Running an organization is HARD. Sales goals, investor relations, market trends. The most often overlooked part of business management is PEOPLE MANAGEMENT: those complex, tricky humans. We get that. We get THEM! DOES THIS SOUND FAMILIAR?
If we could just clone some of our HIGH PERFORMERS…
We’re hiring, but…it’s a challenge to get it right.
We need to inoculate ourselves from top talent flight.
How can we identify our future stars hidden among our ranks? (Dusty three-ring binders won’t do.)
We’ve got BIG SALES GOALS. Now what?
We need a systematic, repeatable process, not a one-time rah-rah event.
How can I “un-bury” my sales managers, so they can really help us win?
Who are the ones that will get us there? –I need insights and answers, right now.
Leadership is everything. How can we get THERE with our leaders?
Are top leaders born or made? What should we select for and what can be developed?
We have managers–what we need are more leaders.
We don’t have time to reinvent the wheel, but we need to systematically increase leader performance. Now.
The right talent needs the right rewards. What makes them STICK AROUND?
Compensation is complex—boards, regulatory requirements, shareholder activism, executive needs and desires. How do I navigate this successfully?
Incentive pay—especially for leaders and sales teams—is critical. How can I ensure it’s driving outcomes and creating value?
In a dizzying world of compensation and benefit plans, how can we offer a package that delivers value for our key talent, yet doesn’t break the bank?
Strategy is about executing with speed. We need SPEED!
We’re not certain how quickly & efficiently we’ll execute our current strategy.
We don’t know the critical few actions that would actually accelerate strategy execution.
We don’t have simple tools to measure our progress and keep us on track.
We don’t have a way to help our leader out through the fog of war to create meaningful alignment.
Human Capital is critical, so how do we finally MEASURE IT?
We need a common language for talent.
How can we define measurable standards of excellence?
“Trust me, this people stuff is important/working” just isn’t good enough.
How can we measure and get better across the entire employment life cycle?