Turning Around a Valued Yet Disruptive Employee
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Turning Around a Valued Yet Disruptive Employee



Losing a valued employee is costly but a disruptive employee is also costly. Learn an affordable solution that unlocked the leadership within a value employee.

Losing a valued employee is costly but a disruptive employee is also costly. Learn an affordable solution that unlocked the leadership within a value employee.



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Turning Around a Valued Yet Disruptive Employee Turning Around a Valued Yet Disruptive Employee Presentation Transcript

  • Saving a Valued Employee Can you turn around a disgruntled employee who is valuable? 2013© All rights reserved by Leanne Hoagland-Smith-Smith Your Logo
  • Overview of Client •Client     Healthcare Industry 6 Locations 175 employees In significant growth •Disgruntled Employee       Licensed medical professional 3 years on the job Excellent reviews by external customers Continued complaints by internal customers Executive team spending at1 hour per week on ”behavior fall out” Location team productivity reduced 2013© All rights reserved by Leanne Hoagland-Smith Your Logo
  • An Overview of The Valued Employee The Problem 1 A valued employee had exceptional relationships with external customers. However this employee’s interactions with internal customers (other employees) presented consistent operation problems including productivity to quality. The employee had already undergone Employee Assistance Program respective to anger management. Even though senior management wanted to keep the valued employee unless there were immediate behavior changes the employee’s contract might not be renewed. 2013© All rights reserved by Leanne Hoagland-Smith The Solution 2 tThe CEO and the VP of HR reached out to Leanne Hoagland-Smith to discuss a 360 assessment. Upon discussion, the 360 may have only reinforced existing distrust expressed by employee. The Attribute Index was recommended along with the 90 minute personal debriefing, tailored debriefing report, customized workbook and a 30 day follow-up as first step solution. As the both the CEO, the VP of HR, the executive team and several other managers had already experienced this solution with very good results, this solution was approved.
  • 30 Day Results for the Valued Employee CEO in one on one follow-up meeting 1 “was like a new person”. The employee now “spoke like a leader” and offered 2 proactive suggestions. Employee in 30 day follow-up session 2 “I am monitoring my own behaviors more closely.” Upon reflection, I recognized “I needed to control those things I could control.” The return on investment is signifcant given the minor upfront investment made. Additionally, other results continue such as greater trust by the valued employee through the implentation by the CEO of one of the employee’s operational suggestions. CEO’s Actions in 30-45 days 3 Implemented one of the suggestions which resulted in even more proactive, positive behavior 2013© All rights reserved by Leanne Hoagland-Smith Your Logo
  • Return on Investment – The Factors CEO & HR VP Lost Time $60/hr for CEO $30/hr for VP of HR $50/hr for CMO (30 min.) $40/hr for COO (30 min.) $135 per week time lost or $540 per month *Hourly rates estimated and do not include benefits. 2013© All rights reserved by Leanne Hoagland-Smith 2 $40/hr for the medical professional $10/hr for 5 employees (30 min/employee) $65 per week for lost productivity or $260 per month tThe cost to hire a new employee is estimated to be 2 to 5 times the cost of the current salary. Given this is healthcare, additional costs are incurred such as: • Background & credit checks • Degree & certification verification • Recruiting expense • Interviewing expense • Incentives such as moving expenses • Lost productivity • Increased stressed by other employees *Hourly rates estimated and do not include benefits. 1 Estimated one hour per week for both the CEO & HR VP time. Additional .5 hour of time spent by COO, location manager and CMO are also included: Cost to Hire New Employee Lost Productivity Lost productivity by the disgruntled employee along with the other internal customers due to reluctance to work with the disgruntled employee. This estimated dollar amount does not reflect the overall impact on culture within this location. Minimum savings of $80,000 to $160,000 plus 3 Your Logo
  • Return On Investment The Calculation • • • • Monthly cost of lost time, etc. = $800 Solution = $500 Savings = $300 for the first month ROI increases each month as employee maintains positive behavior • $80,000 immediate savings by not having to hire a new medical professional 2013© All rights reserved by Leanne Hoagland-Smith Your Logo
  • Why The Dramatic Results? Implementation of a High Growth Coaching Model B A R 2013© All rights reserved by Leanne Hoagland-Smith 2 Beliefs are where the high growth coaching model must start. What beliefs are keeping the individual from recognizing his or her own potential? Most beliefs are subconscious and hence until uncovered the chance for sustainable change has been greatly curtailed. Action are the behaviors generated by the beliefs. Many coaching as well as traditional training models look to change actions by beginning with the actions. This approach again does not support sustainable change and creates the all too frequent Re-Dos that further drain the limited resouces of time, energy, money and emotions. Results are what matter. Those results are defined up front during the initial consultation and the process is aligned to those results. This approach helps to close the gaps and create a natural alignment. All results should be measurable to ensure the solution generated a positive return on investment. Your Logo
