Thoughts from the Experts

Published Works

We believe in the research and proven practices of many thought leaders. Their decades of work, including many case studies, incorporates their expertise and influences in leadership development, organizational behavior, process design, talent management, strengths and cultural experts. While we have added to their concepts or combined their teachings to enhance learner knowledge and skill development, their works stand on their own. Some of these include the studies and research of a wide range of proven experts in their fields including Simon Sinek, Daniel Pink, Patrick Lencioni, Karin Hurt & David Dye, Jay Niblick, Dr. John Kotter, Dr. Don Clifton, Dr. Judith Bardwick, Dr. Stephen Covey, Warren Bennis, Dr. John Maxwell, Robert Greenleaf, Peter Senge, Jim Kouzes, Barry Posner, Peter Drucker, Jim Collins, Marcus Buckingham, Liz Wiseman and others.

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Some Examples of Our Programs

Executive Strategic Planning

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The best way to predict the future is to create it! Strategic Planning is a process that determines the future of the organization and the organizational resources that will be needed to ensure that success.


The process helps determine business opportunities and resources that are required to convert opportunity into success.


Business owners and leaders today have found that developing a strategy and an implementation plan is far more effective than leaving the future to chance. 


Furthermore, developing a strategy, a vision, a mission, and a specific plan of action contributes to long-term, sustainable success. If implemented correctly, it will create higher levels of motivation and commitment and fuel continuously higher levels of achievement from everyone within the organization.


Steps for Planning an Effective Process


  • Basic Foundation
  • Business Philosophy
  • Vision Statement
  • Values and Principles
  • Vision
  • External Assessment
  • Competitive and Trend Analysis
  • Internal Appraisal
  • S.L.O.T. Analysis
  • Mission Statement
  • Critical Goal Categories
  • Organizational Goals
  • Market and Sales Plan
  • Implementation


The Results Are Measurable


  • Increased Market Share
  • Maximized Return on Your Intellectual Capital
  • Increased Shareholder Earnings
  • Strengthened Focus on Attracting, Servicing, and Keeping Customers
  • Greater Employee Contributions to Results Realized
  • Defined Strategic Direction
  • Corporate Values Developed and Sustained
  • Motivated Employees
  • Guidelines for Delegation and Decision Making Provided
  • Trends and Technologies Identified
  • Sense of Purpose Created

Entrepreneurial Leadership and Strategic Thinking

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Strategic Thinking is a disciplined effort to produce fundamental decisions and actions that shape and guide what an organization is and what it does, with a focus on a predetermined future. 


Strategic Thinking is the process of determining and envisioning the future to which you aspire and the growth you will have to realize to achieve that future state. It is a management tool which will help an

organization do a better job of focusing the energy of its employees, and ensuring that they are all working toward the same goals. It is also a tool used to assess and clarify the organization’s direction and response to changing environments.


As an entrepreneur, you will need to concern yourself with visionary activities, planning, and leading people. As the leader for your business, people will look to you for direction. People will also look to you for coaching, leadership, guidance, support, decisions, and leadership stability. You now must decide what needs to be done to succeed, and then you must do it, and you must do it the right way.


Succeeding in business requires a vision combined with the passion and commitment to pursue that vision. It also requires a willingness to change, to learn, to become, and to take calculated risks… it requires entrepreneurial leadership.


Business owners and leaders today have found that developing a strategy and an implementation plan is far more effective than leaving the future to chance. Furthermore, developing a strategy, a

vision, a mission, and a specific plan of action contributes to long-term, sustainable success. If implemented correctly, it will create higher levels of motivation and commitment, and fuel continuously higher levels of achievement from everyone within the organization.


