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We all invest our time and energy, sometimes even put cash on the line, in what we expect to produce commensurate rewards. Are your workplace investments yielding the results you need?  Do your people routinely consider cost-benefit in their decision-making?

Training or coaching that doesn’t result in learning, or doesn’t translate into desired changes in behavior, may provide an enjoyable diversion from daily responsibility, but is that investment really worth it?  How do you measure the payoff of such investments?  Are your investment paying off?  We can help.
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What are the barriers standing in the way of effective alignment and collaboration? Are they structural, cultural, or interpersonal? What are the incentive systems for working together “as if” each functional area is aligned and committed to the organization’s success?

Before effective alignment and collaboration initiatives can become the new cultural norm, many of us must “unlearn” prior automatic, knee-jerk responses. Further, there must be a commitment to the right principles, goals, priorities… to see any differences not as obstacles but as invitations to use “the right tools for the job.”
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Align & Collaborate

Commitment is a result, not a cause. You cannot legislate, force, coerce or otherwise require commitment. It is “self-generated” … and thus tricky to obtain unilaterally. But leaders depend on the commitment of others to achieve their results.

At times, do you find that agreements made are not kept and there seems to be no genuine accountability, … a willingness to accept responsibility no matter what the circumstances? Leaders can unintentionally cause others to do the minimum amount of work expected of them.  Instead, inspire them to perform to their true capabilities.
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Develop Leaders