We all know culture is important but it is hard to quantify and make visible. Whether you want to be more customer focused, high growth, adaptive to drive change or innovative, we can help you with our X step High Performance Culture Process.
Organizational Culture will change with Millennials making up the majority of the workforce by 2025 - they will be leading & defining culture and it will be different. They are the only generation that will not assimilate into existing cultures. They will redefine it!
Top Reasons Why Culture is Increasingly Important:
Employees are now like customers. As the job market has heated up, power has shifted from the employer to the employee.
Leaders lack visibility and timely continuous feedback. Culture is driven from the top down. Yet most executives cannot even define their organization’s culture or have the ability to measure it or figure out how to disseminate it through the company.
The new world of work changes the way we engage people. Flexibility, empowerment, development, and mobility all now play a big role in defining a company’s culture. In most cases the leaders are old school – not even comfortable with the technology.
Employees’ motivations have changed. Today’s workers have a new focus on purpose, mission, and work-life integration. More than twice as many employees are motivated by work passion than career ambition.
Accurately diagnosing through the eyes of your employees your specific areas ofstrengths and weaknesses is the first step in the change process which directs the individual, team, or organization towards specific targets of action.
Using our Culture 2020 Survey, you are able to see a diagnosis and prognosis of your company’s culture. Results helps you detect potential obstacles to the growth and performance of your organization. It also gives leadership and management the opportunity to address and develop a more effective and productive work environment.
This consulting focus on your organization’s culture will enable your executive leaders, key stakeholders, and employees to understand the impact their culturehas on their organizational performance and learn how to redirect culture to improve organizational effectiveness.
We help our members drive better decisions, gain fearless confidence and achieve their biggest outcomes. Our members are business owners, executives in Fortune 1000 companies and trained problem solvers.
Coaching is one of the most valuable tools available to companies and individuals. Executive Coaching delivers a one-on-one growth and development opportunity and produces real business results in a short period of time. Annette customizes coaching to meet the individual’s specific needs and strategically links the coaching goals to the organization’s business strategies. Sessions with the individual’s manager or board of directors are worked into the coaching arrangement to assure accountability to the organization’s vision and organizational strategy if so desired.
The role of the coach is to help the client maximize performance and break through any obstacle holding you back from achieving your goals. It is designed to challenge and develop the executive. We do this by analyzing the leader’s strengths and development opportunities, clarifying goals, developing action plans, addressing new skill needs and eliminating obstacles that stand in the way of success.
Who I Coach:
CEOs and executives reporting directly to the CEO
Senior HR executives
High Potential Leaders
10X High Performance coaching
What a Coaching Engagement Looks Like:
Engagement and analysis with a cross-section of your people (either company-wide or at the divisional level)
Review organizational strategic goals and measuring tools. Determine if culture assessment or culture pulse survey is needed.
Most Coaching Engagements include:
Comprehensive battery of Assessments
On-site meetings with key stakeholders
Face-to-face feedback session and creation of an Individual Development Plan
Meetings with the leader’s manager to share patterns & reporting process
12 month action plan
Coaching sessions after first initial on-site session (6 or 12 months)
Tracking and review of leader progress over time
Wrap-up session and final communication with manager or board of directors