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It’s simple. It’s a no-brainer. But it’s an all too often over-looked daily business fact: all work gets done by and through people. Organizations invest in technology or research to further their competitive positioning. Since all work gets done by and through people, why not invest in that valuable resource? Have you ever heard of a sports team that decided to forego training and coaching? Don’t think so! Having overseen $25 million budgets ourselves, we get that some of you want proof before you’ll invest in improving your employees’ skills and abilities. Noodle this: § The desire for inspirational leadership in business is unquestionably on the uptick. A McKinsey & Company study, Leadership Through the Crises and After published in September 2009, in the midst of the financial crisis, revealed: “The kinds of leadership behavior that executives say will most help their companies through the current crisis, such as inspiring others and defining expectations and rewards, are the same ones they say will help their companies thrive in the future.” § A Towers Perrin Talent Report Understanding What Drives Employee Engagement (2003) demonstrated that companies with employees who were highly engaged beat the average revenue growth in their business sector by one percent while companies with low engagement fell behind their business sector’s revenue growth by an average of two percent. That’s a significant margin of difference in bottom line impact. § A DDI study, Employee Engagement: The Key to Realizing Competitive Advantage, sites Corporate Executive Board findings from a worldwide survey of 50,000 employees in 59 firms. This study showed that employees with low satisfaction are four times more likely to quit than those who are highly engaged. § A 2004 Manchester, Inc. study of Fortune 1000 companies found that executive coaching yields an ROI of almost six times its cost. “Fortune magazine reported the results of a poll of executives and upper level managers who had six to twelve months of coaching with a Masters or Doctoral level executive coach. The survey demonstrated that the recipients valued the executive coaching at six times the cost that their company paid for the service.”

Now take a long, hard look at your management team. Would you call them a high-performing group that values people, principles and profits? Would you say they are capable of inspiring and leading their teams to maximum performance? Do your managers know what your firm's priorities are? Can they remove barriers? Do they help or hinder in getting the work done? When was the last time someone on your management team told an employee that he or she did a good job? Are they making a positive difference? Are your meetings a waste of time where no real work gets done? Does your organization have clear, trusted two-way communications and effective mechanisms for feedback? Do your employees at all levels within the organization push for improvements? Have your management employees created teams that work well together and produce the expected results? Is your performance management system a required pencil-pushing program that yields realms of paper but little in the way of positive results? Does each employee have a line of sight from what they do each day to how that work impacts the bottom line and strategic objectives? Can each and every management team member at your organization effectively handle conflict while maintaining high morale and levels of output? Do employees trust their supervisors enough to tell them the truth? Could each member of your management team clearly define their role and explain what performance levels are expected of them? Can your management group clearly state what your firm's strategic goals are and what they are doing within their department or area of expertise to support those goals?

Do your answers to these questions worry you? CONTACT US today so we can partner with you in setting up a customized program so you can answer “yes” with supreme confidence to every one of these questions! "People are the highest producing asset of production in any corporation...People have the highest return on investment; there is no doubt of that." *~Professor John Sullivan, San Francisco State at the HR Forum 2003 "Thinking Like the CEO...Or Becoming One" as quoted in Human Resource Executive* magazine 2003**