tools 2 succeed compass series leadership workshops los angeles

2014 © Copyright Tools 2 Succeed, Inc.

Navigational Tools for LEADERS

The Most Successful Companies Invest in Their People

The Compass Series

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Presentation Notes

Tools 2 Succeed is an employee development training and management consulting company focused on organizational growth and change. This presentation will give you an overview of our Compass Series leadership workshop program.


Presentation Outline

About Tools 2 Succeed

The Compass Series Workshop Topics

Benefits

Methodology

Features

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Presentation Notes

This presentation will give you a quick overview of Tools 2 Succeed and an understanding of the Compass Series, including topics, benefits, methodology, features and schedule.


Services We Offer Leadership Training

Sexual Harassment Training

Management Consulting

Executive Coaching

Outplacement/Career Services

Behavioral Assessments

Employee and Customer Satisfaction Surveys

HRCI Recertification Credit

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About Sheryl Tuchman

Founder and CEO of Tools 2 SUCCEED, Inc.

Senior Professional in Human Resources

Certified Professional Coach

Registered Career Coach

25+ years Corporate and International Experience

State of California Multiple Subjects Credential


Listen Up! Communication

Hold Them Accountable!

Supervisory Skills

Teamwork Works!

Building Trust & Collaboration

Time Management

Emotional Challenges

Conflict Management

Feedback is My Friend

Managing Change

Attitude is Everything

Keeping Score on Organizational Goals

Team Dynamics

Empowering Others for Success

Focus on our Customers

The Compass SeriesNavigational Tools for Leaders


Compass Series BenefitsImprove financial results by: Turning supervisors and managers into leaders

Building a culture of commitment and collaboration

Exploring ways to truly partner with customers

Increasing productivity

Reducing turnover


Increase Productivity NY research firm Basex found that office distractions account for

2.1 hours per day for the average worker.

Assume average manager earns $60K annually.

Lost annual productivity would be $15K+/manager.

A major benefit of The Compass Series is increased productivity.

Even reducing distractions by 10 min/day/mgr pays for the series!


Reduce Turnover *Turnover costs can reach 150% of employee’s annual compensation.

Assume average employee salary is $50,000 annually.

Cost of turnover can reach $75,000 per employee who leaves.

For a company of 100 employees with a 10% annual rate of turnover, annual turnover cost can reach $750,000.

Additional costs difficult to measure may include: – customer service disruption, emotional costs, loss of morale,

burnout/absenteeism, loss of experience, continuity, “corporate memory”.

A major benefit of The Compass Series is reduced turnover.

Retain just 1 employee and you’ve paid for the series 30 times over!*Bliss, W. Cost of Employee Turnover. Small Business Advisor; Branham, L. Keeping the People Who Keep You in Business: 24 Ways to Hang on to Your Most Valuable Talent . (AMACOM).

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Employee turnover can be extremely detrimental to bottom-line results and employee morale. Studies show that more pay is not the only issue. Employees desire value within an organization, to be a part of a team, with opportunities for career growth, better training, etc.


Compass Methodology

• Emphasis on skills rather than theory

• High-Performance Concepts

• Engagement: Fun & Interactive

• “Spaced-Repetition” Learning

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Now I’ll focus on Compass Methodology. In The Compass Series, we emphasize skills rather than theory. There is a minimum of lecture; participants learn by doing and discussing. Our goal is to create high-performance cultures. You will learn more about high performance in a few moments. Compass workshops are interactive so that participants are fully engaged in the learning process. We include exercises, games and role-plays in each workshop. This interaction is based on the adult learning model which shows that adults retain the most by participating in learning activities over time. “Spaced-Repetition” Learning means that concepts are reinforced over time, therefore increasing retention.


“People feel and act like partners in the business”

HIGH-PERFORMANCE ORGANIZATION TRADITIONAL ORGANIZATIONCustomer-focused. Internally focused.

Decentralized structure with autonomous, self-regulating work units.

Centralized and bureaucratic structure.

Planning and coordination done by work teams. Planning and coordination by management.

Jobs are broadly defined. Employees possess multiple skills.

Specialization and narrowly defined jobs.

Many ways to achieve same level of performance.

One single best way to do a job.

Minimum of rules. Values and common sense govern behavior.

Uniform, strictly-enforced policies. “Do things by the book”.

Department boundaries determined by task inter-relationship (product- or process-focused).

Dept. boundaries determined by similarity of function (Engineering, Manufacturing, etc.)

Training focuses on total employee development (e.g. business understanding, teamwork, etc.)

Training focuses on technical skills.

Rewards based on effectiveness of team. Rewards based on individual performance.

Employees viewed as partners. Employee viewed as tools of management.

Quality of life of employees is imperative. Alienated and unhappy employees accepted.

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Our definition of a high-performance organization is one in which people feel and act like partners in the business. Everyone is focused on the customer as well as the bottom-line. Everyone works together to achieve the organization’s goals. In contrast, in a traditional organization, management typically plans and coordinates work, and employees are simply the “do-ers”. The employees comply with rules and are not always committed to going “above and beyond” what is expected of them. Organizations typically fall somewhere between the 2 extremes.


Stages of Organizational DevelopmentHigh Performance

Excellent performance results Growth from new business opportunities Excellent processes, structure, & systems aligned to strategy High involvement & empowerment of people Respect for people is a part of the culture Good communication and information sharing

Stability Consistent performance results Basic processes, structure, systems in place Adequate resources in place Some clarity of goals and direction Consistency of prioritiesWell-defined policies & procedures

Chaos Inconsistent results Crisis & short term focus Shifting priorities, lack of clear direction and goals Processes, structures, and systems not in place Unclear policies & procedures Lack of teamwork Inadequate people & resources

Where do YOUplace your team or your organization?

Stages of Organizational Development


Compass Series Features

Proven Materials

Accountability Partners

Performance Plans

Workplace Assignments

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Professional workbooks are used throughout the series. We’ll talk more about Accountability Partners and Performance Plans momentarily. Assignments are given at the end of each workshop so that participants can practice what they learned and discuss their experiences at the beginning of the next workshop.


Performance Plans• Participants set “SMART” goals at each workshop:

Specific Measurable Achievable Realistic Time-Bound

• Goals and progress are shared with Accountability Partner.

• May also be shared with supervisor, team, class.


Accountability Partners

Participants choose Accountability Partners.

They share their goals and progress.

Questions are provided to discuss between workshops.

Participants share their experiences at the next workshop.

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Participants choose Accountability Partners at the end of each workshop. Accountability Partners share their goals and their progress with each other. Questions are provided for Accountability Partners to discuss in-between workshops. At the beginning of each workshop, participants share experiences related to the previous workshop.


Contact Us

Sheryl Tuchman, CEOTools 2 Succeed, Inc.(818) 581-4888 x1(800) 207-1306 x1www.Tools2Succeed.com

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Now that I’ve talked about the training materials, methodology, features and benefits of The Compass Series, I’d like YOU to think about how The Compass Series can benefit YOUR organization. Can you imagine a workplace in which employees are responsible for the success of the organization and you lead from the balcony?