Modern Toyota: Create an Engaging Workplace Culture, February 4, 2015

February 10, 2015

MTWS-VModern Toyota is investing in their managers. Omnia Fowler, Jim Butler, and Ron Albright know that people development is critical for sustained company growth. Expected results: increased sales, higher customer service scores, improved productivity, and profitability. After launching this learning process, their management team feels valued and inspired to drive positive change. Here’s a summary from our most recent module, Coaching for Success:MT 3

  1. Define the team goal. Be clear on what a coaching culture should “look like.” What are the consequences of not achieving this goal? 
  2. Describe the current reality around this goal. What’s working well? Where are you getting stuck?
  3. If you could do anything to help achieve this goal, what might you do?
  4. Which of these interests you enough to pursue further? If you were to do this, how would you go about it? What might get in the way? How might you overcome that? MT 2What are the next steps?

Armed with this critical insight, the Modern Toyota managers are moving forward with targeted action steps that will help them achieve their goal of utilizing coaching techniques and skills to improve results.

What an honor to work beside this inspiring group. Already a successful team, they’re committed to improving individually and collectively. Way to go! MT 1

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Social Security Administration, Raleigh NC: Professional Development Seminar, February 3, 2015

February 10, 2015

SSAWorkplace culture impacts results… and it’s often overlooked. Mike Dawkins, District Manager of Social SecuritySSA 1 Administration in Raleigh, is paying attention. He’s committed to reviving his teams workplace culture in order to positively impact attendance, retention, customer experience, and productivity. Smart investment. Good for people and good for business. Here’s a summary from our morning seminar:

I.              Lead Thyself  

  • Take 100% Responsibility. Your thinking.
  • Your thinking is powerful: Thoughts = Beliefs = Feelings/attitudes = Actions/behaviors = Results/outcomesSSA 3
  • Consider research that tells us how we can positively impact our own thinking by incorporating new practices. 

II.          Make It Personal 

  • Modern day phenomena in the workplace. We know about our coworkers without really knowing them.
  • Strong and connected relationships in the workplace improve engagement scores and business outcomes.
  • Make a daily practice of asking questions and listening intently as a way to forge stronger workplace connections.SSA 2

What an honor to spend the morning with this inspiring group. They were so engaged and flooded my inbox with “thank you” emails. Appreciate these professionals who perform meaningful work! 

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Novant Health Revenue Cycle Services: Assistant Director’s Development, January 30, 2015

February 10, 2015

Novant LogoNovant Health Revenue Cycle Services is investing in their Assistant Director’s so they’re equipped to build a high performance, resilient, and change ready team. SVP Richelle Fleischer and VP Kelly Baker are providing tools and resources for developing this type of Novant RCS 3culture. Goal: Build engaging leaders who positively impact culture and business results. Wise decision. Good for people. Good for business. Here’s a summary from our most recent module:

  1. Define the team goal. Be clear on what this team culture should “look like.” What are the consequences of not achieving this goal? 
  2. Describe the current reality around this goal. What’s working well? Where are you getting stuck?
  3. If you could do anything to help achieve this goal, what might you do?
  4. Novant RCS 2Which of these interests you enough to pursue further? If you were to do this, how would you go about it? What might get in the way? How might you overcome that? What are the next steps?

Armed with this critical insight, the Novant Health RCS is moving forward with targeted action steps that will help them become the high performing, resilient, and change ready team they envision.

Novant RCS 1What an honor to work beside this inspiring group. Already a successful team, they’re committed to improving individually and collectively. Way to go! 

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Hanesbrands Inc. Advanced Modeling Simulation & Optimization: Professional Development Initiative – January 20, 2015

January 26, 2015

HbI-Logo newHanesbrands Inc. gets it: strategic investment in people yields significant business results. Ask Ben Martin, VP of Advanced Modeling Simulation & Optimization. He’s launched a yearlong learning/development initiative designed to grow his team and fuel organizational results. Smart move Ben! Here’s a brief summary of our kick-off session, Module One:

Hanes AMS&O 11. Lead Thyself is the most fundamental starting point for professional growth. “The strength of a tree lies in its roots—not its branches.” Dutch proverb

2. We uncovered two key aspects of self-leadership:

  • Take 100% responsibility. Respond-ability. No more blaming, excuses, or believing the illusion that you “control” situations or people. When feeling stuck in aHanes AMS&O 2 circumstance or with people, ask: What’s my role in this? How might I be contributing to this outcome? What might I do differently? How can I grow from this? 
  • Create a professional Vision. Most Americans write grocery lists, yet only 3% have written goals/vision statement. Consider the Key Success Qualities gathered at our workshop: Attitude/Aptitude/Tribe. How might you excel in all 3 of these areas in a future ideal state? Utilize language that is Positive, Powerful, and Present Tense (I am…). 