  • ACE – The Coaching Process •Assess  An assessment is the first step of the process  Follow-up sessions begin with assessment of progress •Clarify  The assessment provides clarity  Ensures right actions are being taken for right results •Execute  Through tailored action plans & The Results Tool™ actions are now executed  Monitoring of actions takes place with a focus on progress toward the desired results The coaching process is consistent though some of the assessments and tools employed may be different depending upon the client and the desired results. 2013© All rights reserved by Leanne Hoagland-Smith Your Logo
  • The Competitive Advantage People, Processes & Strategies 1. Processes 2. People 2013© All rights reserved by Leanne Hoagland-Smith Strategies 3. People drive all results in any organization. Focusing on people makes common sense before looking to other organizational aspects. Processes must be consistent to ensure the best performance by people allowing for the highest quality results. Strategies require proactive thinking that generate innovation, creativity and involve all people at different times. Your Logo
  • Why People First Some Frightening Facts A poll by Right Management in 2013 revealed: • 83% of North American workforce seeking new jobs in 2014 • Only 5% of same workforce happy where they were Gallup poll in the book First Break All the Rules revealed 70% of all employees left their jobs because of they way there were led. The questions are: #1 - Can you afford to lose 4/5 of your workforce? #2 – What is it costing you to have 2/3 of your managers as poor to ineffective leaders? 2013© All rights reserved by Leanne Hoagland-Smith Your Logo
  • The Journey From Prisoner to Valued Leader Transform Execute ●Integrate Prisoner ●Recognize ●Engage 2013© All rights reserved by Leanne Hoagland-Smith ●Sustain ●Monitor ●Repeat ●Align ●Motivate ●Lead from values
  • Walking The Journey of Transformation The First 30 Days from Prisoner to Valued Leader 1 2 Meeting with decision maker to discuss the talent management challenges. Engagement with Leanne Hoagland-Smith is authorized 3 Decison maker informs employee of the engagement along with Leanne Hoagland-Smith calls employee and then sends proactive email with instructions about how to take the Attribute Index assessment. 4 Employee takes the assessment (10-12 minutes) and report is immediately generated to Leanne Hoagland-Smith 5 Leanne Hoagland-Smith reviews the assessment writes the Executive Debriefing report; customizes the workbook and sends or prints all documentation for employee 6 1.5 hour debriefing is scheduled and takes place within 2 weeks of taking the assessment. Employee and Leanne Hoagland-Smith walk through the results of the assessment along with how to use the workbook. 7 A 30 day follow-up meeting is scheduled with employee and a telephone or onsite meeting is scheduled with decision maker. After 30 days, a decision is made as to what will be the next step. 2013© All rights reserved by Leanne Hoagland-Smith Your Logo
  • Coaching Solutions For Small Business Owners, Executives or Sales Professionals Attribute Index (AI) with Reap 1 For those unsure about coaching, this talent assessment provides very affordable insight through the plethora of information unknown to many along with a short, personalized recap written by Leanne Hoagland-Smith. Learn more at http://www.processspecialist.com/talent-assessment.htm Attribute Index (AI) with One on One Personal Debriefing and a 30 day follow-up 2 This next coaching solution takes Solution Number One and increases it through a personalized 90 minute debriefing, a tailored debriefing report, MAP for Success workbook and a 30 day 30 minute follow-up. Learn more at http://www.processspecialist.com/innermetrix-performance-appraisal.htm 30 Days of Executive Coaching 3 By wrapping up solution one and solution two brings us to 30 days of coaching. If you do not want an extended commitment, this 30 day, renewable coaching solution may work for you. You receive 4 hours of coaching per month, the Attribute Index, the workbook along with an audio CD and unlimited email and telephone support. The schedule is flexible one hour per week; 1.5 hours per weeks one and three; .5 hours per weeks two and four or 2 hours on the 1st and 3rd or 2nd and 4th weeks. 2013© All rights reserved by Leanne Hoagland-Smith Your Logo
  • Special Offer Until January 5, 2014 ✓ 1 Attribute Recap at $47.00 ✓ 2 Receive the Attribute Index Report (Standard) ✓ 3 Receive the personalized Recap report (standard) ✓ 4 Plus receive the MAP for Success Workbook ($47 value) ✓ 5 Plus 2 – 1 page action plans included in WB ($34 value) ✓ 6 Plus The Results Tool™ in WB ($17 value) ✓ 7 Plus 30 minute phone or Skype Growth coaching session 2013© All rights reserved by Leanne Hoagland-Smith Your Logo
  • THANK YOU! Leanne Hoagland-Smith, CRO & Heurist ADVANCED SYSTEMS The Next Generation of Talent Management 508 Sunshine Drive, Valparaiso, IN 46385 219.759.5601 – Main CST / 219.508.2859 Mobile CST coach@processspecialist.com www.processspeciaist.com www.increase-sales-coach.com – Blog [P.S. Take action, challenge the status quo, change the status quo so you will be one of the few instead of one of the many this time next year.] 2013© All rights reserved by Leanne Hoagland-Smith Your Logo