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EQ 400

EQ Assessment with up to a 2 Hour Debrief
Regularly: $652.00
Less 10%: $586.80
Per Person
Must be taken and debriefed by
Thursday, April 15, 2018

Scheduling is first come – first served basis

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TriMetrix 400

Powerful Trimetrix Assessment and up to 2 Hour Debrief
Regularly: $675.00
Less 10%: $607.50
Per Person
Must be taken and debriefed by
Thursday, April 15, 2018

Scheduling is first come – first served

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Coaching 400

Six-Month Coaching Program including our
Powerful Trimetrix HD Assessment

Regularly:  $6,000.00
Less 10%: $5,400.00
Per Person
Must be taken and debriefed by
Thursday, April 15, 2018

Scheduling is first come – first served

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10 Ways to Help Build Human Capital

Bldg Hum Cap WEBUnless you’ve been living under a rock or had your head buried in the sand, you know that change happens. You also are no doubt aware that change is happening today at breakneck speeds. We have no one to blame but ourselves because that’s what we get for being an intelligent life form. Not only do we have the power and intellect to create the need and desire for change, but we also can learn to adapt to it and implement change in ways to make work and life better for ourselves and others. Easier said than done right? There are some things you can do to make change easier.

Staying ahead of trends, or at the very least keeping up with them, is essential. Next planning, setting goals, establishing priorities, and establishing clear expectations will help put you in the arena of Best-in-Class organizations and the sooner you begin the planning in conjugation with your fiscal year, the better. Not only does it get your year off to a good start, but you now can marry ideas with your strategic plan. A good example of this is that, according to one source, “79% of executives say redesigning their performance management strategy is a high priority.” This does not occur overnight, and strong planning and alignment elements will be necessary to pull it off and when done right, the payoff is huge in terms of simpler processes, improving communications, and higher employee engagement. Speaking of employee engagement…

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If You Like Change & Disruption, You’ll Love 2018

bcgd Change 2018 WEBTechnology is the big winner for change in 2018 and beyond. People worry that machines are going to steal their jobs and even begin thinking for themselves. Heck, my compute already does THAT! Technology has such far reaching effects that it isn’t just machinery, robots, or computers that affect our work lives…it’s also digital. And if you think the above is scary, read on…

Digital: The top “Digital Giants” are Google, Apple, Facebook, Amazon, Baidu, Alibaba, and Tencent and almost everyone has frequent interaction with them. OK, I’m no tech guru but the following prediction by CIO Insights should send the chills of change up the spines of many.

“By 2020, five out of seven digital giants will willfully ‘self-disrupt’ to create their next opportunity. They ae being proactive by deciding to embrace disruption even if it cannibalizes some existing advantages.” I shudder to think about the ripple effects of such actions by giant entities that touch so many people’s lives in so many ways every day.

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Business Burps – Lessons from Lunch

Bus BurpsBeing a Hollywood actor is a top dream job. People also dream about being rock stars, writing a book, and starting their own business. Oftentimes, what people fail to see in their dreams are the blood, sweat, and tears that go into making these dreams a reality. For example, people see writing a book as a piece of cake. However, a quote from the author and journalist Gene Fowler (1890-1960) cooks up a different image: “Writing is easy: All you do is sit staring at a blank sheet of paper until drops of blood form on your forehead.”  Similar sentiments apply to acting.

The actor Chuck Norris states: “Whatever luck I had, I made. I was never a natural athlete, but I paid my dues in sweat and concentration and took the time necessary to learn karate and become world champion.” Tears often fall into the mix, especially during times of defeat.

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How to Keep Your TMT From Becoming TNT

TMT to TNT WEBHenry Ford ruled his innovative assembly line company like a dictator, he had a hand in most every decision, and when backers didn’t agree with him, he simply bought them out. Later, a CEO would simply hire a COO to help run the organization. To paraphrase an old saying, organizations and their top management teams (TMT) have come a long way baby.

Business environments, CEOs, and their TMTs face an abundance of challenges that Henry Ford would probably only dream of in his worst business scenario nightmare. 

  • Global competitions
  • Changing technology
  • Organizational complexity
  • Succession
  • Instability
  • Diverse yet interdependent business units
  • Mobile staff in widespread locations

Of course, there are the internal stresses, disrupters, and explosive elements that can cause a TMT, or any team for that matter, to become dysfunctional. Internal elements consist of

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Give Me EQ – AND NOW!

Trip over toy WEBEQ, known as Emotional Intelligence can play a big role in your success at work and your time away from work.  CEOs need EQ more than ever. Today, it’s routine for CEOs to manage rapidly changing technology, outside economic forces, restrictive regulations, a more mobile staff, diverse workforces, locations, and skill sets. Of course, CEOs are not the only people with busy lives, it’s the norm for everyone.

We all experience stress from the demands on our time. The demands from our boss on projects we need to complete yesterday! The demands from our families not only add stress, but sometimes guilt. I should call Aunt Martha, I could have visited cousin Fred while he was in the hospital, and poor second cousin twice removed, Mary living all alone. Of course, Mary probably likes it that way, but you still store the guilt, just in case. During the holidays, demands are compounded due to increasing our social activities, trying to meet year-end deadlines, getting projects ready for launch for the new year, and people who expect to be included in our scope of attention. If ever we need to call on our EQ, it’s during the holidays.

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Change is on Overtime

Demotion WEB

The new FLSA Overtime Rule is causing quite a stir. This blog’s intent is not to lobby for or against any such rule, but more to help prepare you for its impact. If you wish a more in depth understanding of this ruling, here are three links that can help:

  1. The Final Rule from the Wage and Hour Division
  2. A report on the rule’s economic impact
  3. SHRM’s Stand on the new rule

Obviously, this new ruling will be a disrupter (to use the newest biz buzzword) to businesses of most every size and shape. If change or elimination of this law is a target for you and your business, it will take time. While raising the overtime threshold may be a good idea, doubling it is not and many businesses will face several burdensome backlashes because of it.  In the meantime, business owners and CEOs must (stop me if you’ve heard this before) adapt to change and here are some you will be facing.

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Turning the Tables on Turnover

Turn Tables WEBWe all know that one of the main reasons organizations need to address turnover is that it is expensive. In fact, one source suggests that costs can range, on average, from $10,000 to $200,000 USD. When looking at total costs, many factors play into these estimates. Certainly, the level of the position matters. While a valuable employee, a janitor is a lot less expensive to replace that a CEO. Even at an average expenditure of $4,000 USD for a lower level employee, it is obvious that turnover can chew up your bottom line and spit it out.

Direct costs we associate with turnover are job postings, recruiting, drug testing, and background checks. Other costs that may not be as obvious are lost productivity, lost expertise, low morale, and poor customer service. These too are costly to both the bottom line, your brand, and may even lead to even higher turnover.

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Getting Smart About Managing Your Career

Manage career WEB

Executives, like everyone else, struggle with career decisions, paths, and strategies. Just because you’re on the executive team or that you report directly to the CEO, doesn’t mean that your CEO is aware of all your talents, has a vision of your capabilities and what you can achieve for the future of the organization, or that he or she is even vaguely aware of your career goals and how they fit with the organization’s strategic plan. So where does that leave you?

It leaves you in control. One of the research sources for this article suggests that career management used to be in the hands of the organization. I disagree. You are the one who must always take responsibility for the path of your own career. Just as good management requires strategic planning for the long-term future and the investment of time and resources, so does career planning. Resting on your laurels or being comfortable or thinking that you have arrived all ring the death knell for a successful career.

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