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.

1. Saving a Valued Employee
Can you turn around a disgruntled
employee who is valuable?
2013© All rights reserved by Leanne Hoagland-Smith-Smith
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2. 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
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3. 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.

4. 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
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5. 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
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6. 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
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7. 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.
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8. 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
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9. The Competitive Advantage
People, Processes & Strategies
1.
Processes
2.
People
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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.
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10. 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
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11. The Journey
From Prisoner to Valued Leader
Transform
Execute
●Integrate
Prisoner
●Recognize
●Engage
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Leanne Hoagland-Smith
●Sustain
●Monitor
●Repeat
●Align
●Motivate
●Lead
from
values

12. 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
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13. 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
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14. 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
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15. 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
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