What an honor to work beside this inspiring group. Already a successful team, they’re committed to improving individually and collectively. Way to go!Hanes AMS&O 3

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Hanesbrands Inc. Results-Focused Product Presenting: December 10 – 11, 2014

December 16, 2014

HbI-Logo newWhat a pleasure to work beside a passionate group of Merchandising/Design Professionals who are committed to growing as individuals and as teams. Ginny Parks and Erin Muller were the catalyst to bring these groups together for an engaging and challenging learning experience. Hanesbrands Inc. is committed to growing and developing their people. Their efforts are paying off through ongoing top-line sales growth. This is a sharp, courageous, creative, and articulate group. Here are the learning objectives and summary of our program, Results-Focused Product Presenting: 

  • Develop powerful and engaging openings that capture the customer’s attention.Hanes RFPP 3
  • Present compelling benefits that speak to the heart of the customer by making use of evidence through consumer insights.
  • Utilize stories and intentional questions throughout the presentation to re-engage and interact with your customers.
  • Deliver final closings that create clear and compelling action steps while securing customers commitment to move forward.

Hanes RFPP 2Utilizing the HbI Presentation Model, participants worked on writing and delivering effective presentations that stimulate the intellect and inspire the hearts of their audience. Here are several major opportunities this group is seizing to be more successful:

  • You are the presentation
  • Own it (YGG!). 
  • Utilize data: add credibility to the message (your audience needs to justify logically). 
  • Practice like a pro.
  • Believe in yourself. 

What an honor to work beside this group. They’re leading the way for Hanesbrands, Inc. to secure a bright and profitable future.Hanes RFPP 1

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Hanesbrands Inc. Regional Lean Champions: Influence! December 3, 2014

December 11, 2014

Hanesbrands Inc.  HbI-Logo newRegional Lean Champions arrived from around the globe to strengthen their team and individual skills. They spent a full-day working on the power of INFLUENCE! Specifically, becoming more influential communicators and coaches. Their success means Hanes plants improve in quality, customer service, productivity, and profitability. Here’s a brief summary of our program:

I. Influential Communication:

  • Know your audience. Study them. Pay attention. Ask questions. Understand what’s important to them. Determine how you canHanes Lean Champ 1 help them achieve their goals.
  • Follow our time-tested model:
    • Open: Be creative in order to capture their attention. Your audience is always distracted. Answer their “Big Why?” as quickly as possible.
    • Message: Summarize current state. Envision future opportunities. Discuss potential solutions. 
    • Close: Gain commitment to move forward. Determine clear next steps. 

Hanes Lean 2II. Influential Coaching: 

  • Effective coaches don’t give answers, rather they ask skillful questions to help a person uncover the answers they already possess.
  • Follow this 4-step coaching process:
  • Goal: Determine an agreed upon outcome. 
  • Reality: Consider the goal, what’s working well now? Where are you getting stuck?
  • Options: If you could do anything to help achieve this goal, what might you do?
  • Way forward: Which potential option interests you enough to pursue further? How might you go about it? What specific steps will you take?

What an honor to work beside this courageous group. Already a successful team, they’re committed to becoming better. Way to go Hanes Lean Champ 3team! 

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Hanesbrands Inc. Results-Focused Presenting: The HbI Way, November 18 – 20, 2014

December 3, 2014

HbI-Logo newI am grateful to work beside a passionate group of Sales/Marketing Professionals who are committed to growing as individuals and as teams. David Richards and Larry McAlister are leading the HbI Sales & Marketing Learning Academy exclusively to support this team of professionals. Hanesbrands Incis committed to growing and developing their people. Their efforts are paying off through ongoing top-line sales growth. A group of their Sales and Marketing Professionals came together for 3 days to hone their presentation/selling skills. This was a sharp, courageous, creative, and articulate group. Here are the learning objectives and summary of our program, Results-Focused Presenting: The HBI Way:

  • Develop powerful and engaging openings that capture the customer’s attention.HbI RFP 2 Nov '14
  • Present compelling benefits that speak to the heart of the customer by making use of evidence through consumer insights.
  • Utilize stories and intentional questions throughout the presentation to re-engage and interact with your customers.
  • Deliver final closings that create clear and compelling action steps while securing customers commitment to move forward.

Utilizing the HbI Sales Presentation Model, participants worked on writing, illustrating, and delivering effective sales presentations that stimulated the intellect and inspired the hearts of their audience. Here are several major opportunities this group is seizing to be HbI RFP Nov '14more successful:

  • You are the presentation—anything else (PowerPoint, decks, etc.) is merely support material.
  • Make your hook memorable and set the tone.
  • Less is more!
  • Ask skillful questions. Then, shut up.
  • Embrace the power of pause/silence.
  • Have fun. 

