I promoted people to management who never supervised before and they ran into challenges. Debora worked with our employees to assist them with their leadership roles.
3. Organizational Challenges
• People are promoted from within but lack
the needed management and leadership
experience
“I promoted people to management who never supervised
before and they ran into challenges. Debora worked with
our employees to assist them with their leadership roles.”
4. Executive Challenges
• SUCCESSION PLANNING
– Difficult to identify leaders for a
succession plan
– Challenging to prepare people for
management roles
– Career Planning for individuals to
establish career paths.
5. Team Challenges
• COMMUNICATION
– Communication is challenging as a
large organization, operating across 7
states and multiple divisions
– HR has indentified the need for
managers to improve
communications, people skills,
accessibility and empathy to lead
more effectively.
6. Team Challenges
• TEAM WORK
– Teams are challenged to be cohesive
with frequent changes in personnel
– Not all teams are tied to the
organizations visions, new
acquisitions are trying to fit in.
– No standardized behaviors
associated with organizational values
7. HR Challenges
• STAFFING
Employee turnover costs $$$$$
Taking the cost of turnover at 150% of salary, the
cost of turnover is then $75,000 per 50k employee
who leaves the company. For the mid-sized company
of 1,000 employees who has a 10% annual rate of
turnover, the annual cost of turnover is $7.5 million!
Plus, the cost of recruitment, hiring, training etc.
Management is 200-250% of Salary plus…
8. A Leadership Success Story…
Creating a Culture of Success
“Thank you Debora McLaughlin for fulfilling my
dream of bringing my company together.
I thought managers were more connected to
the company and executive team than they
were. It was eye opening and worrisome. With
the Culture Day and Leadership Training
leaders became confident leaders, the lines of
communication were opened with our new
virtual community and our core values
identified. We had our first employee
appreciation day to celebrate our new
company!” Tom Boucher, CEO
9. A Leadership Success Story…
Bringing Coaching to Performance Appraisals
As a small business owner, I used to dread writing
annual employee performance appraisals as it
always seemed like a negative experience for all
involved. I was expected to point out deficiencies
in performance and find some way to spin that
information in a way that didn't leave the
employee feeling like a deflated balloon. After
attending a seminar where Donna from Compass
Rose Consulting spoke on this very subject, I
invited her to speak at our annual managers
retreat. Since then we have used her method
exclusively and I'm glad to report that the process
has come full circle from a truly negative
Susan Stark, Montague Tool & experience to a positive experience for all
Supply involved!
10. Lost Opportunities
– Interpersonal problems with teams and team
members.
– Lack of unity with the organization, less
grassroots marketing by employees.
– Lack of cross promotion of services.
– Reduced opportunity for services for
consumers.
11. Of U.S. Employees
are Engaged in
Their Work
Disengagement Costs Between
$243-270 Billion Per Year
12. High Corporate Mortality Rate
• Fortune 500 companies last 30-40 years
– 1 out of 3 gone every 10 years
13. So What Makes a Long-Lived
Company?
• 200 year companies saw themselves as
a community first and a profit-
generator second
• Sense of Identity and Values
• Tolerance and Openness
• Fiscal Conservation
• Environmentally-Conscious
15. Successful Organizations
Understand the
Importance of Coaching
and Leadership
Development as a
VITAL Employee
Engagement Strategy.
16. YOUR SOLUTION
• VALUES DRIVEN CULTURE OF
INFLUENCE
– Organization that operates with one
mission, one vision in which teams are
each moving in the same direction
– Culture that communicates, steps
outside of silos and is able to focus on
the organization as a whole
– Provides a standard way of
communicating and behaving that
demonstrates the organizational values
17. Influential Leaders
Create Influential
Leaders who
promote Employee
Engagement and
Build Collaborative
Cultures.
18. BIG RESULTS!
• Builds confident leaders, trusting
environments, open communication, and a
culture of collaboration and employee
engagement.
“…their leadership development
program for our managers was the
best thing we’ve done in ten
years.” Dan Fraser, CFO
19. Benefits
Best Buy Reports Gaining
$100,000.00 in Operating
Revenue for every 1/10th
of a percentage point
increase in Employee
Engagement.
20. Engaged employees
perform up to
better and are
less likely to leave
the organization.
21. Of Engaged Employees…
• Believe they can positively impact the quality
of their company’s products and services
• Believe they can impact service delivery and
client retention
• Want to take a stake in reducing costs and
improving the bottom
22.
23. Our Focus Together Is To:
Develop Leaders as Coaches
Produce high performing teams through Engagement
Build Collaborative Cultures
Gain Positive Financial Outcomes, Increased Performance, Productivity and Employee
Pride
24. The I.N.F.L.U.E.N.C.E
Framework
• Starts with the Executive
Leadership Team
– Executive Leaders Set The Tone
– As We Move Through the
Organization – Values are
Communicated Throughout the
Organization
25. Shift in Culture
– Optimize Leader Buy-in
– Our solution starts with Executive
Leaders
• Assessment
• Building Capacity and Skill Building
• Values definition
• The Leadership Challenge
provides an evidence based standard
of leadership for all to model.
