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Archive for July, 2010

Ever feel like doing whatever you wanna do?

According to Steven Covey we will find success if we are willing to “Subordinate the things you dislike doing to your greater purpose.” In other words sometimes doing whatever we wanna do, may not be what needs to be done to live out our purpose in life.

Here are a couple more great quotes on purpose:

  • If a man hasn’t discovered something that he will die for, he isn’t fit to live. Dr. Martin Luther King Jr.
  • Having thus chosen our course, without guile and with pure purpose, let us renew our trust in God, and go forward without fear and with manly hearts. Abraham Lincoln
  • · If you don’t know where you’re going, it doesn’t matter if your alarm doesn’t go off in the morning. Denis Waitley
  • I have always recognized that the object of business is to make money in an honorable manner. I have endeavored to remember that the object of life is to do good. Peter Cooper
  • ·         Be ashamed to die until you have won some victory for humanity. Horace Mann
  • ·         I know of no more encouraging fact than the unquestionable ability of man to elevate his life by a conscious endeavor. Henry David Thoreau
  • Only a life lived for others is the life worthwhile. Albert Einstein
  • What is the meaning of human life, or of organic life altogether? To answer this question at all implies a religion. Is there any sense then, you ask, in putting it? I answer, the man who regards his own life and that of his fellow creatures as meaningless is not merely unfortunate but almost disqualified for life. Albert Einstein
  • Only he is successful in his business who makes that pursuit which affords him the highest pleasure sustain him. Henry David Thoreau
  • The worst days of those who enjoy what they do are better than the best days of those who don’t. Jim Rohn

A performance coach can help you find your purpose and clarify what you want out of life.  A coach can help you set goals and help you learn a process for developing specific action steps leading you directly to your goal.

So what are you gonna do?  Call a performance coach today.  GOSH!  Learn more about how the Coaching Authority can help you sort out your whatevers.

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Home Comfort Experts is a privately-held company categorized under Air Conditioning Contractors and Systems and located in Mishawaka, IN.  Recently the co-owner of HCE offered his thoughts on what a performance coach did for his business.  Follows is his perspective on the challenge they faced, the actions taken and the outcomes.

THE CHALLENGE

  • New company launched (2006). Strong desire to increase sales, expand business operations locally and regionally. Stated aspirations to grow the company 2-3 times existing size (Sales, Clients, Employees, Profits, etc.) over the next 3-5 years.
  • Executive Time Management issues began to develop due to rapid growth and expansion. Lack of formalized procedures and lack of owner/executive focus perpetuated frustration. Aspiration for enhancing executive leadership skills and encouraging results-orientated attitudes by creating a vision for personal direction and decision making.  Developing bench strength will position the organization for growth and innovation. (2007)
  • Owner recognized needed executive skill level development – Vision, Values, Mission, Collaboration. (2008)
  • Employee frustration due to steady change. Need to develop a culture embracing change and continuous improvement. Call for operation productivity, greater teamwork, improved collaboration, enhanced problem solving abilities and advanced communication skills. Need to develop an environment of employee ownership, culture of accountability, and reputation for delivering results.  Foster cohesive, self-directed, highly-energized work teams.

SOLUTION MILESTONES

  • Executive Leadership Development coaching                                                            1Q09
  • Established Company Vision, Mission, Values, Critical Success Goals (CSGs)        1Q09
  • Communicated/Focused employees on Mission and CSG
  • Identified critical tasks to be performed by Executive Management team and delegated/restructured administrative tasks -Payroll, Sales Management                   3Q09
  • Began working on business rather than in the business – Strategy, Structure.           4Q09

RESULTS/OUTCOMES

  • Expanded operations into new region                                                                        4Q09
  • Increased average ticket value 10-15%                                                                      FY09
  • Increased number of CLUB maintenance agreements sold to clients by 50% in 18 Months.
  • Increased Sales by 13% in last 18 Months.

