Work, as we know it, will never be the same.

The workplace has changed irrevocably since March 2020;
there is no going back.

In the Covid era, more companies and organizations have necessarily moved to remote and hybrid-remote work models that are here to stay.

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The Big Hairy Problem

Pre-Covid workplace culture and systems have been stressed and challenged, requiring adaptation at every level.

This includes:

pivoting markets, products, services, and overall business strategies

navigating supply chain issues, mandates, and other fall-out

working through increased employee sick leave and decreased organizational productivity

changing roles and responsibilities along with the addition and elimination of positions

requiring new skill development for new tools, processes, and policies

finding relevant and effective methods of leadership, management, and communications in the changing organizational landscape

The Direct Consequences

Not all aspects of organizational operations and culture translate from an in-person work environment to a predominantly remote one; organizations are struggling to maintain the integrity of their culture in the “new normal”.

The rapid speed of organizational evolution required to meet these unprecedented demands has created a “trial by fire” environment, creating stress for workers.

New ways of working require new ways of leading and managing; many in leadership and management positions are not skilled nor experienced in the methodologies now needed in today’s work environment.

Employees feel disconnected and lost with lack of structure, guidance, empathy and support. Strained relationships with management reduce employee morale and increase desire for departure.

New systems, processes, tools, and policies are often developed in a rushed, patchwork style to remedy immediate issues that may not best serve workers and the organization long-term.

Roll-outs of new business initiatives and processes can be chaotic and confusing. Traditional training methods lack critical elements for successful long-term implementation, lasting change, and results.

Employees are frustrated with the additional investment of time, energy, and resources in the continuous learning required just to keep up, breeding resentment.

The need for transparency and accountability, individually and organizationally, has never been higher, yet has been difficult to install effectively.

Decreased productivity, efficiency, overall operational performance, and employee satisfaction ultimately affect profitability and the bottom line.

The Ripple Effects

The rise of remote work has created a whole new world of opportunities and choices, and workers are re-evaluating their personal and professional values, goals, and priorities.

Remote work and the isolation from Covid have also created a “Pandemic of Loneliness”. Workers are yearning for more meaningful connection and belonging with people, including at work.

Workers are motivated, not just by money, but by the quality of their work environments, their opportunities for ongoing personal and professional growth, the overall fulfillment of their work, and how their work supports their bigger life goals and desires.

Employee engagement and retention are rapidly falling; workers are leaving their jobs in droves to find new employers and positions that align with how they want to live and work moving forward. 

Turnover and loss of organizational IQ are costing companies millions. Attracting top talent to replace lost talent, compete, and grow is a challenge.

The Result = The Great Resignation

Americans Left Their Jobs in 2021

Americans Left Their Jobs JUST in February 2022 Alone

Top Reasons for Leaving

%

Low Pay

%

Lack of Childcare

%

Feel Disrespected

%

Lack of Schedule Flexibility

%

Lack of Advancement Opportunities

%

Wanting to Relocate

We get it.
We understand.
You deserve better.
We will help you solve this.

In the meantime, download our most popular guide, on “X” for some takeaways we think you’ll find helpful and to get a sense for the kind of work we do.

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The Root of the Problem

Traditional Training, Learning and Development Doesn’t Work.

(It never has.)

Everything that is currently happening in the workplace boils down to change. Covid has forced every company and organization to pivot, adapt, and evolve to stay viable.

You cannot change people, processes, or culture without training, and most importantly, without effective implementation over an extended period of time to cement change.

By design, courses, workshops, conferences, and other traditional educational formats lack ongoing practice and application. Learning requires continuous implementation, over the long-term, with accountability, coaching and feedback, to hone and refine skills and to shift culture at an individual and organizational level for permanent change.

Companies and organizations spend millions each year on training ($82.5 Billion in 2020!) that does not achieve the intended business outcomes nor create lasting change. Instead of an asset, training has become an expense with little to no ROI – money down the drain.

Organizations which do not do a good job in training, preparing, and supporting their employees through these changing, difficult times are the ones which are experiencing significant loss and turnover. 

Therefore, the quality and effectiveness of training programs directly affect employee happiness, engagement, and retention. Effective training is core to an organization’s success and profitability.

(If not this image, what image do you suggest – that encapsulates the “solution”.)

The Solution: The Power 15 [PWR15] Model

The Next Evolution:
Implementation and Accountability-Based
Training and Development

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PWR15 – Performance. Wins! Results! (open to changing these if there are better words to illustrate PWR)
15-minute daily method (check-ins and focus on action)

Focus on training continuity and implementation
Focus on accountability (esp. in remote but can translate to in-person)
Daily action over period of time (typically 12 weeks or more)
Actual training re-designed – from learning-based to implementation-based

Applications:

Goal-setting
Project- completion
Habit and skill-building
Culture change
Group learning – cohort-based (individual also available)
Team building, community, connection, engagement
Innovation and Employee Contribution (Findings and Recommendations for Improvements)
Onboarding/Mentorship

Additional Benefits:
Time management, Improved productivity
Leadership/Champion identification and development
Improved communications (esp. written)
Coaching skills
Problem-solving
Personal development – same principles can be applied in other aspects of life
Individual and group-performance
Coaching and coach/peer feedback loops
Employee retention
Gamification

The Results

Massively Increase ROI

Create Lasting Change

Better Business Outcomes

How We Help

Training Program Assessments

Better Utilization and Effectiveness of Existing Programs

Training Program Re-Design

Assessment of Training Programs in Consideration
Prior to Investment

Training Implementation Programs

Productivity and Accountability Programs

We help you maximize existing trainings to create ROI on training dollars already spent.

We help you evaluate new trainings before spending new dollars on learning and development.

By-products of our process are productivity, improved operational efficiencies, and talent attraction and retention which significantly contribute to profitability.

Adolfson and Peterson Case Study

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Testimonials / Quotes / Stories

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Steven’s Disney Story:
Franklin Covey Planners

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Work, as we know it, will never be the same.

With PWR15, it can be better!