27. Shift in Culture
– Coaching Competencies
• Assessment
• Building Capacity and Skill Building
• Behavioral definition of Values
• Coaching for Commitment
provides an coaching skills based on
the coaching governing body, The
International Coach Federation.
30. Coaching has Impact!
• Gillette Children’s Specialty Healthcare in St.
Paul, Minnesota was awarded the APA
Psychologically Healthy Workplace - Best
Practice Award in 2010.
“Gillette which is already a highly decorated
organization--one of “America’s Best
Children’s Hospitals” for orthopedics and a
“Magnet Nursing” hospital--has given full
credit to Coaching for Commitment for
winning its latest award!
31. • “Initiatives like our coaching program are the
reason Gillette consistently sees high
employee satisfaction and low turnover
rates,” says Betty Rivard, vice president,
Human Resources at Gillette. “This national
honor is a source of pride, and validates that
our efforts to create a healthy work
environment are successful. Satisfied and
fulfilled employees help us provide the best
possible care to our patients."
32. Why is Coaching SO
Important?
• Control model for managing and leading
isn’t working
• Present need is to do more with less
and empower people.
• Coaching is a primary tool for employee
engagement optimizing profits and
productivity.
33. Why is Coaching SO
Important?
• Increases Employee Engagement
• Enables Leaders to have improved
communications, increased
emotional intelligence.
• Coaching is a primary tool for employee
engagement optimizing profits and
productivity.
34. Why is Coaching SO Important?
• Increased performance, effective
leadership has been shown to increase
performance by 30%
• Customer Service Excellence: 85% of
engaged employees feel they can
positively influence customer service.
35. Plus…
• Increased margins due to increased
productivity, cost consciousness and
dedication to the organization goals.
• Management gains the freedom to act in
way to improve operations, reduce costs.
– Employees feel their work has value, they are
valued and they commit themselves to the
value they provide to others.
36. Our Focus Together Is To:
Develop Leaders as Coaches
Increase Employee Engagement
Build Collaborative Cultures
Gain Positive Financial Outcomes, Increased
Performance, Productivity and Employee Pride
37. Implementation Timeline
Executive Management Train The All Staff
Team Teams Trainer
Leadership Coaching Coaching Optional Culture
Assessment Competency Competency Assessment
Assessment Assessment
Leadership Coaching for Coaching For Coaching For
Challenge Three Commitment Two Commitment Two Commitment One
Day Retreat Day Skill Day Skill Day Training
Development Development
Quarterly Review Optional Quarterly Video Observation Review with In-
Optional Review Facilitators House Trainers
Culture/Values Materials
Event
38. Train the Trainer
• Designed to fit your
Needs
Training
Review
Feedback
Materials
Support
39. Results!
• Increased Employee Engagement
• Increased Employee Retention
• Savings of Funds and Resources with
engaged and retained employees
40. Results!
• Leadership Development Plans that work
to develop leaders due to a long term
leadership standard that is updated with
the times..
• Promote Employees from within
• Standards of Behaviors and Values
41. Benefits of an Influential
Coaching Culture
• Ability promote employees from within
• Sets a standards of Behaviors and Values
• Values and Behaviors can be linked to the
hiring and review process
• Decisions are made with the
organizational goals in mind.
42. The Renegade Leader Coaching &
Consulting Group
• Track Record with Fortune
500, Private Business and Non Profit
Clients
• Understanding of Non Profit Culture
and Work Environment
• Executive Coaches, Team Strategist
• Ability to Shift Cultures
• Focus on Organizational
Mission, Values and Vision
43. Real World Leadership
Institute
• Implementation Throughout the
Organization
• Executive Leadership Team
• Managers – start the cultural shift
• Train the Trainer model brings
coaching to all levels of staff
44. The Renegade Leader Coaching &
Consulting Group
• Offers…
Assessments
Quarterly Executive Briefings
Leadership Breakthrough Program
The Leadership Briefing
www.RenegadeLeaderFan.com
The Renegade Leader 9 Success
Strategies Driven Leaders Use
to Ignite People, Performance & Profits
book…
Hello. I’m Debora McLaughlin. I’m Donna Price. Let’s take a moment to acknowledge the effort it took for all of us to be here,I know some of you came from out of state, none the less it is never easy to leave our responsibilities behind. As a group what we have to talk about today is very important and decisions made could set the tone for Easter Seals for many years to come. We invite this meeting to be one ofEngagement, we welcome your questions, feedback and ideas as we co-design what will become a coaching culture with leadership fostered at every level, and build unity around a common sense of values and the leadership behaviors that examplify those values. When we conclude our presentation we will be asking you what the next steps will be in moving forward but let’s begin by asking what interested you about our proposal response?Banter:We formed our joint company of The Real World Leadership Insitute in 2008. While working with leaders and team we recognized the the old way of leading was no longer effective, simply because the world had changed the people we lead have changed as well. We knew we could provide greater impact by working with organizations in the key areas of employee engagement and leadership development through coaching competencies. Our results include organizations that have doubled expected profits in 2010, organizations that were able to expand nationally due to having built a foundation of collaboration and a core values, and we’ve helped leaders who were labeled as unapproachable become respected leaders of their teams producing exceptional results. We create influential leaders and organizations one at a time. Now let’s look at what we learned through your RFP.
