?
Understand the Importance of Coaching
and Leadership Development as a VITAL Employee
Engagement Strategy.
Successful Organizations
YOUR SOLUTION
• VALUES DRIVEN CULTURE OF INFLUENCE– Organization that operates with one
mission, one vision in which teams are each moving in the same direction
– Culture that communicates, steps outside of silos and is able to focus on the organization as a whole
– Provides a standard way of communicating and behaving that demonstrates the organizational values
Create Influential Leaders who
promote Employee Engagement and
Build Collaborative Cultures.
Influential Leaders
BIG RESULTS!
• Builds confident leaders, trusting environments, open communication, and a culture of collaboration and employee engagement.
“…their leadership development program for our managers was the best thing we’ve done in ten years.” Dan Fraser, CFO
Benefits
Best Buy Reports Gaining$100,000.00 in Operating Revenue for every 1/10th of a percentage point increase in Employee Engagement.
Engaged employees perform up to
28% better and are
87% less likely to leave the organization.
Of Engaged Employees…
•Believe they can positively impact the quality of their company’s products and services
84%
•Believe they can impact service delivery and client retention
72%
•Want to take a stake in reducing costs and improving the bottom
68%
Our Focus Together Is To:
Develop Leaders as Coaches
Produce high performing teams through Engagement
Build Collaborative Cultures
Gain Positive Financial Outcomes, Increased Performance, Productivity and Employee Pride
The I.N.F.L.U.E.N.C.E Framework
• Starts with the Executive Leadership Team– Executive Leaders Set The Tone– As We Move Through the
Organization – Values are Communicated Throughout the Organization
Shift in Culture
– Optimize Leader Buy-in – Our solution starts with Executive
Leaders• Assessment• Building Capacity and Skill Building• Values definition • The Leadership Challenge
provides an evidence based standard
of leadership for all to model.
The Renegade LeaderCHALLENGEYour Leadership Standard!
Shift in Culture
– Coaching Competencies• Assessment• Building Capacity and Skill Building• Behavioral definition of Values• Coaching for Commitment
provides an coaching skills based on
the coaching governing body, The International Coach Federation.
Coaching for Commitment
Selected and Used By
Coaching has Impact!
• Gillette Children’s Specialty Healthcare in St. Paul, Minnesota was awarded the APA Psychologically Healthy Workplace - Best Practice Award in 2010.
“Gillette which is already a highly decorated organization--one of “America’s Best Children’s Hospitals” for orthopedics and a “Magnet Nursing” hospital--has given full credit to Coaching for Commitment for winning its latest award!
• “Initiatives like our coaching program are the reason Gillette consistently sees high employee satisfaction and low turnover rates,” says Betty Rivard, vice president, Human Resources at Gillette. “This national honor is a source of pride, and validates that our efforts to create a healthy work environment are successful. Satisfied and fulfilled employees help us provide the best possible care to our patients."
Why is Coaching SO Important?
• Control model for managing and leading isn’t working
• Present need is to do more with less and empower people.
• Coaching is a primary tool for employee engagement optimizing profits and productivity.
Why is Coaching SO Important?
• Increases Employee Engagement
• Enables Leaders to have improved communications, increased emotional intelligence.
• Coaching is a primary tool for employee engagement optimizing profits and productivity.
Why is Coaching SO Important?
• Increased performance, effective leadership has been shown to increase performance by 30%
• Customer Service Excellence: 85% of engaged employees feel they can positively influence customer service.
Plus…
• Increased margins due to increased productivity, cost consciousness and dedication to the organization goals.
• Management gains the freedom to act in way to improve operations, reduce costs.– Employees feel their work has value, they are
valued and they commit themselves to the value they provide to others.
Our Focus Together Is To:
Develop Leaders as CoachesIncrease Employee EngagementBuild Collaborative Cultures
Gain Positive Financial Outcomes, Increased Performance, Productivity and Employee Pride
Implementation Timeline
Executive Team
Management Teams
Train The Trainer
All Staff
Leadership Assessment
Coaching Competency Assessment
Coaching Competency Assessment
Optional Culture Assessment
Leadership Challenge Three Day Retreat
Coaching for Commitment Two Day Skill Development
Coaching For Commitment Two Day Skill Development
Coaching For Commitment One Day Training
Quarterly Review Optional Culture/Values Event
Optional Quarterly Review
Video Observation Facilitators Materials
Review with In-House Trainers
Train the Trainer
• Designed to fit yourNeeds
Training
Review
Feedback
Materials
Support
Results!
• Increased Employee Engagement• Increased Employee Retention• Savings of Funds and Resources with
engaged and retained employees
Results!
• Leadership Development Plans that work to develop leaders due to a long term leadership standard that is updated with the times..
• Promote Employees from within• Standards of Behaviors and Values
Benefits of an Influential Coaching Culture
• Ability promote employees from within
• Sets a standards of Behaviors and Values
• Values and Behaviors can be linked to the hiring and review process
• Decisions are made with the organizational goals in mind.
The Renegade Leader Coaching & Consulting Group
• Track Record with Fortune 500, Private Business and Non Profit Clients
• Understanding of Non Profit Culture and Work Environment
• Executive Coaches, Team Strategist• Ability to Shift Cultures• Focus on Organizational Mission,
Values and Vision
Real World Leadership Institute
• Implementation Throughout the Organization
• Executive Leadership Team• Managers – start the cultural shift• Train the Trainer model brings
coaching to all levels of staff
The Renegade Leader Coaching & Consulting Group
• Offers…
Assessments
Quarterly Executive Briefings
Leadership Breakthrough Program
The Leadership Briefing
www.RenegadeLeaderFan.com
The Renegade Leader 9 Success Strategies Driven Leaders Use
to Ignite People, Performance & Profits
book…
Six Shifts to Turbo Charge your Leadership at
www.TheRenegadeLeader.com
FREE Report
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