Does your Strategy Align with Organizational Goals?

What Gets REWARDED, Gets REPEATED

Training & Development

You would be surprised how many people, upon careful consideration, would answer "no" to this question.  The daily decision making process in their business - their family's lifeblood, their sweat, their tears- is not effectively aligned with either short or long-term organizational goals.  Why?  It's certainly not from a lack of caring.  The reality is while all of the other fires are being extinguished, it is virtually impossible to give adequate  consideration to each decision made.  Are you currently planning to:

• Review and assign departmental goals and action steps for completion?
• Conduct a SWOT or GAP analysis to determine where you stand in relation to organizational goals and your competition?
• Restructure your staffing, selection, retention, and/or outplacement strategy?
• Redesign your compensation strategy and/or re-evaluate with salary and benefits survey data?
• Evaluate current procedure and implement an updated SOP manual or employee handbook?
• Conduct a training needs analysis and determine sourcing options?
• Evaluate organizational structure and develop a succession planning strategy?

As your consultant, your adviser, your counselor, we will provide the necessary resources to accomplish all of these functions successfully and ensure that your strategy is setting your company, your product, and your employees apart from the competition.

Consider how much more productive you and your team could be with a solid communication tool that both recognizes the behaviors you desire and deters those that hinder progress.  Appropriate rewards and discipline, in conjunction with communicating policy and procedure, will take you to the next level - the level your competitors are striving to achieve, an advantage you would be wise to be first to obtain.


In everything we do, we focus on simplicity.  Complicating a process simply to market a new and "progressive" method does little but over-complicate a tool that should be both direct and directive - a tool that promotes communication, is easily understood, and has the sole purpose of driving or deterring specific behaviors..  When correcting behavior and we over-think it, over-speak it, and essentially overdo it, we may quickly enter territory that is better left alone.

Let us show you how to point your people in the right direction, be more confident, more productive, and certainly more profitable.

Many organizations take either a "buy" or "train" approach to employee selection.  If they prefer to hire people with the majority of skills required for a position, they simply offer a higher starting salary, assuming this will attract the brightest and the best candidates.  Other companies choose to invest in training programs to educate employees who may not have otherwise had the requisite skill set for the position, thereby increasing flexibility and controlling direct compensation costs.  They balance this approach by marketing the total compensation package, which includes this additional investment in their employees.  Short term, both strategies are effective.  Long term, however, a training system must be in place to remain competitive.  

The following questions should be a focus when faced with an evolving workforce:

• Are my supervisors competent leaders?  If not, how do I plan to inspire and motivate my managers to begin to lead?
• Given current productivity and quality data, where are my greatest needs?  Who is going to address these needs?  Is training a good first step to remedy these issues?
• Have I adequately trained my employees with regard to safety issues?
• If I lost several key employees, what is my plan to replace this lost skill set?

We will walk you through this process, build your program, and provide the infrastructure to develop sufficient depth to be successful long term.