The Results Are Measurable


  • Increased Revenue
  • Strengthened Focus on Attracting, Servicing, and
  • Keeping Customers
  • Greater Employee Contributions to Results Realized
  • Defined Strategic Direction
  • Developed and Sustained Values
  • Motivated Employees
  • Measurable Growth
  • Sustainable Results



Customer Loyalty

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Developing loyal Customers—not just satisfying your Customers’ needs—is the critical difference in creating sustainable

organizational success. Customer Loyalty should be the outcome of every Customer interaction, and creating unique points of

connection for every Customer should be the goal. Customer Loyalty is a powerful competitive advantage. The value of loyal

Customers includes: they always return, they brag about your organization providing word of mouth advertising, they are willing to pay more for your product or service, and when there is a mistake, loyal Customers are more forgiving.


Beyond Customer Service


Research tells us that the only way to create Customer Loyalty is through an emotional connection. Unfortunately, in many organizations the Customer has become a low priority. When people are not treated according to their expectations, they will take their business elsewhere. What’s more, they relay their bad experiences to 10 or more other people. The question then becomes not whether to improve your organization’s service standard, but how? Excellence in service pays off dramatically to the bottom line in every industry.


Effectively Managing Stress and Impulses


Most buying decisions are not based on need, but rather emotion. Outstanding Customer Service providers are always aware of their Customers’ emotions and they know how to respond appropriately. However, a continual barrage of emotional interactions can be a reality in service interactions. For this very reason, it is important that Customer Service providers understand and have the necessary tools to effectively reduce and manage stress. Customer Service providers need to know how to understand and manage emotions—their own, as well as, their Customers’.


Goal Accomplishment for Success


Many people set goals—sometimes. Not only is it important to set goals, it is necessary to develop a detailed plan to achieve each goal. However, setting goals as it relates to Customer Loyalty skills will help Customer Service providers focus on developing the necessary behaviors or changing existing behaviors that will make their professional lives more effective. Goal setting, like Customer Loyalty, is a state of mind. When setting goals they should be specific, measurable, attainable, realistically high, and contain target dates for accomplishment.

Sales

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The field of sales has experienced some dramatic and far-reaching changes over recent years. Today’s sales professionals as well as today’s buyers are better educated,

more informed, and have more options than ever before.


These changes have created new, exciting, and challenging possibilities in every organization. Success requires innovative

ideas and finely developed skills. Whether you are selling a product or service, whether you represent a well-known, established company, or a new start up, one fact remains clear: it is unlikely that you will maintain a competitive advantage unless you discontinue doing things the way you have always done them. Success in the world of sales depends on your ability to reinvent yourself and your processes, and apply them for improved results consistent to your customers’ needs.


The Sales Development process offers a comprehensive, concise process that will help develop a skilled, successful sales professional. By uniting current sales skills with a personal development system, a sales professional will uncover a system that will lead to higher levels of achievement.


Critical Issues Covered Within this Process


  • Why is Sales so Important?
  • Preparing for Change
  • Importance of Balance
  • The Buying Process
  • The Selling Process
  • Attitude Drives Success
  • Procurement Sales
  • The Importance of Goals
  • Communication Skills
  • The Power of Questions
  • The Steps of the Sale
  • Understanding the Situation
  • Clarifying Objectives
  • Measurable Outcomes
  • Getting Commitment
  • Preventing and Handling Objections
  • Preventing and Handling Stalls


The Results Are Measurable


  • Increased Sales
  • Strengthened Focus on Attracting,  Servicing, and Keeping Customers
  • Increased Market Share
  • More Repeat Business
  • Increased Share of Wallet
  • Competitive Business Converted
  • Increased Income
  • Higher Profits for You and Your Company
  • Maximized Balance Between Business and
  • Personal Life


Management

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Over the last several years, management has taken on many new and complex dimensions. Advancing technology, changing values, and increasing competition have created new and exciting possibilities for every organization. The challenge facing management today is

developing an organization that can achieve tomorrow’s goals while continuing to meet the daily challenges of today’s changing business environment. To balance these organizational and economic demands, managers need a systematic, results-oriented approach to organizing, managing, and motivating their people.


Today’s management requires the skills to manage people to a higher level of productivity and successful outcomes. Every company and organization is forced to accomplish more with less in this global

business environment. Effective managers are a key ingredient for increased profitability and growth for organizations.


