Your Large Corporation Is
Experiencing Storm-Tossed Waters
And You Need To Get The Crew Excitedly Rowing In The Same Direction
We work with the workforces of large corporations in the United States and globally. Our client companies tend to have revenues in the billions, and employees in the 10s of thousands. Their offices are scattered worldwide, with multiple facilities in different countries.
We may be working with specific functions of your company, or company-wide across functions. Audiences range from 2,000 to 10,000 in size. Our work is problem-specific, rather than industry-specific; we work with a broad range of industries.
Our Work Addresses Specific Workplace Issues
And Is Designed To Build Workforce Cohesion and Effectiveness
When you’re thinking of hiring a speaker, consultant and trainer, you want to understand their specialties. You’ve landed on this site, looking to solve specific workforce issues. You want to know that you’ve found the provider who can change certain types of dynamics in the organization. These are the kinds of workplace issues we specialize in.
Your corporate entity is experiencing change that is stirring negative internal currents.
Perhaps your company is in the turmoil of a merger—first, or one of a series. Integration of workforces isn’t going smoothly. Potential downsizing injects anxiety and fear into your employees. Uncountable internal stresses—some not even directly observable—rip at staff cohesiveness. The workforce is feeling unrest, and you need a way to combat that downward pressure.
Your corporate workforce is demoralized for a variety of reasons.
You see various feeling states as you wander the hallways at work. From disheartened to shell shocked, you feel an “in the trenches” mentality setting in. Those feeling states lead to behaviors that impact the company: lack of courage, less determination, low commitment, made-up excuses, not much stick-to-it behavior, and employees getting stumped by the smallest obstacles.
“Bunker mentality” is causing a lack of commonality and empathy for co-workers.
Employees become robotic, keeping their heads down in survival mode. Auto pilot behavior takes over, as fear of job loss drives behavior. Feeling and working like a team gets lost in self-concern. Cover-your-own-backside mentality leads to protection of fiefdoms, silo separation, and aversion to risking contribution and creativity.
Employees don’t appreciate and leverage their hidden assets, showing up as lack of commitment.
Humans have all kinds of assets that go underground during stress. These assets are clustered around a conviction that you have that ability to figure out problems. When you don’t believe you can handle what’s coming your way, you go lukewarm—and the corporation gets half-committed employees.
Your company is fully committed to diversity, but struggling with aspects of implementing it.
You want to empower diversity, but the 1-2-3 steps aren’t obvious. It’s not easy to admit what you don’t know about inclusiveness. Seems it should be easier than it is, but honestly sometimes feels like tip toeing across a minefield.
The Next Thing You Want To Know Is
The Solutions We Can Provide
It’s Important That We’re Producing The Results You Want
There are plenty of providers, and a deciding factor for you can be the promised results. We’ve been doing this for a while, and these are the kinds of results clients describe that they’ve gotten.
Change is no longer roiling your employees—now, it’s simply a shared corporate experience.
Merger “growing pains” aren’t stressing the workforce. Anxiety and fear have damped down, and downsizing is no longer on the radar. Internal stressors are under control and a new cohesiveness is settling in. Without all the internal unrest, you’re noticing uplifted attitudes.
A newly energized spirit replaces demoralization.
As you assess emotional states, you have a whole new experience. Employees show determination and commitment to objectives. You can feel the change in the air. A new sense of courage, along with a “no excuses” approach uplifts individuals and shows up in group meetings. When you observe the difference, you’re excited with appreciation and gratitude.
A new sense of commonality and empathy for co-workers drives teamwork.
Employees are purposely connecting and caring about the whole working unit. Defensiveness, fiefdoms and silos have given way to collaboration. The old survival mode is gone and that energy is spent on creativity and forward motion for the organization. You’re seeing both bolder behavior to achieve objectives, and a new cohesiveness
Employees develop new commitment—driven by appreciating and leveraging their hidden assets.
You can see it for yourself. There’s a conviction that you/we now have the ability to figure out problems. With that new conviction, problems no longer seem insurmountable. When you believe you can handle what’s coming your way, a new fire lights in the workforce. Being fully-committed and excited at the challenges replaces lukewarm half-hearted behaviors.
The 1-2-3 steps of diversity are obvious now, and your company is newly empowered for inclusion.
The struggle is gone, and there’s a new understanding and support in the workforce. Somehow it just makes sense in a way it didn’t previously. It feels like the team is onboard instead of resistant. It’s almost magical.
Where To Next?
Now you have an idea about the kinds of companies we work with and the kinds of challenges they face. To learn the details of how we work, our values and the kinds of results you could get, click on How We Work.