“Employees don’t leave companies, they leave leaders.”
This maxim emerged from numerous Gallup surveys, in which participants said the number one reason they sought another job was their leader. In Gallup’s State of the American Manager Report, 50 percent of Americans said they left a job to “get away from their manager” at some point in their career.
Are your leaders creating flight risks? And how would you react if your top performers left your organization for a competitor?
Would you be worried about potential loss of trade secrets? Frustrated by lost productivity while you scramble to bring new people up to speed? Sorry you were unprepared?
While you can’t (and, frankly, don’t want to) completely eliminate employee turnover, you can harness your leaders’ strengths to improve communication, increase engagement, retain key employees, and deepen your leadership bench.
We’ll show you how.
We customize coaching programs to help you + your team achieve your goals. In each case, we start with an assessment to identify priorities so our coaching partnership is tailored to what will drive your success.
We use the 12 question Employee Engagement Scale to identify where your employees' engagement stands. Then we meet with them to understand why. We use this data to help you understand what's working and what you need to rethink.
We use the research based tools created by OrgVitals to measure communication, employee engagement, organizational health, inclusion, unity, or workflow. For clients who have a specific need, we customize what we measure. We use this data to help you understand what's working and what you need to rethink.
change & resilience
We live in times of constant change. However, you can work with change. The key: maintain your mental and physical well-being during times of change and take intentional steps to build resiliency to change.
360° feedback uncovers blind spots and hidden strengths by providing you with insight into how the many people you work with perceive your strengths and weaknesses, as compared to how you see yourself.
The MBTI® (Myers-Briggs Type Indicator) is a temperament inventory designed to help you understand how you prefer to use your perception + judgment to see the world, draw conclusions, and make decisions.
The DiSC® Profile measures your preferences and tendencies based on the DiSC® model. The personalized insights deepen your understanding of yourself + others, for more effective and enjoyable workplace interactions.
The Appreciative Inquiry approach focuses on your strengths as an individual and those of your organization in order to shift from a problem-focused mindset to one of innovation + possibility.
Thomas-Kilmann Conflict Mode Instrument
The TKI allows you to discover whether you might be overusing or underusing one or more of five conflict-handling modes (collaborating, competing, compromising, accommodating, and avoiding), so you can improve how you manage conflict in the future.
VIA Character Strengths
When you discover your greatest strengths, you learn to use them to handle stress and life challenges, become happier, and develop rewarding relationships with those who matter most to you.
Arbinger Institute Leadership + Self-Deception
Leadership + Self-Deception shows you how the problems that typically cause conflicts and prevent superior performance are the result of self-deception and how you can use self-awareness to improve relationships.
Employees leave bad leaders, but they also stay for good leaders. You get to choose the kind of leadership you’ll reward.
"As a CEO, I am finding that I have to become a learning CEO. I have to go to school all the time because I am learning new skills that I need to run this company. And I am realizing that I am not equipped to just coast. I have to constantly renew my skills."