Our mission is to enrich lives through fostering relationships, passion, growth, and fun. We aim to create an environment that celebrates these values. To fulfill our potential, we must get our people processes right through clear communication, continuous learning, and ensuring all staff are growing in their roles. We will define success based on feedback from all stakeholders and key metrics like employee retention, profitability, and providing world-class experiences for clients and internal staff.

2. Our Mission:
By fostering an environment that celebrates personal relationships, passion,
growth and fun we enrich the organizations, community and lives of all the
people we touch.

4. “To put it simply and starkly: If you don’t get the
people process right, you will never fulfill the
potential of your business.”
Larry Bossidy and Ram Charan, “Execution the Discipline of Getting Things Done” (The
#1 New York Times Bestseller)

6.  Our Environment is our biggest differentiator
This is what we do best
Communication above all else
What is our organizational grade?
If we are not all Growing, we are dying
Education
Experience
Resource Allocation

7.  As Expectations Increase, So Should the Environment
 a. Teamwork/Family work
 Quarterly Contests
 Impromptu outings
 Traditional Events
 b. Create rewards/bonus opportunities that are tied to overachievement
rather than expectations.
 Need to reward company goals
 Need to bonus outstanding team and individual performance
 Goals must represent our desired level of achievement
 Goals must be reviewed by Executive Team to insure our
managers are setting achievable, yet challenging opportunities
 Objective and Subjective Opportunities

8.  If our environment breeds confidence and security, what is the level of your communication with your self?
Subordinates? Supervisor? Organization?
 Need to have critical conversations with yourself, before others
 Expectations are not a dirty word
 Transparency /openness
 Everyone needs a coach
 Constructive honesty is key to everyone’s growth
 Expectations Need to Be Crystal Clear and Communicated Regularly
a. Organization
 Annual, Quarterly, Monthly Goals/Results
 Regular Company-wide meeting schedule
 Goals/Results posted consistently
b. Business Unit/Department
 Annual, Quarterly, Monthly Goals/Results
 Regular Business Unit meetings
c. Individual
 Annual, Quarterly Goals/Results
 Regular One on Ones
 Regular Reviews

9. Education
Growth Plans
Consistent Reviews
Experience
Entrepreneurial to Organizational
Executive to management focus
Time and Dollar Investment

10. Education
 Growth Plans
 Analysis
 Conversations
 Action Steps
 Learning Plans
 Consistent Opportunity to be Reviewed
 Quarterly/Semi Annual/ Annual Reviews
 Sales/Recruiting/Operations/Management
 Different Reviews/Periods
 Self Reviews For All
 Include Objective and Subjective
 Critical Numbers
 Fulfillment of Value Proposition, Core Values and Culture
 Where do they stand among their peers-drive best in class performance
 Employees
 Managers
 BUMs
 Branches

11. Experience
Must provide experience and education to existing
management staff.
Most managers are new to role and organization
Need to create management examples on a regular basis
All employees must challenge themselves to stretch
beyond their comfort zones.
Reward-BFU
Organization must identify it’s growth path for all to
see and monitor.

12. Resource Allocation
Organization must identify those areas that need to be
funded regardless
Perpetual Development of Bench
Internal Recruiter(s) for organizational positions
Consistent Management Training
HR Support at all levels

14. How do we define world class?
Employees?
Clients?
Culture?
Critical Numbers?
Financial Results?

15.  High Employee Tenure
 Internal Staff
 External Staff
 Internal Staff is actively growing and promotable
 High Employee Compensation
 Work/Life Balance
 Repeat Business
 Reputation drives referrals
 Continuous assessment and input from all stakeholders, including:
Internal and External Staff, Clients, Vendors and Ownership.
 Culture of Continuous Improvement
 Value Based Income Statement
 High Gross Margin-30+
 High Profit %-10% +

16. Timeline
Annual Planning Worksheet
Due Date: December 3, 2010
2011 Departmental Planning Document-Rollout 12/14/10
Employee Self Expectations Plan, Employee 2011 Goals
and Q1 Goal Documents-Rollout 12/14/10, Management
Review by 1/17/11
2011 Bonus Plan-Rollout 1/13/2011
Sales
Recruiting
Operations
Management Meeting Schedule-Rollout 1/7/2011