Participants in the process I lead are the individuals that want to:
The Journey starts with TWELVE O'CLOCK HIGH
At this innovative event, participants quickly see what's working (and not working) on the front lines of their companies ... and in their own leadership styles. Each participant gets personal, hands-on analysis and feedback, plus the same tools and action plans I have used to help companies transform themselves from the inside out worldwide. This one-day process creates a kind of instant transparency for anyone running a company, team, region, or project. It clears the way to seeing what works and doing it.
Twelve O’clock High is a world-renowned movie classic. It's also recognized as one of the most powerful business learning tools available. As a way to identify and solve daily operational issues that may be keeping you from moving ahead faster, it is a virtual giant. Throughout the day, I guide participants through key scenes where they see dozens of communication, planning, delegation, accountability, and productivity issues played out—the good, the bad, and the unprofitable. They see where they can improve, then set goals and create a 30-day action plan for doing so. This is not training, which is usually separate from doing. In any process I lead, effort must equal results in real time. We get things done by doing them.
The first step in this customized process is a pre-workshop SWOT analysis and DISC report.
The SWOT analysis provides a look at an organization as a whole. It evaluates the Strengths, Weaknesses, Opportunities, and Threats (SWOT). All participants complete a SWOT analysis of self and the organization. These reports are strictly for my use in planning how to address individual and organizational needs. In addition, all participants will complete an individual SWOT analysis at the one-day event. With this report I will be able to work with each participant on an individual level as it impacts their role at and contribution to the organization. Addressing both larger organizational issues at a company as well as individual activities, behaviors, and beliefs, and then merging them into a cohesive development plan, is a key factor in the process I lead and the results it produces.
The DISC report is an individual behavioral analysis. It is conducted by having each participant complete a brief, online survey. Each participant will receive their own DISC report at the workshop and use it as a tool throughout the day and in their daily operations back on the job. The DISC report not only defines each participant’s behavioral profile, but shows them how to leverage that behavior for success. It can also be used to hire the right person, get employees off to a fast start, revitalize current employees, improve communication, increase productivity, build morale, and ensure sound employee-manager and team relationships. I use this tool throughout my coaching to help participants maximize their own strengths and contribute to organizational goals.
Our day begins by quickly moving participants to a new level of personal awareness and accountability. They get clarity about what makes them tick—personally and professionally—and the impact of that on their positions, teams, customers, and their company. They learn how to make the following leadership components part of who they are and how they operate. These components include but are not limited to the following:
"There are no theories here. I show you
what works and how to make it work for you."
The leadership components above are the foundation for drilling down to focus on specific skill sets—the management areas critical for participant and the organization. Throughout the one-day workshop and follow-up coaching, participants gain an integrated command of these skills in real time within their individual positions and areas of responsibility. Here is a sample of the components we will cover:
It is critical that you achieve measurable results from any process or event in which you and your team engage. Those results and the accountability for achieving them are accomplished through follow-up. Because each participant leaves the workshop with specific goals and a 30-day action plan, accountability toward those goals is an important component of both the group and individual coaching sessions. I will begin the 120 days of group coaching and support 5 days after the Twelve O’clock High workshop. Individual coaching by email will begin immediately following the workshop.
The 120 Days of Follow-Up Includes:
The workshop will start at 8:00 am with check in at 7:30 am and adjourn at 6:00 pm. This expanded time frame is part of the customized process. It ensures that participants accomplish more right at the event. The first follow-up session is scheduled at the event. These in person group sessions will be two hours each and will be held every week for the remainder of the 120 days. Individual coaching by email will begin immediately following the event.
The COS environment—a roll-up-your-sleeves level of participation, dialogue, and doing. It also gives me time to work with each participant individually as they use their SWOT analysis, DISC reports, and other tools to set goals and create their 30-day action plans for 120 days.
Your investment for the process is $9,950.00 per participant and includes the following:
Pre-Workshop SWOT Analysis
Day One Workshop
120 Day Consulting and Follow up