Launching a new company amidst unstable economic conditions, uncertain government regulations, and fierce competition can be scary….Meeting up with the Big Bad Wolf at Disneyland (See Photo) can be scary.  (Fortunately, a performance coach can help you with aligning your people, processes and strategy so that you don’t need to worry about the former).

You’ve got answers. The Coaching Authority has questions. Home Comfort got a coach and got results.  Now it’s your turn. Got a coach? Get one, TODAY.

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As I approach the 5-year anniversary of Five Star Performance, one of my first and current clients shared this testimonial with me. A healthcare company employing 70-75 full time employees at its operation in northern Indiana. Diverse management team exhibits wide range of experience, personalities, skills, knowledge, attitudes and tenure.

THE CHALLENGE

  • Director of Consumer Logistics, promoted from sales executive, operations management and various team leader positions to head up division. Director recognized need for additional Executive Leadership development (Vision, Values, Collaboration, Communication, Team building).
  • Multi generational (Baby-Boom, Gen-X and Gen-Y) organization within a greatly diverse company. Director recognized opportunity to blend organization to focus on the differences and similarities that people bring to an organization. Director observed a need to respond to a pending leadership gap (over 50% of workforce would be retirement eligible within 3 years).
  • Opportunity to improve management teamwork, integrate organizational silos and embrace change. In addition, leadership recognized an opportunity to cross train managers to better understand responsibilities of the entire organization.  Strong desire to leverage the diversity of management team, yielding greater respect across the organization for individuals.  Opportunity exists for more productive meetings, positive conflict interaction and a better, well balance management team.

SOLUTION MILESTONES

  • Individual Executive Leadership                                            1Q06-Current
  • Group Leadership Development – New Hires/Interns           3Q06 – 4Q08
  • Group Leadership Development – High Potential Emp.        1Q07-  4Q08
  • Management Development – Managers/Sups             1Q08-4Q08
  • Quarterly Roundtables and Individual Coaching                   1Q09-4Q09
  • Attribute Index/Talent Profiles                                               3Q08-1Q10

RESULTS/OUTCOMES

  • Steadily increased organizations responsibilities, improved staff efficiency, and enhanced service quality amidst a wave of retirements (30% of employees retired within 18 months).
  • Improved recruiting, hiring and retention of interns, new hires and high potential employees.  Developed a competitive advantage, recruiting best-in-class college-level talent from nations top logistics programs. Over 30% of new-hires/interns promoted to positions of greater responsibilities within 2-3 years of initial boarding.
  • Promoted cross functional training throughout the entire organization. Advanced baseline leadership skills, knowledge and confidence. Accelerated career advancement for mid-level managers.
  • Developed overall leadership bench strength, preparing the organization for to take on additional responsibilities through consolidation of operations, acquired portfolios, expanded products and services and implement new technology.

Over the past 5 years I’ve witnessed a transformation of the organization as a high performing, self-directed work group.   Performance coaching at all levels of the organization helped stabilize during uncertain times and facilitated growth and innovation.  A reputation of on-time, on-budget and product/service quality. A legacy of performance, efficiency, effectiveness and results.

What changes will occur in your organization over the next 3-5 years? What skills, abilities, attributes would you like to see developed in your people?  What will your legacy be?

Got a coach? Get one? Go ahead, click here to learn more about how a Performance Coach can help you and your organization discover and develop leadership potential.

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Last month, I completed a case study for one of my most satisfied clients.  A private company categorized under Financial Services.  Annual sales revenue of $50M and employs a staff of approximately 150.  Here is the scenario we faced, the action we took and the phenomenal results achieved.

THE CHALLENGE

  • Increased competition.
  • Shrinking margins.
  • Economic pressure.
  • Credit markets dry, move to self funded / self sustaining, cash flow driven.
  • Customer disconnect, service challenges.
  • Employee engagement low.
  • Organization undergoing major changes to adapt to new realities.
  • Moving from high growth to profit focus, while maintaining reasonable growth.
  • Lack of clear vision.

