This document profiles Kevin W. Cook and his expertise in leadership development, performance consulting, talent management, and training. His objective is to support companies where positive attitudes and long-term growth are valued, and human capital is seen as crucial. He addresses organizational needs by ensuring expectations, resources, culture and mission align to drive results. Client feedback praises his communication skills and ability to improve performance, engagement, satisfaction and retention through customized training programs and strategic development.
Open, honest communication is the foundation of every successful organization or relationship - business or personal. In the accompanying slide presentation is a process that will assist you in developing that foundation. For addititonal information, coaching, consulting or training please contact me using the information on the last slide.
Creating a Culture of Engagement: The ROI of Transparency and CommunicationAnne Stefanyk
In the last few years, “Engagement” has replaced “Wellness” as the catch-all employee retention buzzword. But what is engagement, exactly? It’s more than just building a killer physical workspace that employees want to perform their work in day to day - it’s building a cultural rapport of give and take; one where employees feel they can add to and be an active part of a brand's forward momentum.
Disengaged employees make up a startling 71% of the workforce in the US - those employees leave havoc in their wake, through negativity, decreased output, and absenteeism. Many employers believe that parting ways with difficult employees will improve their workforce, but the unfortunate reality is that the discontent moves with the departing employee, and can tarnish a company’s reputation with potential talent, and within their industry.
So, given the challenges of building and retaining a staff filled with top talent, what is a company to do? It’s crucial to create a culture of communication and accountability from the top-down. To champion and foster a value-based business, empowering senior leadership to set strategic and cultural goals, and encourage employees to communicate and take action to help meet those goals openly.
Join us to learn top-down strategies for fostering a killer company culture, no matter the company model.
In this session you will learn:
- What employee engagement looks like
- How to hold employees accountable for goals and their outcomes
- The importance of transparency
- Ways to create business value through culture
- How to harness the talents of all personality types
- Tactics to put ideas into action
*Gallup Management Journal's semi-annual Employment Engagement Index
Open, honest communication is the foundation of every successful organization or relationship - business or personal. In the accompanying slide presentation is a process that will assist you in developing that foundation. For addititonal information, coaching, consulting or training please contact me using the information on the last slide.
Creating a Culture of Engagement: The ROI of Transparency and CommunicationAnne Stefanyk
In the last few years, “Engagement” has replaced “Wellness” as the catch-all employee retention buzzword. But what is engagement, exactly? It’s more than just building a killer physical workspace that employees want to perform their work in day to day - it’s building a cultural rapport of give and take; one where employees feel they can add to and be an active part of a brand's forward momentum.
Disengaged employees make up a startling 71% of the workforce in the US - those employees leave havoc in their wake, through negativity, decreased output, and absenteeism. Many employers believe that parting ways with difficult employees will improve their workforce, but the unfortunate reality is that the discontent moves with the departing employee, and can tarnish a company’s reputation with potential talent, and within their industry.
So, given the challenges of building and retaining a staff filled with top talent, what is a company to do? It’s crucial to create a culture of communication and accountability from the top-down. To champion and foster a value-based business, empowering senior leadership to set strategic and cultural goals, and encourage employees to communicate and take action to help meet those goals openly.
Join us to learn top-down strategies for fostering a killer company culture, no matter the company model.
In this session you will learn:
- What employee engagement looks like
- How to hold employees accountable for goals and their outcomes
- The importance of transparency
- Ways to create business value through culture
- How to harness the talents of all personality types
- Tactics to put ideas into action
*Gallup Management Journal's semi-annual Employment Engagement Index
How Achievers uses Achievers - Cheryl Kerrigan & Kristian GaetanoSocialHRCamp
Engaged employees stay put. According to Gallup's latest Q12 meta-analysis of 1.4 million employees, the most engaged companies experience up to 65% lower turnover than the least engaged - that's a huge savings of time, money, and effort. Yet with fewer than 1 in 3 employees feeling engaged, what can you do to reap those savings for yourself?
In this session, Cheryl will talk about how to retain employees with the four pillars of engagement: recognition, feedback, communication, and meaning.
You'll also learn:
How recognition aligns employees to company goals, how lack of feedback from leadership leads to turnover, why employees need clear communication and to have their voices heard, the important of stretch opportunities and career goals to give their work meaning.
Jim Proce S.A.M.E. Leadership Development APWA Accreditation 2018Jim Proce
Jim Proce presented to the Society of Military Engineers at the annual conference held in Arlington Texas about the benefits of best practices supported through agency accreditation. Jim has successfully navigated the process for several agencies and has been a site evaluator on several occassions.
How to Build High-Performance Sales Teams and specifically, how the PXT Select Assessment solution can help you select and develop great sales people to drive organizational results.
Key stories, statistics and examples from the world of digital media, January - March 2011.
Complied by Dan Calladine, Head of Media Futures, Aegis Media.
dan.calladine[AT]aemedia.com
How Achievers uses Achievers - Cheryl Kerrigan & Kristian GaetanoSocialHRCamp
Engaged employees stay put. According to Gallup's latest Q12 meta-analysis of 1.4 million employees, the most engaged companies experience up to 65% lower turnover than the least engaged - that's a huge savings of time, money, and effort. Yet with fewer than 1 in 3 employees feeling engaged, what can you do to reap those savings for yourself?
In this session, Cheryl will talk about how to retain employees with the four pillars of engagement: recognition, feedback, communication, and meaning.
