Our goal is to first help you identify the most effective approach to process improvement. This can run from simple root cause analysis through to a sophisticated Lean 6 Sigma implementation. The decision can be complicated but we will guide you to a wise decision that leads to a fast return on investment. In the end, the ability to generate results is what matters, the approach need only fit your organizational culture and be accepted.

Our goal is to help you develop the skills necessary to drive your own value creation.

Hence we integrate regular review meetings into the deployment such that real time adjustment are made and the plan can be ended once objectives have been realized.

1. Does your facility/company struggle to hit financial projections month after month?
2. Are there KPI’s/OKR’s that just seem beyond your team’s grasp?
3. Are your managers stuck in firefighting mode dealing with crisis after crisis?
4. Have you seen the same customer problem twice, three times, even four times?
5. Are your managers solving problems that your employees should be?

While the root causes of the problems implied by the 5 questions can be unrelated to operational performance and human systems, taken together a different picture emerges.

Typical business processes are managed and operated by well-meaning people doing their best. When the management breaks down (specifically when managers don’t understand leadership of human systems), employees tend to disengage and performance suffers.

When process management is ineffective (not ensuring the system itself is well designed and robust) the employees get frustrated and disengage.

Fix the process and things get better in the immediate term and slide backward in the long term.

Fix the management and things get better in the immediate term, eventually system problems erode the benefit.

Fix the process and the system together and a sustainable long term foundation of increasing performance is established.

Pilot Plan
1. Implement leader engagement coaching to engage workforce.
2. Implement a triage continuous improvement (CI) where glaring and painful deficiencies are addressed.

Once we validate the effectiveness of the pilot plan, a full developmental roll out is in order.

Our team assesses which CI approach is best fit for your organization and develops a full deployment plan.

Our plans are built such that the benefit received by the plan will in real time deliver value to fund the deployment.

Communication + Interpersonal Skills Mastery

It is an unfortunate reality that you will be judged and followed based on the clarity and effectiveness of your communication. Why is it then that the vast majority of organizational leaders have never taken a workshop in the four critical areas of communication?
Listening – Writing – Speaking – Reading
You may disagree, perhaps you have taken a workshop in speaking before. Well great congratulations! What about listening? Make no mistake the fact that you have the ability to hear does not mean you are a competent listener. Without the ability to demonstrate powerful active listening, you are leaving a whole lot of relational money on the table.

Developing Leaders leverages small group workshop and custom coaching approaches to significantly enhance communication ability.
Beyond communication, our team of expert consultants and coaches are able to help you overcome the challenge of unresolved conflict. You know that conflict between employees is a major cause of disengagement and under performance. The challenge is that the employees rarely know how to handle conflict in a mature manner and your management team also are likely avoiding it until they can’t any longer. By then the challenge is so significant that performance has been seriously degraded. Our human systems informed approach to conflict allows you and your leaders to effectively resolve conflict quickly so that you can all get back to driving performance.

1. Does your facility/company struggle to achieve reasonable employee engagement levels?
2. Do you have a high turnover absenteeism rate?
3. Do you hear that high minimum wages and unreasonable millennial expectations are serious recruitment challenges?
4. Does your HR manager have a large stack of unprocessed disciplinary actions or open investigations?
5. Are your managers frustrated by a lack of employee initiative?

While the root causes of the problems implied by the 5 questions can be unrelated to operational performance and human systems, taken together a different picture emerges.

Typical business processes are managed and operated by well meaning people doing their best.
When the managers don’t understand leadership of human systems, employees tend to disengage and performance suffers. Managers need to set the example within the organization of what constitutes appropriate cultural behavior. When they don’t, chaos ensues.

We are really talking about applied emotional intelligence (EQ).

Together we will identify the most critical missing aspect of EQ and pilot its improvement.

Send the underperforming manager to a training class (or worse yet a web based video lecture) and at best things get better in the immediate term and slide quickly backward in the long term.

Equip each manager with the skills necessary to engage employees in a healthy interrelationship and sustainable results ensue.

Pilot Plan:
1. Implement leader small group workshops to learn how to model the behavioral standard.
2. Small group coaching to reinforce developmental changes.

Once we validate the effectiveness of the pilot plan, a full developmental roll out is in order.

Our team assesses which EQ elements are deficient within your organization and develops a full deployment plan.

Our plans are built such that the benefit received by the plan will in real time deliver value to fund the deployment.

The Real Cost of Disengaged Employees.

Absenteeism 37% higher

Productivity 18% lower

Profitability 15% lower

Leadership + Leadership Development

Can you convince your employees to take the right actions correctly and consistently with a sense of urgency? If yes, congratulations you don’t need our support. If no, together we will examine your operative leadership approach and enhance it with the best elements of the leading leadership approaches. Our team of consultants and trainers are all skilled in recognizing effective and ineffective leadership and will help you discover the hidden levers to performance improvement. Our model of support is heavy on experiential learning and targeted coaching in specific success critical skill areas.

1. Does your facility / company struggle to achieve reasonable employee engagement levels?
2. Do you have a high turnover absenteeism rate?
3. Do you hear that high minimum wages and unreasonable millennial expectations are serious recruitment challenges?
4. Does your HR manager have a large stack of unprocessed disciplinary actions or open investigations?
5. Are your managers frustrated by a lack of employee initiative?

While the root causes of the problems implied by the 5 questions can be unrelated to operational performance and human systems, taken together a different picture emerges.

Typical business processes are managed and operated by well meaning people doing their best.

When the leadership is absent and the human systems are neglected, employees tend to disengage and performance suffers.

While there are many theories of leadership, all come back to a central truth, followers want to be respected for the contribution, supported and celebrated in their efforts and provided opportunities to make a difference.
This is the frame Developing Leaders uses to assist organizations to enhance their leadership effectiveness.

Send a clueless leader to a leadership development class and they might come back saying “I learned a few things” then never implement them.

Engage a leader in a developmental process that mirrors real life leadership and they will transform your businesses ability to generate sustainable results.

Pilot Plan
1. Implement a senior leader developmental workshop to create an aligned high performance team leveraging the 5 behaviors of a cohesive term (TM).
2. Implement senior leader individual coaching to increase their ability to develop direct reports.

Once we validate the effectiveness of the pilot plan, a full developmental roll out is in order.

Our team assesses the gaps in your leadership team’s competencies and works with you to develop a full deployment plan.

Our plans are built such that the benefit received by the plan will in real time deliver value to fund the deployment.

Get to the Root of Your Organization’s Problems.

Guaranteed 10x Return Training.

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Testimonials

Your classes have changed my perspective and has made me an overall better leader. Since taking your courses I’ve helped develop every lead or coach that’s reported to me and also direct reports. All of my leads/coaches have been promoted. Thank you for the blueprint of engagement, feedback, and overall leadership.

Btw I’m up for an internal promotion as well.

Kiana Cotton | Converse

My coworkers and I completed a class with Ron Hurst a few weeks ago, and you can definitely see improvement in our communication amongst each other and with customers. Working in a busy, loud work place communicating effectively seemed impossible. Our course with Ron Hurst has helped us tremendously, I learned so much about my skills and areas of improvement and can feel myself already becoming a better leader at my company.

Jazmine Lane