SITUATIONAL ANALYSIS


These challenges clearly impacted the organization and required major changes to the business model and a new direction and vision for the organization.  The organization was concerned by market conditions and ongoing regulatory changes.  They held a deep desire to overcome a strong and growing resistance to change. Customer attrition was high. Employee attitudes / engagement was low. Leadership focus was drifting from the original company vision/mission and centered on daily operational issues.  The company had not been focused on building relationships / supporting independent sales partners and providing great service to merchants. They were simply following rules. Customers felt the organization was a hassle to do business with. Fewer and fewer continuous improvement activities were launched and quality programs depreciated over time.

SOLUTION MILESTONES

  • Completed employee feedback process using the DIALOG organizational assessment and also simultaneously surveyed Sales Partners/ Merchants and Suppliers. Data from surveys were incorporated into strategic planning process.
  • Developed 4 year business plan, engaged leadership in design of objectives / goals to accomplish the plan. Used SWOT, environmental data, surveys, financial trend data, competitive data, etc. as inputs to the process.
  • Focused on 4 key areas: People, Service Delivery, Financial and Innovation.
  • Established 5 key goals with supporting projects for 2010.
  • Linked into leadership objectives / bonus and performance compensation.
  • Held meetings with employees to share the strategy, review feedback from survey and actions we are taking and to ask for their help.
  • Quarterly leadership reviews to track progress and adjust as required. Each objective / process owner required to give an update.
  • Updates to employees each quarter in company meetings. Also use newsletter and blog.
  • Began process of developing company vision with employee input.

RESULTS/OUTCOMES

  • All key goals and supporting projects are on target including new product roll-outs, cost savings initiatives, service delivery and change management areas.
  • Tracked and reported daily, monthly and reviewed quarterly as appropriate to the metric or project being measured.
  • $5M in additional revenue.
  • $1M in operational cost savings.
  • $20M in debt reduction.
  • Improved Voice of Customer survey results.
  • Improved Voice of Employee survey results.

FOLLOW-UP/SUSTAINABILITY

  • Strategic plan progress / key goals and business performance reviewed quarterly.
  • Discussed Key Business Goals weekly in leadership team meetings and monthly in one-on-one performance coaching sessions
  • Linked Performance to Key Business Goals to bonus and compensation opportunities.

What would you do with $5M in additional revenue? I don’t know about you, but that makes me want to dance! Here’s a guy that knows what it is like to work with a performance coach.

Got a Coach?  Get one. Right now. Click here.

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Recently, I completed a case study for one of my happiest clients.  A private company categorized under Lumber-Treating. Annual sales revenue of $40M and employs a staff of approximately 120.  Here is the scenario we faced, the action we took and the phenomenal results achieved.

Scenario: Company was experiencing a decline in sales revenue due to seasonal activity. As a result of downturn in the housing market, their major customers were ordering significantly less. The company reduced their profit margin due to increased competition for major customers. The company consolidated its facilities and reduced its workforce to reduce expenses.

The absence of managerial skills such as goal setting, problem solving, and decision making was preventing continued growth and innovation. The company realized it needed a culture of supervisor accountability, employee ownership, and reputation for delivering results for sustained achievement.

Approach: The leadership team of the organization was facilitated through a process to assist them with developing the skills needed to grow the organization. Addition work was facilitated with the supervisory level to help them develop the skills that they needed in order to lead their staff to new levels of achievement.

Results:

  • Improved Cost per MBF by 20% to $64/MBF
  • Reduced cost per truss by 10% to $2.16 per piece which is turn was a $52,000 Expense Savings
  • Increased MH Charge back from .109 to .119 which was a $20,000 Expense Savings
  • Lowered material variance from $30,000 to $5,000 per week at single plant
  • Eliminated Shipping/Receiving expenses which equaled a $100,000 Expense Savings
  • Improved online invoicing resulting in faster A/R payment or a $150,000 Expense Savings

What would you do with $500,000+ in expense savings?    Would that make you happy?  Would missing an opportunity like this make you mad?  Here’s what working with (or without) a performance coach looks like.

Got a Coach?  Get one. Right now. Click here.

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