Perfect Hire Blueprint. SMBs are relatively ineffective at hiring A-players. For one, it is hard to attract outstanding people to small companies, and two, the company’s processes are inadequate to find, qualify, and close high performers.

Deliverables:

1. Setup and Prehire: What is needed talent and skill that makes this position unique. Craft a targeted job description and ad, and post in key places.
2. Screening: use technology to winnow down the candidates to be interviewed. The key aspects of the interviews and how to garner the needed information. Role play to gain experience.
3. Closing the Deal: ensure the candidate is qualified with further research.
4. Onboarding: the first 90 days are key to retaining an A-player.

The ability to recognize, process, and utilize emotion-laden information is a key skill for a personal interactions. EI/EQ is a measure of one’s ability to do so. There are 5 main areas: self-awareness, self-regulation, motivation, empathy and social skills. While one’s EI increases with age, focused development can accelerate this.

Deliverables:

1. Increase your self-awareness: recognize when your emotions are elevated, and mood changes.
2. Improve your self-regulation: how you respond to conflict, what motivates you, what causes you stress and how you solve problems.
3. Understand your motivation: It is essential for empathy.
4. Improve your empathy: awareness of others’ emotions.
5. Utilize your social skills to manage relationships.

I:5 Levels of Leadership Leaders have skills and will need to develop others

Deliverables:

1. Know what level leader you are
2. Have a short and long-term plan to move up
3. Debrief with Mgmt on participant status and forecast readiness.

II:The Complete Leader

This training leverages the skills assessment from previous training. Shows how to develop the required leadership skills.

Deliverables:

1. The 25 skills and why they're important
2. Personal Action plan to improve skills

III:Creating an environment for success

For people to be successful, they need to know the scope, schedule and resources available. They need to have a noble purpose, change for growth and be valued.

Deliverables:

1. Tools to create env. and plan to get results

Learn to use online marketing (email, social media and search ads).

Deliverables:

1. Best practices for communication with leads, prospects and clients
2. Identify email marketing campaigns with most effectiveness
3. Best times to communicate with prospects
4. How to get and keep a prospect’s attention

Jumpstart: To make the training stick and to increase the likelihood of adherence, the online marketing systems will be setup on their systems and the initial content will be developed, providing custom examples to follow.

Deliverables:

1. Institute best practices
2. Set up online communication tools/accounts
3. Set up automated workflow templates for email marketing campaigns
4. Review effectiveness of newsletter and revamp as necessary

Organizational Leadership for Employees is a dual focused management approach that works toward what is best for individuals and what is best for a group as a whole simultaneously. It is also an attitude and a work ethic that empowers an individual in any role to lead from the top, middle, or bottom of an organization.

Deliverables:

1. Increase your self-knowledge: how you respond to conflict, what motivates you, what causes you stress and how you solve problems.
2. Improve working relationships by recognizing the communication needs of team members.
3. Facilitate better teamwork and minimize team conflict.
4. Develop stronger sales skills by identifying and responding to customer styles.
5. Manage more effectively through understanding

Performance Management: Most managers demotivate their direct reports. Here is a system that is a win-win for employee and company

Deliverables:

1. A performance management system to develop A-players

Part II: Management by Objective

Objectives that are monitored periodically are one of the best ways to guide, develop, and delegate.

Deliverables:

1. A proven MBO system
2. Initial MBOs for their entire team

Part III: Performance Review System

Are performance reviews a legal necessity? They tend to be ineffective and painful for all involved. A new system will enable a high performing company.

Deliverables:

1. A performance review system that motivates.
2. Experience delivering an effective performance review.

You will learn with like-minded leaders how to overcome the challenges that are preventing you from getting to the next stage of growth.

• Learn the model that delivers consistent growth
• Learn to assess the root causes and how to resolve the issues
• Start to develop a plan for growth

You will learn with like-minded leaders how to overcome the challenges that are preventing you from getting to the next stage of growth. Next Stage Prep is a prerequisite. In this second part, you will:

• Develop an actionable plan that has been vetted by others in the room, increasing the likelihood of success.
• Be more confident in your decision for your company
• Report back results of actions taken to attain the next level.

You will learn with like-minded leaders how to overcome the challenges that are preventing you from getting to the next stage of growth.

Deliverables:

• Learn the model that delivers consistent growth
• Learn to assess the root causes and how to resolve the issues
• Develop an actionable plan that has been vetted by others in the room, increasing the likelihood of success.
• Be more confident in your decision for your company