What an honor to work beside this group. They’re leading the way for Hanesbrands, Inc. to secure a bright and profitable future.

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Hanesbrands Inc. Finance Team – Persuasive Communication: November 17 – 18, 2014

December 3, 2014

Fin+Hanesbrands Inc.  CFO, Rick Moss, has a vision for his team. He sees them growing from “information providers” to “facilitators of good management decisions.” They’ll accomplish this by becoming persuasive communicators who present their findings and ideas with confidence, clarity, and conviction. That’s why they’ve committed to a learning process that will provide the Finance Team with tools and coaching to have a greater impact on long-term business success. A group came together for 2 days to hone their presentation/communication skills. This was a sharp, engaging, and courageous group. Here are the learning objectives and summary of our program, Persuasive Communication:

  • Develop powerful and engaging openings that capture the customer’s attention.Fin Workshop
  • Present compelling benefits that speak to the heart of the customer by making use of evidence through consumer insights.
  • Utilize stories and intentional questions throughout the presentation to re-engage and interact with your customers.
  • Deliver final closings that create clear and compelling action steps while securing customers commitment to move forward.

Utilizing a timeless communication model, participants worked on delivering a compelling message with confidence, clarity, and conviction. Here are several major opportunities this Fin Team Picgroup is seizing to be more successful:

  • You are the presentation—anything else (PowerPoint, decks, etc.) is merely support material.
  • Open and close with power.
  • Make a human connection.
  • Inspire your audience. 

What an honor to work beside this group. Already a successful team, they’re committed to becoming better. Nice work everyone.

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RWHRMA and TSHRM: Create an Engaging Workplace Culture – August 19, 2014

October 2, 2014

RWHRMA 1Raleigh Wake Human Resource Management Association and Triangle Society of Human Resource Management came together for a powerful joint meeting. Raleigh-Wake HRMA has over 60 years of rich history.  From it’s beginnings, the organization has benefited from great leadership and is the proud recipient of 30 consecutive Superior Merit Awards, 6 Pinnacle awards, 4 SHRM Foundation Chapter Champion Awards, and 3 NC SHRM Crown Awards. Triangle Society for Human Resource Management serves HR professionals in Durham, Research Triangle Park, Chapel Hill and surrounding areas. They provide assistance in the professional development of all their members. After a delicious lunch, 150 of chapter members were treated to a presentation titled Your Employees Have Quit—They Just Haven’t Left. Here’s a summary of our discussion:

Challenge: Research tells us that a disengaged workforce costs our companies over 270 billion dollars per year. Recent Gallup polls indicate only 29% of U.S. employees are engaged in their organizations. This impact shows up in many ways:

  • Attendance
  • Retention
  • Safety
  • Customer service 
  • Productivity
  • Profitability

Solution: Apply low-to-no-cost, timeless engagement principles found in Your Employees Have Quit—They Just Haven’t Left.

1. Make it personal

Action: Connect with your followers

  • Build rapport, “Remember that a person’s name is, to that person, the sweetest sound in any language.” Dale CarnegieRWHRMA 3
  • Listen (ask questions) and understand
  • Offer sincere praise and appreciation

2. Crave Feedback

Action: Seek ongoing feedback from supervisor, peers, and direct reports.

  • On a scale of 1 – 10, how would you rate my leadership effectiveness?
  • Why did you give me that score?
  • What would have to change for me to receive a 10?

Action: Focus on and build people’s strengths

  • Buy StrengthsFinder 2.0 by Tom Rath.
  • Become familiar with your dominant strength themes.
  • Discover and nurture the strengths of those you lead.

What an honor to work beside this professional association committed to impacting workplace engagement. They’re leading the way by educating and growing within their profession. Nice work.

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Hanes Global Operations: Create An Engaging Workplace Culture – August 18, 2014

October 2, 2014

HbI-Logo newJim Rohn, one of the forefathers of personal/professional development said, “Work harder on yourself than you do on your job.” Hanes Senior VP, Javier Chacon and his key leaders from Global Operations take this quote to heart. They stepped away from their desks, tasks, and projects in order to work on themselves. Interesting thing is, when you apply this wisdom, your work AND personal life benefit. When’s the last time you worked on yourself?HbI Global Ops 2

We focused on 3 fundamental engagement principles from Your Employees Have Quite—They Just Haven’t Left in order to positively impact workplace engagement: 

  • Take 100% Responsibility
  • Make it Personal
  • Crave Feedback

HbI Global Ops 1This leadership team is committed to improving levels of engagement within their workplace—and they understand their power as cultural influencers. It’s an honor to be involved with such a humble team.

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