The Process


The Management Development process is designed to help managers develop the skills needed to do more with less and be able to aggressively accomplish organizational and personal goals and objectives. As a result of this process, managers understand why and how they can be essential to achieving the organization’s goals. This process makes management development not only possible, but eminently profitable.


Critical Issues Covered Within this Process


  • Manager as a Leader
  • Criteria for Goal Setting
  • Order of Values
  • Solutions and Action Steps
  • Confidence
  • Attitude Motivation
  • Transactional Analysis
  • Active Listening
  • Timing and Decisions
  • Communication
  • Making the Most of Your Time
  • Subordinate Development
  • Creating a Problem Solving Environment
  • Managing Through Goal Setting
  • Project Management


The Results Are Measurable


  • Cohesive, Energized Teams
  • Reduced Turnover
  • Increased Market Share
  • Improved Organizational Profits
  • Developed and Sustained Corporate Values
  • Professional Expectations Accomplished
  • Increased Productivity
  • Development of Positive Attitudes
  • Visualization of Goals, Purpose, and Vision
  • Highly Functioning and Performing Teams



Team Leadership

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In today’s business, the team leader is the main link between the organization’s goals and the people who are responsible for the daily activities that make those goals a reality. Because of the necessary and integral role that this position plays, it is obvious that good team leaders are key to the success of any organization. Many everyday decisions required within this role affect profits, productivity, service levels, as well as attitudes and morale. With a role and function of this magnitude, it would seem logical that the process of becoming a team leader would require years and years of training. However, most team leaders have had little or no training in the required skills. Almost universally, today’s team leaders are men and women who have been promoted from being a superworker to being a team leader.


A Process for Results


The Team Leadership process makes team leadership development not only possible, but also eminently profitable. Individually, each team leader reflects the proficiency of a specialized knowledge which creates a powerful force that assures the achievement of organizational goals through its people.


Essential Elements


Attitude Development:

Attitude is the basis of all individual behavior. The effectiveness of team leaders will depend upon their behavior in a given situation. Improved results and productivity begin by developing the attitudes that govern positive behavior.


Behavior Management Skills:

Better than 50% of a team leader’s time is spent managing other people. To be effective in this role, it is important that the individual develops the skills necessary to effectively communicate and maximize productivity.


Goal Accomplishment:

A team leader not only sets goals, but also needs to determine how they will be achieved, what obstacles must be overcome in the process, and the timeline necessary. The Team Leadership process provides a proven goal accomplishment model that can be immediately applied to any organization.


Critical Issues Covered Within this Process


  • The Roles and Functions of a Successful Team Leader
  • Organizational Goal Setting
  • Developing Confidence
  • Managing and Controlling Your Use of Time
  • Creating and Managing Performance
  • Creating an Environment for Growth
  • Techniques for Better Training
  • Conducting the Evaluation
  • Taking Corrective Action
  • The Disciplinary Interview
  • Decisions, Habits, and Attitudes
  • Making Quality Decisions


The Results Are Measurable


  • Dynamic Teams
  • Lowered Cost of Doing Business
  • High Performing Individuals
  • Motivation to Accomplish Organizational Goals
  • Increased Revenues
  • Increased Profitability

Schedule Time to Talk with Us

In addition to the above programs, we provide many other products and services to help you turn fear into fuel to drive your success. 

Schedule Time to Talk with US

Improve Your Organization's Performance

Tired of Hiring the WRONG People? We use Science to help you identify the RIGHT fit employees!

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The new hire looked good on paper, they nailed the panel interview with your three  team members, and their Personality Profile was a perfect match for the role. Yet, three weeks into the new relationship, you are questioning the decision to hire this stranger. In our hyper-connected world where poor decisions can multiply like a chain reaction, breaking free of unhelpful bias has never been more urgent or important. 


How do you launch interventions against these biases? Unconscious bias is, after all, unconscious.


