“The Four Agreements”

1. Be impeccable with your word.
2. Don’t take anything personally.
3. Don’t make assumptions.
4. Always do your best. ” 

― don Miguel Ruiz, The Four Agreements: A Practical Guide to Personal Freedom

Julie brings the professional version of "Men are from Mars, Women are from Venus" enabling executives to learn how to communicate better and more cohesively with one another.

From recent Barron’s Teams Summit…

  • Those over the age of 55 hold approximately 55% of the US household wealth. Obviously, the reciprocal of that means that those under the age of 55 (Gen Xers and Millennials) hold 45% of wealth already.
  • There are already over 600,000 Millennial millionaires.
  • Approximately $68trillion will transfer from those over the age of 55 to GenX and Millennials in the next 5-10 years.
  • Advisors who are not paying attention to what the younger generations want will loose existing AUM, and will not participate in receiving new clients, or their assets.
  • Several studies have shown that between 45-80% of Millennials will fire their parent’s and/or grandparent’s asset managers.
  • Fewer than 60% of HNW practices have deepened the client relationships beyond the patriarch.
  • The success rate of ‘selling’ to existing clients (and deepening existing relationships) is 60-70%. The success rate of gaining new clients is as low as 5-20%.

(Sources include Cerulli, RBC, Ken Blanchard)

Team Coaching

Engagement

Are you trying to create a workplace culture that engages employees, increases company sales and profitability?

Leadership

Are you looking to enhance leadership capabilities or address a specific leadership challenge that may seem intractable?

  • Employees who are engaged are more likely to stay with their organization, reducing overall turnover and the costs associated with it. They feel a stronger bond to their organization’s mission and purpose, making them more effective brand ambassadors. They build stronger relationships with customers, helping their company increase sales and profitability.

  • Only 33% of U.S. workers are engaged.

  • Gallup estimates that actively disengaged employees cost the U.S. $483 billion to $605 billion each year in lost productivity.

  • Employees are leaving their job for numerous reasons. The most common explanations employees give when voluntarily exiting their job are:

    • career growth opportunities

    • pay and benefits

    • manager or management

    • company culture

    • job fit

  • “Leaders have to create cultures that reflect the wants and needs of the modern workforce, regardless of job type or industry. They must give employees a reason to choose them, stay with them and perform at their best.”

    Source: News.Gallup.com, State of the American Workforce 2017

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It’s no secret that diversity of thought, the way we solve problems, and an engaged workforce lead to better outcomes, innovation, growth, and revenue companies need.

It’s the potpourri of perspectives and resources that will ultimately birth the best solutions for organizations, clients, and shareholders. And yes, your bottom line is dependent on it.

As a company devoted to developing inclusive leaders at all levels, we possess an insider’s perspective and shed light on innovative and effective strategies executives consider while promoting diverse and inclusive leadership teams, work/life integration, and employee engagement and well-being.

It is this level of care and engagement that will help us achieve higher levels of performance and success, and in turn, enable our teams and companies to flourish.

Harvard Business School, Wharton, Berkeley, MIT…  Google, Southwest Airlines, Chick-Fil-A….

I will provide articles and studies which prove that a team who acts with self and mutual respect, empowerment, understanding and loyalty is a team who will outperform at all times. I will show you why.

Examples of topics we will dig in to:

  • Do those you lead trust you?
  • Do each of your team members feel they have a “seat at the table”?
  • Do you know what drives them, makes them feel valued and empowered, makes them feel heard?

If you do, the sky is the limit. Their loyalty will be iron clad, their efficiency and productivity will meaningfully boost your bottom line.

As individuals and then as a team, we will uncover and discuss the following:

  • What is/are the challenges/frustrations we know and are willing to admit?
  • What is/are the challenges/frustrations we know but are not willing to admit?
  • And then, we will dive into, what are the challenges/frustrations that we don’t know we don’t know.

In Transition?

Are you going through a time of growth, change and/or transition? I will sit down with you to develop a plan to ensure all team members understand the WHY behind the change, and are thus more likely to be on board and engaged.

Times of transition can be very stressful! Everyone is going in a million different directions, and stressed out. Sometimes you and your team members are way too busy for any one person to be a “go to”.

I will assist you in being that person; sharing one message, being a sounding board for ideas and concerns. I will then bring a list to you, the leader, once or twice each day. We will go through the list line by line, and then I will meet with each individual to communicate your thoughts/decisions.

What We Can Achieve Together

Develop a climate of psychological safety, conducive to collective learning. Team members learn to have open dialogue, to share concerns and fears and to work with constructive, empathetic challenge. As a result they build deeper levels of trust and higher quality of collaboration.

  • Gain greater clarity, coherence and consistency around priorities – what’s most important for the team to achieve collectively. One of the signs that a team is successful in this is that individuals routinely put the team priorities ahead of their own personal task priorities.
  • Better understand the processes that underlie how the team works, and identify ways to improve these. Team coaching helps the team question and validate its own assumptions, with the result often being that new ways of working frequently emerge
  • Manage all three types of conflict (task, process and relationship) constructively – so that conflict becomes a driver of performance, rather than a barrier.
  • Understand and value the contribution each member can make at their best, and how to support each other in creating circumstances, where they can play to their strengths
  • Explore the team culture and help it evolve in line with changing environment, while still enabling everyone to retain their personal authenticity
  • Increase the level of creativity and innovation
  • Manage its reputation within and outside the organization
  • Improve the effectiveness of communication, both between team members and with external stakeholders
  • Have a stronger sense of shared purpose
  • Become more resilient to setbacks
  • Adjust its temporal orientation (achieving a better balance between attention to the past, present, near future and long-term future)

As your partner, we work closely with you and your organization to develop a customized coaching program and training suited to address specific goals, needs, and challenges and deliver measurable results that impact the organization. 

You don’t have to do this alone, or the hard way

  • Engage with a private coach to up-level your mind-set and set yourself up for success

  • Circumvent roadblocks, limiting beliefs, assumptions, fears, doubts, etc.

  • Adopt daily practices that boost your confidence and well-being

  • Get continuous accountability and support from your results focused coach 

We will do this together. I am simply a call or an email away. 

Get Started Now!