NEW LOGO ELLC LARGE _jFor our corporate clients, we provide your employees with training, and/or executive coaching to help with behavior modification, improve relationships and reach agreed upon goals.

Areas of specialization include:

    • Cognitive Listening
      • In science, cognition refers to mental processes. These processes include attention, remembering, producing and understanding language, solving problems, and making decisions. It is can be used to explain attitudes, attribution and groups dynamics.
        The term cognition also refers to a faculty for the processing of information, applying knowledge, and changing preferences.
      • We work with our clients to use this science to effect leadership skills.
    • Transitioning
      • Although everyone’s experience with career transition is unique, we provide tools, perspectives, maps, exercises, and general assistance that supports our clients in having a transition which is smooth and garners better results.
      • One-on-one coaching is customized specifically to each client’s unique situation.
      • Coaching starts with a discovery session during which a customized program to support their transition process is designed. The coaching relationship lasts as long as our clients want it to, but we ask that clients plan for at least a 3-month commitment in order to make sufficient progress.
    • Executive Presence
      • Executive Presence arises from a multi-faceted set of skills. The leader must exude authenticity, which includes confidence, competence and the ability to engage emotionally. Arguably self-awareness, intellectual and interpersonal competencies are probably the most important aspects of executive presence. We work with our clients by using an integrated developmental approach—starting with an 360° assessment of their current leadership skills.
      • What is the industry retention rate in your industry or your local area? If it is consistent with those measures, your organization may be fine.
        Assuming it is 26.7 percent. If 26.7 percent is higher than your overall employee turnover rate, the industry standard, or the standard turnover in the area, you might want to review your selection or on-boarding process.
        We methodically work with our clients to first understand their culture and then we examine the process in relationship to their existing culture to reduce the rate of turnover.
    • Performance Development 
      • We work with our clients to develop employee development plans which are beneficial for the organization in terms of increased productivity and retention. Our process includes many if not all of the following eight “train the trainer” steps depending on the stage of our clients process:
        1. Define the purpose of the job, job duties, and responsibilities.
        2. Define performance goals with measurable outcomes.
        3. Define the priority of each job responsibility and goal in relationship to the organization and the specific goal.
        4. Define performance standards for key competencies of the job.
        5. Hold interim discussions and provide positive and constructive feedback about employee performance, weekly, summarized and discussed, at least, quarterly.
        6. Jot notes about contributions or problems throughout the quarter, in an employee file.
        7. Use of a 360° performance feedback system.
        8. Develop and administer a coaching and improvement plan if the employee is not meeting expectations.
    • Knowledge Transfer
      • Knowledge transfer is the practical problem of transferring knowledge from one part of the organization to another (or all other) part(s) of the organization. Like knowledge management, knowledge transfer seeks to organize, create, capture or distribute knowledge and ensure its availability for future users. It is considered to be more than just a communication problem. Knowledge transfer is complex because knowledge resides in organizational members, tools, tasks, and their sub-networks and much knowledge in organizations is tacit or hard to articulate.
      • We will work with you develop a formulaic approach to capturing and organizing critical information future organizational use.

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