Our bias arise from the way our brains are organized. Without mental shortcuts, we would not be able to process as much information or make any decisions at all. Understanding the ubiquitous nature of these biases does little to impact our behavior, instead, we must focus the efforts of our bias mitigation at a different level. Our partners for Human Capital Assessments have designed Science-based assessments which limit human bias. After all, to improve performance, you must:


1. Improve your people (Coaching) 

OR

2. Hire better people (Change Your Hiring Process)


We can help you use Neuroscience to build a better hiring profile. The benefits include: 

  • Improve the quality of the people you hire
  • Increase the speed to proficiency of the people you hire
  • Reduce time to hire
  • Prioritize your candidates by potential versus first come first served
  • Reduce the costs of screening
  • Shift your recruiters time from screening to sourcing
  • Automate your hiring process
  • Reduce or eliminate human bias
  • Create more consistency in your hiring process across locations
  • Ensure compliance with EEOC guidelines for hiring
  • Allow candidates to complete assessments 24/7 and 365

Start your journey to improving your performance by taking the Attribute Index today. This one's on us...

Take the Attribute Index Assessment

Coaching Techniques for the Most Challenging Environments

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Whether you're in a contact center, retail store, or serving customers in any environment, you've likely encountered busy periods where coaching seems impossible. You likely have heard a leader say "We are too busy to coach." If you feel this way or your organization suffers from coaching paralysis due to "busy periods", then you need to talk with us. 


In order to drive performance during peak periods, we've developed a number of techniques which when deployed within a positive workplace culture, result in improved performance. Our customized program Peak Performance has proven to be one of the most effective culture-building, leadership and coaching programs in lifting organizational performance. 


Conatus3 team members have more than 200 years of combined experience partnering with organizations to pinpoint the business processes where coaching can have the greatest impact. Several members have clocked more than 10,000 hours of coaching and developing front line employees to executives.


In our work with Alorica Inc., the world’s leading platform for all customer interactions, we delivered programs (watch the video below on Next Level, the program we designed to support Amazon) which generated returns on investment exceeding $35 per $1 invested.) 


Our strategic partnership with Bellevue University's Human Capital Lab ensures accurate measurement of the impact of training and the resulting ROI. Utilizing the Genius LMS system allows participants to complete follow up implementation work in an environment which tracks progress and provides robust reporting for the organization. This ensures accountability.


Peak Performance, includes 4 sessions which are 3-hours each delivered face to face over 4-days. During the 12-hours, participants gain self-awareness, learn to create a positive workplace culture, and implement a variety of coaching techniques to create positive behavior change in the most challenging environments.


The intensive 4-days of face to face training are supported with a 12-week self-paced learn + implement program which ensures positive behavior change and the creation of new habits.  The approach of learn + implement, using spaced repetition aligns with neuroscience on changing habits and retention of content. This is the differentiation which allows for significant return on investment and sustainable behavior changes. Contact us at 402 909-5599 or e-mail us at info@conatus3.com.

Watch the Next Level Video

What is Emotional Intelligence and WHY is it important?

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Emotional Intelligence is the use of emotions to benefit yourself and those around you. You can tell the difference between a robotic person with no emotions and a charismatic person who seems to move a whole audience. In fact, Daniel Goleman, best selling author of several books on emotional intelligence, says those who have just enough IQ to get into a decent university, but have stellar EI are the ones who find the most success. In other words, the most success people have higher EI. 


How do you measure and manage emotional intelligence? 


Start with completing the Attribute Index to measure your own EI quotient. 


The Attribute Index measures 7 areas of development:

 

  • Communication Skills
  • Interpersonal Skills
  • Personal Motivators
  • Self Awareness
  • Self Management
  • Social Awareness
  • Social Skills


These categories and the core attributes which make up each category will help you benchmark your Emotional Intelligence development. Once you know where you are, then you can begin to improve the specific core attributes needed to improve EI. 


Complete the assessment below now and share it with your team members. There is no cost to complete the assessment and you will receive the results via e-mail. Of course, if you would like to schedule time with an interpretation expert, contact us at growing@conatus3.com

Measure Your Emotional Intelligence Here