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We would never consider a sporting event without goals, question marked scoreboards or faceless time clocks. Feedback is immediate, concise, compelling, and consistently understood by everyone both in the game and on the sidelines.

In contrast, many work environments are inundated with ambiguity. Individual perceptions, performance and personalities endlessly redefine the “rules of the game”. Without clearly defined goals, most employees spend their working lives not intently engaged, but protectively disengaged.

Management needs metrics to maximize performance.  Us the following links to sample the tools for increasing engagement, identifying opportunities to redefine values, and build strengths.


360 Supervisory Appraisal leadership metrics

This 360˚ Survey was designed in a three-tiered format to ensure a comprehensive overview of the supervisory skills, practices, and behaviors.  The overlapping view of supervisors, managers, and employees provides a more comprehensive picture of both strengths and opportunities for improvement.




Employee Engagement Survey

Employee Engagement Surveys have become the gold standard for assessing and enhancing organizational performance where world-class organizations routinely demonstrate an engagement level 5X that of average organizations, fueling an earnings per share growth rate 3.9 times greater than their lower engaged peers.




The CCompeting Values Frameworkompeting Values Framework has been identified by the Financial Times as “one of the 40 most important frameworks in the history of business”. This diagnostic instrument is prized for its ability to predict the ROI of an organization based on the congruency of its values.




Strengths Teambuilding Retreat

Want to build a stronger team?    A short 30 minute survey is completed prior to the retreat providing each participant a 15 page analysis highlighting the individual’s top 5 strengths.  The real power of this process is when members team up to teach each other how they can be more productive and more engaged.

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