Presentations and Training

It’s a rare organization that can objectively look at itself and see the areas of opportunity, areas where they are not their best. That’s our job, to accurately and honestly assess your organization, bringing to light the realities.

You may be going through any number of transitions, externally or internally prompted. New leadership can create disruption, impact productivity, and undermine morale, and, so too, may other change catalysts.

After a thorough assessment to identify areas of need, we help develop and implement a plan or transformation.

There’s no doubt you and your staff are the experts in your field. If you’re like other organizations, your leaders have been cultivated and drawn from the best line staff.

What often ends up missing are the leadership skills required to manage the personnel and logistic responsibilities of the new role. You already know your company is only as good as its staff and a great deal of attention needs to be paid to the needs of the people who do the producing.

We help you fill the gap in knowledge and make your leadership team the top performers they can be, rounding out their abilities to meet the needs of the organization from every direction.

Running a business is tough enough without having to attend to the countless compliance considerations of your industry.

The oversight organizations have their requirements of your staff and you have your own, making adherence complicated and time consuming. We help by developing programs and presenting content, and monitoring staff to ensure you meet not only the regulations of your industry, but also the needs of your business and your staff.

We accomplish more as a team than we do alone. The idea is great while the reality is complex, and helping people see the potential is tricky business.

Competition is widely understood to draw the best out of a person; however, if not skillfully managed, the same drive to compete can create dysfunction and destroy the cohesion of a team. If concern for advancement overtakes the objectives of the organization, the team concept is lost, quality and productivity suffer, and ultimately the organization will find its existence in jeopardy.

What you need is help reminding everyone of the priorities of the organization and the importance of teamwork in achieving the shared goals of the company and its staff.

Public service, in all its forms, is demanding of the organization, industry, and individuals. The multitude of aspects and areas of knowledge expected of the participants require proficiency, even expertise, and can often be too much to ask of any organization.

The pressures on first responders are considerable, and there is a moral obligation to support their needs. To ignore, dismiss, deny the emotional risks faced by your staff would be irresponsible, negligent, and dangerous. Sadly, the most common attribution for the stress first responders feel is the administration of their agency resulting from a failure to support their needs.

Finally, there is something in your control – the level of support you provide. Unhappy people tend to behave badly which impacts service delivery and even increases the likelihood of misconduct, raising liability concerns and culpability in the outcomes. We have the expertise to provide what you need by making presentations and creating support systems for every level of the organization, leaving them feeling valued and loyal.

A significant life lesson comes from the idea that when you are too fatigued to do the job, rest. Rest, self-care, and tending to emotional needs results in better outcomes.

As an organization, the allowance made for staff to recuperate, recharge, and start fresh has immeasurable positive consequences. Increased loyalty, productivity, quality, and innovation often are positive bi-products of caring for your staff and allowing them to care for themselves.

Let us lead your staff in learning the self-care skills they need to be their best.

Really, our businesses are nothing without our customers.

The first, and sometimes only, contact our customers have is with our frontline staff. The quality of service they provide directly relates to business success, because a positive recommendation, review, or rating goes a long way to building a vast client list – and a bad one goes even farther.

There are nuances to delivering great customer service that we can help your staff learn and pass on to the most important members of your organization, your customers.

Have you heard… you have two ears and one mouth, use them proportionally? We were made to listen, and we need to do a better job.

To meet the needs of an organization, individual, group, customers, or industry, the first and most important step is to listen. Really listen to understand, not to reply or rebut what they are saying. In sales, it’s called qualifying the customer, meaning getting to know what they need, want, and don’t want. The idea is to understand the customer and best meet their needs, creating a satisfied customer who feels listened to and becomes a loyal repeat patron and your best advertisement.

Internally, listening reveals areas of demand, opportunity, developing interest; and it fosters openness, loyalty, creativity, and commitment. It’s a win-win for minimal investment. Learning to truly listen can be tricky, and we can show you how to make it a reality.

Some conflict is unavoidable, especially when you are pushing hard to succeed.

If your organization has more than one employee, conflict is inevitable and can be a signal of bigger problems already in play or about to surface. When managed properly and skillfully, conflict can be beneficial. Afterall, conflict is communication. There are pieces, however small, of useful information waiting to be explored.

Mitigation of conflict and acting as a mediator between the parties as an insider is often a conflict of interest and may, in fact, create more conflict, defeating the purpose. As impartial guides, we can assist in resolving disagreements, open communication lines, all while keeping organizational objectives in focus, without becoming overly emotional.

It helps to have help when introducing new initiatives, programs, and processes.

The process can be consuming, causing other priorities to fall to the side. The involvement of consultant advisors and program implementation agents makes the process less burdensome, allowing administration to retain their supervisory objectivity as they watch from a healthy, productive, and supportive distance. It also lets senior staff develop their leadership skills with the support necessary to allow growth.

We can come in when the going gets rough to support the change you desire and make your vision a reality.

Maybe you just know you have what it takes or you just hired the right person, but no one ever taught this stuff. You didn’t realize there was so much to being an administrator, and you really want the best for the organization and for the staff.

Fill the gap in the administrative skills, confidence, and talent by bringing us in to smooth the rough edges and polish the performance.