You'll also learn:
How recognition aligns employees to company goals, how lack of feedback from leadership leads to turnover, why employees need clear communication and to have their voices heard, the important of stretch opportunities and career goals to give their work meaning.
Jim Proce S.A.M.E. Leadership Development APWA Accreditation 2018Jim Proce
Jim Proce presented to the Society of Military Engineers at the annual conference held in Arlington Texas about the benefits of best practices supported through agency accreditation. Jim has successfully navigated the process for several agencies and has been a site evaluator on several occassions.
How to Build High-Performance Sales Teams and specifically, how the PXT Select Assessment solution can help you select and develop great sales people to drive organizational results.
Key stories, statistics and examples from the world of digital media, January - March 2011.
Complied by Dan Calladine, Head of Media Futures, Aegis Media.
dan.calladine[AT]aemedia.com
Presentation by Ken Krugler at the SDForum SAM SIG (Software Architecture & Modeling) meeting on Sept 22nd, 2010. This talk provides a brief introduction to Map-Reduce & Hadoop, then discusses challenges of implementing complex data processing using low-level Map-Reduce support, and a number of solutions.
Governance - a citizen’s jury | Biocity StudioBiocity Studio
There is a very complex structure of the relationship between the different governances, e.g. State, Federal, Local and Community. The crisis issue is the potential for corruption, power of political donations, lack of community consultation, transparency and accountability. This presentation discusses a proposal for a citizen’s jury in the part 3a process in NSW.
HR Summit and Expo Africa 2015 - Assessments for high performance workforceThe HR Observer
Presentation by Samantha Carr, Assessment and Business Development Consultant, MAC Assessment & Development.
Scientific and rigorous assessments have been shown to increase productivity significantly, reduce costs and grow the bottom line. Join this session to will learn how to conduct effective job analysis, structured interviews and leverage the best assessment methods for organisational excellence.
Human Network is a leading edge leadership and talent development consulting firm. Our core areas of expertise include Leadership
development, Executive Coaching and Custom interventions designed to build critical competencies for success and accelerate performance.
To know more about how we can partner with you to build the right
capability building architecture to drive performance,
log on to www.human-network.in
1. Personal and Professional Performance Execution That Will Make You: Efficient; Effective; Outcome Focused Kevin W. Cook 2563 Peachtree Dr., Perkasie, Pa., 18944 H(215) 258-2160; C(215) 527-1985 vcircle@comcast.net
2. Expertise Leadership and Organizational Development, Performance Consulting, Talent Review/Succession Planning, Training & Development, Personal and Executive Coaching, H.R. Business Partner, Training Management, Call Center Management, Customer Service
3. Objective To support and promote a forward thinking company where: •I can make a significant contribution to bottom-line results •An upbeat positive attitude and sense of humor are important •Decisions are made for long term growth and development of individuals, the client and the organization • A judicious investment in human capital (internal & external) is valued as crucial
4. Organizational Requirements Organizational Alignment Individual Accountability •Top 3 needs of teams, markets, organizations, etc.* •Outcome of needs satisfaction Customer Satisfaction/ Profitability Open and Honest Communication
6. Meeting the Needs Provide clear specific Expectations Drive a “Culture of Accountability” Ensure that the foundational Experiences of the organization and the individual are in alignment with the intended Culture Beliefs Culture Results Behaviors Experiences
7. Meeting the Needs, cont’d •Develop a culture of Feedback, Accountability, Communication, Coaching and Mentoring in alignment with the expectations •Promote an understanding of “How to have the conversation” Beliefs Culture Results Behaviors Experiences
8. Meeting the Needs, cont’d • Develop a culture of engagement based on individual uniqueness and talent • Based on engagement, promote an environment of sales and customer service based on accountable Service Level Standards Beliefs Culture Results Behaviors Experiences
9. Cost/Benefit Analysis • Minimal investment in analysis and recommendations • No cost for ongoing implementation • Sales performance at 39% above goal • Turn over decreased 27% • Call Center Quality 94.3%
10. Key Benefits •Improved performance at all levels of the organization • Increased job satisfaction and employee engagement • Increased retention (employee and client) • Minimal cost to organization.
11. Client Feedback Dawn Kline, VP, The Nyman Group (business partner) “Kevin hired us to develop a customized, sales training program for one of Sovereign Bank's regional divisions. Kevin was delightful to work with. He worked diligently to identify internal constituent needs and to build a coalition of support for strategic, professional development.” Judy McKee, Owner, McKee Consulting LLC “Kevin has superior communication skills which gives him a heads up when managing and working with others. I know his character is impeccable. In a world where soft skills are hard to measure, this man measures up in the top 10. He knows his business and strives to give others a chance to grow with his leadership and talent. I would recommend him for any job that required leadership skills and interpersonal communication skills. “ Kevin Meck, AVP-HRIS Manager Reporting, Sovereign Bank “Kevin is a complete business partner with an unrivaled dedication towards providing solutions. Kevin has the ability to dive into the core issues with the business leaders and help not only drive results but develop plans that strive for continuous improvements. I was fortunate to work with Kevin on many projects and Kevin played such a valuable role in ensuring successful completion of each project. Kevin is well respected by all those that work with him, a true professional who understands the big picture.”
13. Personal and Professional Performance Execution That Will Make You: Efficient; Effective; Outcome Focused Kevin W. Cook 2563 Peachtree Dr., Perkasie, Pa., 18944 H(215) 258-2160; C(215) 527-1985 vcircle@comcast.net