It is often the case that leaders are made from scratch having grown up within an organization. Organizations that foster leadership at all levels, provide transparent communication and create a unified culture rallied around clear organizational goals and the behaviors needed to achieve those goals have little difficulty moving others into positions of management. June’s company grew rapidly over the last ten years from a few location consulting firm to a national organization with thousands of clients and virtual offices. It was key to establish guiding principles of behavior that everyone could demonstrate not only to build a stronger organizaztion but for clients to experience the same degree of professionalism and service no matter where they were.
Promoting from within organizations is ideal as leaders then have intimate knowledge of the work environment, operational procedures and processes. BUT they don’t always have the accompanying leadership skills that they need to effectively make that transition from staff member to manager or manager to executive leadership. Creating leadership development plans throughout the organization is a vital key to effective succession planning and promotion from within.
Today’s leadership requires a new set of skills. Successful leaders today activate their own coaching skills to build relationships, to provide feedback without conflict, to resolve problems with ease and to lead proactive teams who are engaged in their work and willing to offer innovative thinking to their divisions and to the organization. Your organization, like many is challenged by communication across divisions, states, and even shift to shift. Building a culture that knows how to communicate across all of this is essential
Any large organization has its challenges, without effective communication and cohesion silos are built within divisions.
Challenges of any sort are a reflection of the organization and felt by employees, leaders, the customers you serve and the community. Some of the challenges noted in the request for proposal included concerns the high cost of staff turnover especially of new employees. A deeper cost is the lost of those employees you invested in and they then leave taking their intellect with them.
Tom’s work began with identifying his vision for his organization. Tom has agreed to serve as a contact for our work because the results it brought to his organization. We learned that his leaders felt they did not have what they needed for high performance and there was a disconnect across his 7 stores. We provided leadership training to his management team who learned coaching competencies. We had a culture day where the core values of the organization were defined and now I am working within his organization doing team building with the management teams at every location to embrace these values, to demonstrate them in their behaviors, how they decide about problem solving, how they hire and evaluate performance. Last year Tom exceeded his profit expectations of 3% to nearly 8 ½% allowing them to open the new Copper Door in Bedford and through team building one of his team has already exceeded the highest store sales in their near 26 year history. Coaching and leadership provided a solid impact to the bottom line.
Sue is a co-owner of a small company. Donna brought a coaching approach to their leadership team in terms of their performance appraisals. The leadership team shifted their implementation of performance appraisals and throughout the year used a coaching strategy. Increasing and improving performance.
Each of these carries a hard dollar costs, lower profitability in the services that could be provided, reduced attraction of private pay clients, little cross over of services, less service to families, lack of employee cohesion.Creating A Unified Culture Provides:Common Language for Divisions to Cross MarketTo Distinguish Themselves & The OrganizationDoes Operating With a Unified Culture Lend Itself to Greater Funding Resources?
You can only imagine what your total costs are.
Going to talk today about why we are even speaking about coaching, we will review what we learned and learn how to apply it to teams and how to engage your organization into a coaching culture.
Then there is the opportunity. The opportunity to build a values driven culture, one that like Tom provides a positive impact in more ways than one.
Studies have shown that the moral of a company’s workforce is directly liked to profitability. The more employees are excited and engaged in their work the higher the profits. Yearly studies on how to motivate employees show that the old way of managing, offering financial incentives does not work anymore. Employees want so much than that. We are going to cover what they need a bit later in the training. The new model of coaching was created from the best practices in organizational development, human resources and leadership methods.Today's work if going to be focused on developing the skills needed to promote engagement. The rest of the training is focused on how to use these skills to optimize your workforce.
Studies have shown that the moral of a company’s workforce is directly liked to profitability. The more employees are excited and engaged in their work the higher the profits. Yearly studies on how to motivate employees show that the old way of managing, offering financial incentives does not work anymore. Employees want so much than that. We are going to cover what they need a bit later in the training. The new model of coaching was created from the best practices in organizational development, human resources and leadership methods.Today's work if going to be focused on developing the skills needed to promote engagement. The rest of the training is focused on how to use these skills to optimize your workforce.