tools 2 succeed compass series

2015 © Copyright Tools 2 Succeed, Inc.

Navigational Tools for LEADERS

The Most Successful Companies Invest in Their People

The Compass Series


Presentation Outline

About Tools 2 Succeed

The Compass Series Workshop Topics

Benefits

Methodology

Features


Services We Offer

Leadership Development Training

Sexual Harassment Training

Executive Coaching

Employee Engagement Surveys

Outplacement/Career Services

PHR/SPHR Exam Certification Preparation

HRCI, SHRM, and PMI Recertification Credit


About Sheryl Tuchman Founder and CEO of Tools 2 SUCCEED, Inc.

Senior Professional in Human Resources (SPHR)

SHRM-Senior Certified Professional (SHRM-SCP)

Certified Professional Coach

Registered Career Coach

25+ years business and technical experience

State of California Multiple Subjects credential


Listen Up! Communication

Hold Them Accountable!

Supervisory Skills

Teamwork Works!

Building Trust & Collaboration

Time Management

Emotional Challenges

Conflict Management

Feedback is My Friend

Managing Change

Attitude is Everything

Keeping Score on Organizational Goals

Team Dynamics

Empowering Others for Success

Focus on our Customers

The Compass SeriesNavigational Tools for Leaders


Compass Series BenefitsImprove financial results by:

Turning supervisors and managers into leaders

Building a culture of commitment and collaboration

Exploring ways to truly partner with customers

Increasing productivity

Reducing turnover


Increase Productivity NY research firm Basex found that office distractions account for

2.1 hours per day for the average worker.

Assume average manager earns $60K annually.

Lost annual productivity would be $15K+/manager.

A major benefit of The Compass Series is increased productivity.

Even reducing distractions by 10 min/day/mgr pays for the series!


Reduce Turnover *Turnover costs can reach 150% of employee’s annual compensation.

Assume average employee salary is $50,000 annually.

Cost of turnover can reach $75,000 per employee who leaves.

For a company of 100 employees with a 10% annual rate of turnover, annual turnover cost can reach $750,000.

Additional costs difficult to measure may include: – customer service disruption, emotional costs, loss of morale,

burnout/absenteeism, loss of experience, continuity, “corporate memory”.

A major benefit of The Compass Series is reduced turnover.

Retain just 1 employee and you’ve paid for the series 30 times over!*Bliss, W. Cost of Employee Turnover. Small Business Advisor; Branham, L. Keeping the People Who Keep You in Business: 24 Ways to Hang on to Your Most Valuable Talent . (AMACOM).


Compass Methodology

• Emphasis on skills rather than theory

• High-Performance Concepts

• Engagement: Fun & Interactive

• “Spaced-Repetition” Learning


“People feel and act like partners in the business”

HIGH-PERFORMANCE ORGANIZATION TRADITIONAL ORGANIZATIONCustomer-focused. Internally focused.

Decentralized structure with autonomous, self-regulating work units.

Centralized and bureaucratic structure.

Planning and coordination done by work teams. Planning and coordination by management.

Jobs are broadly defined. Employees possess multiple skills.

Specialization and narrowly defined jobs.

Many ways to achieve same level of performance.

One single best way to do a job.

Minimum of rules. Values and common sense govern behavior.

Uniform, strictly-enforced policies. “Do things by the book”.

Department boundaries determined by task inter-relationship (product- or process-focused).

Dept. boundaries determined by similarity of function (Engineering, Manufacturing, etc.)

Training focuses on total employee development (e.g. business understanding, teamwork, etc.)

Training focuses on technical skills.

Rewards based on effectiveness of team. Rewards based on individual performance.

Employees viewed as partners. Employee viewed as tools of management.

Quality of life of employees is imperative. Alienated and unhappy employees accepted.


Stages of Organizational DevelopmentHigh Performance

Excellent performance results Growth from new business opportunities Excellent processes, structure, & systems aligned to strategy High involvement & empowerment of people Respect for people is a part of the culture Good communication and information sharing

Stability Consistent performance results Basic processes, structure, systems in place Adequate resources in place Some clarity of goals and direction Consistency of priorities Well-defined policies & procedures

Chaos Inconsistent results Crisis & short term focus Shifting priorities, lack of clear direction and goals Processes, structures, and systems not in place Unclear policies & procedures Lack of teamwork Inadequate people & resources

Where do YOUplace your team or your organization?

Stages of Organizational Development


Compass Series Features

Proven Materials

Accountability Partners

Performance Plans

Workplace Assignments


Performance Plans• Participants set “SMART” goals at each workshop:

Specific Measurable Achievable Realistic Time-Bound

• Goals and progress are shared with Accountability Partner.

• May also be shared with supervisor, team, class.


Accountability Partners Participants choose Accountability Partners.

They share their goals and progress.

Questions are provided to discuss between workshops.

Participants share their experiences at the next workshop.


Contact Us

Sheryl Tuchman, SPHR, SHRM-SCPFounder and CEO

Tools 2 Succeed, Inc.(818) 581-4888 x801(800) 207-1306 x801

www.Tools2Succeed.com

tools 2 succeed compass series

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