Impactful Solutions
Our Mission
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​We are a national pay-for-results management consulting firm that provides tailored, focused, solutions in the areas of:
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Strategic Management & Leadership
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Operations Improvement
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Innovative Entrepreneurship
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to help our clients identify, assess, and improve the business knowledge and expertise of their MISSION-CRITICAL AND HIGH-POTENTIAL TALENT.
Current
business
challenges
There is a misalignment in understanding of the top-talent Employee Value Propositions (EVP’s). What employers believe are the most important factors to attract, acquire, integrate, retain and develop top-talent is different than what the top-talent actually thinks is important.
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The demand for emerging business leadership talent that possesses the business knowledge and/or expertise required to handle both the current inflationary economic environment and the future growth economic environment is significantly higher than the available supply.
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The most effective method to improve the business knowledge and expertise of an organization’s top-talent is via assignment to on-the-job stretch roles and / or high-impact team-based strategic initiatives. The most significant risks to this approach are for the business unit leader to be confident in assigning top-talent to such assignments and for the top-talent employee to be confident in accepting such assignments.
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The Talent Management core business processes within organizations need to be analyzed, improved and uniquely differentiated on the true factors valued by top-talent.
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Organizations are neglecting to create cultural alignment with their mission, vision, goals / objectives, values and their business-level strategy.
Compounding
challenge
MISSION CRITICAL and HIGH POTENTIAL EMPLOYEES are NOT acquiring the business knowledge and experience necessary for their continued success and medium-to-long-term career fulfillment.
Corresponding
impacts to challenges
The risk of not taking-action on the EVP misalignment may result in developing unique and distinctive capabilities in the Talent Management core business processes that do not meet the needs of the top-talent.The net result would be increases in top-talent turnover, decreases in Talent Management productivity and decreases in profitable revenue growth productivity.
Organizations will need to retain and develop their own internal business leaders while attracting, integrating, retaining and developing those from external sources. The risk of not acting will negatively impact an organization’s ability to acquire, retain and develop their top-talent. It will also impact the organization’s ability to productively leverage future profitable revenue growth opportunities.
The most effective approach to reduce the risk for business unit leaders to assign top-talent to stretch assignments and for the top-talent employees to accept such assignments is to provide professionally qualified instructors with business experience and to provide real-time and on-going executive coaching throughout such assignments. Organizations may not be prepared to provide what is needed.
The risk not analyzing, improving and uniquely differentiating the Talent Management core business processes on the true factors valued by top-talent will result in an inability to acquire top-talent at the rate required, excessive top-talent turnover and a decrease in profitable growth productivity.
The risk of not aligning the culture with the mission, vision, values, goals/objectives and the business-level strategy will be a reduction in implementation productivity and failing to achieve the financial / non-financial returns targeted by major strategic change initiatives.
Services
our core features
Strategy
"Strategy is about setting yourself apart from the competition. It's not a matter of being better at what you do - it's a matter of being different at what you do.” - Michael Porter
Teambuilding
Avoidance of Accountability – The need to avoid interpersonal discomfort prevents team members from holding one another accountable. 65% of over 12,000 teams in the Table Group study (Lencioni) cited, recognizing peer-to-peer accountability as being the worst of the 5 Team Dysfunctions.
- Patrick M. Lencioni
Operations & Projects
"Critical thinking is the ability to think about an issue and reach an objective, informed conclusion based on facts and evidence without being unduly influenced by personal biases and interests, unsubstantiated assumptions, or the unproven opinions of others.”
- Steven Schuster
Culture
"Seek good growth and avoid bad growth. Good growth not only increases revenues but improves profits, is sustainable over time, and does not use unacceptable levels of capital. It is also primarily organic (internally generated) and based on differentiated products and services that fill new or unmet needs, creating value for customers."
- Ram Charan
Leadership Coaching
“Leaders must take ownership—Extreme Ownership—of everything in their world. If mistakes happen, effective leaders don’t place blame on others. They take ownership of the mistakes, determine what went wrong, develop solutions to correct those mistakes and prevent them from happening again as they move forward.” - Jocko Willink and Leif Babin
Speaking Engagements
"Leadership is leaders including followers to act for certain goals that represent the values and the motivations – the wants and needs, the aspirations and expectations – of both leaders and followers. And the genius of leadership lies in the manner in which leaders see and act on their own and their followers’ values and motivations.” - Donald T. Phillips