Walk the Talk

Powerful video highlighting good intentions are overshadowed by contradictory actions. Words to live by are just words unless you live them. Conflicts between stated values and actual practices could have devastating affects on the "people side" of business. Quick fixes, fads, and the management programs of the year don't overcome 'practice what you preach'. If you lead people, you need to see and discuss Walk the Talk as it applies to your organization. You might fool yourself but you wont' fool your people. Is your talk creating a barrier to improved performance in your organization?

Agenda: video – collaborative discussion on your thoughts and challenges – what I would recommend based on the discussion – point/counterpoint discussion on my recommendations – your next action

Participants: 1–4     Time Commitment: 2–3+ hours     Location: my collaborative room

Leading: Thoughts, Words and Deeds

Video connecting the dots on 10 key characteristics to build a value driven performance culture. Awareness, accountability, lead by example, ethical decision-making, in-sync policies and procedures, education, attention to perceptions, incremental change, hire and promote the right employees, and recognize and reward are key characteristics. We discuss how these characteristics are applied in your organization and what gaps might exist that need to be addressed. Do you have a barrier to improved performance because of a weakness in one of these key characteristics?

Agenda: video – collaborative discussion on your thoughts and challenges – what I would recommend based on the discussion – point/counterpoint discussion on my recommendations – your next action

Participants: 1–4     Time Commitment: 3+ hours     Location: my collaborative room

Ethics: How Good Are You

An enlightening video demonstrates the ethical challenges people in an organization face everyday. How your people respond to these types of challenges could impact your organization's reputation and people's jobs. Living your stated values and supporting people that do makes it easy for employees to make the right choices. Knowing what's right, doing what's right, managing competing rights, and understanding everyone is responsible and everything counts are addressed. We discuss how people in your organization would handle similar challenges and what you have done to help them make the right decisions. You will leave with thoughts on where to focus time and energy to make improvements. Do you have a barrier to improved performance because your people need support in doing what's right?

Agenda: video – collaborative discussion on your thoughts and challenges – what I would recommend based on the discussion – point/counterpoint discussion on my recommendations – your next action

Participants: 1–4     Time Commitment: 2–3+ hours     Location: my collaborative room

Employee vs. Manager Perspective

A video summarizes the perspectives of employees and managers on challenging issues of change, recognition of how each is perceived, performance problems, ‘no win' situations, positives of the job, the future, and what they ask of each other. These fundamental discussions need to take place in the organization. We discuss the perspectives, how they apply to your organization, and what might happen if you encouraged this openness in your organization. Do you have a barrier to improved performance because people in your organization don't communicate what it is like to walk in their shoes?

Agenda: video – collaborative discussion on your thoughts and challenges – what I would recommend based on the discussion – point/counterpoint discussion on my recommendations – your next action

Participants: 1–4     Time Commitment: 2–3+ hours     Location: my collaborative room

I Wish My Manager Would Just

A short video that simply communicates from many employees what they wish there manager would do. The video clearly illustrates that all people are different and that supervising people really is one of the most challenging jobs. The power of this video is that it opens the communication process up and highlights many opportunities for continuous improvement. What would people in your organization say if ask to provide this feedback? What would you do with it? Do you have a barrier limiting improved performance because you don't use this simple technique effectively?

Agenda: video – collaborative discussion on your thoughts and challenges – what I would recommend based on the discussion – point/counterpoint discussion on my recommendations – your next action

Participants: 1–4     Time Commitment: 1-2+ hours     Location: my collaborative room

Impact of a Manager

A video clearly demonstrates that a manager with the wrong style and approach can destroy the potential and impact people can make in an organization. This video shows the consequences of a manager expecting people to do exactly what he does; how he stymies enthusiasm, creativity, and initiative; how he creates a culture of disempowerment; and how his approach results in cynicism and no spirit. You have to wonder how this happens but it happens everyday. We will discuss how this management approach applies to your organization and how you know. The answers aren't as easy as you might think. A manager like this is the result of several failed systems. What are they and do you have similar barriers stymieing improved performance in your organization? Would your people give the same answer as participants in this discussion?

Agenda: video – collaborative discussion on your thoughts and challenges – what I would recommend based on the discussion – point/counterpoint discussion on my recommendations – your next action

Participants: 1–4     Time Commitment: 2–3+ hours     Location: my collaborative room

Making Accountability Work

A video demonstrates the wrong way and right way to assign accountability for getting something done. Making accountability work within an organization is a key to improved performance. This video addresses the need for clear agreement, ownership, defining expected results by when, overcoming obstacles, and learning from results. It also deals with the ‘we syndrome' barrier and the ‘should' perspective focused on assigning blame. We discuss challenges you face in your organization with accountability and approaches you can implement to make accountability a positive, productive thing. Do you have a barrier to improved performance because of difficulty getting people to accept accountability and then holding them accountable for results?

Agenda: video – collaborative discussion on your thoughts and challenges – what I would recommend based on the discussion – point/counterpoint discussion on my recommendations – your next action

Participants: 1–4     Time Commitment: 2–3+ hours     Location: my collaborative room

Check Your Thinking

A video highlights the impact on performance of applying beliefs that are just not right. Regardless of good intentions, flawed beliefs and behaviors negatively impact the people we work with, the working culture we perpetuate, and the results we get. Sometimes we need to forget old concepts to succeed. Do you think:

• People should be treated equally?
• Apply your best resources to your worst performing areas?
• Different= Wrong?
• People need to be managed?
• Values are important to know?
• Treat people the way you want to be treated?
• A good employee is someone who works hard?
• Supervisors are responsible for employee behavior?

We will discuss how statements like these impact your organization. Do you have barriers to improved performance because some of your beliefs maybe just aren't right?

Agenda: video – collaborative discussion on your thoughts and challenges – what I would recommend based on the discussion – point/counterpoint discussion on my recommendations – your next action

Participants: 1–4     Time Commitment: 2–3+ hours     Location: my collaborative room