by Doug Gray | Nov 14, 2012 | Business, change, Coaching, Employment, money, Personal Development, strengths
…is as smart as eating pasta without a fork. You can get something done. But it’s messy.
Assessments define coaching success for several reasons. At an organizational level, we define patterns, norms, needs, oddities. At an individual level, we determine job fit, strengths, career path, succession, potential value.
Recently I met a consultant (with an undergraduate degree from Harvard College) who stated, “I don’t need to use assessments in my work.” I discarded his opinion. Rubbish.
We always use assessments. The data is invaluable for coaching and consulting.
How about you?
by Doug Gray | Oct 7, 2012 | Business, change, Coaching, Employment, energy industry, Financial Professionals, Leadership, Managers, money, Resources, safety, Sales, strengths
Let’s reduce some mystery in the consulting industry.
Annual revenue from management consulting in the U.S. was over $58B in 2016.
Question: How much should you invest in your team or group?
Answer: Enough to guarantee that your outcomes are exceeded. Not a dollar more.
Use these Organizational Consulting Activities and Fee Ranges as a guideline.
1. Consulting Day Onsite. Fee Range $3,000-$10,000. The primary reason to invest in external consulting is to accelerate desired change behaviors. The services may include (1) assessments, (2) coaching or consulting, or (3) skills training. Those services may be for individuals, groups (defined as 2+ people), or organizations. Be wary of consultants who bill by the hour, because that practice is transactional and inherently unethical. Be wary of consultants who offer an “in-town reduction,” or who charge additional fees for books, materials, or excessive travel. Only select external consultants who provide tremendous value, clear contracts, expected outcomes, and then exceed any promises. We typically provide three choices. For details click here.
2. Consulting Day Offsite (research, data analysis, assessment development, etc.) Fee Range $1,000-$5,000. The primary reason to invest in such consulting days is to enable an expert to customize evidence-based content for your organization. Be wary of consultants who charge an excessive fee for research on your project. Those consultants may not be subject matter experts- they may be billing you for their self-study. That practice is both expensive and unethical. However, it is fair and reasonable for any consultant to provide a summary of value provided for any offsite consulting work such as customization, research, or data analysis. We always include those expenses in our value-based contracts for services. Click here for details.
3. Keynote or other brief speech. Fee Range $2,000- $15,000. The primary reason to invest in a motivational speaker is to introduce a new topic or to accelerate learning. For instance, when we speak on “How to Apply Positive Psychology to your organization” the material is customized for your specific learning outcome. Too many professional speakers (including some distinguished members of the National Speakers Association who endlessly self-promote) are struggling to survive. (We have met many of them. In fact, Doug’s brother, Stuart Gray, was featured on the cover of NSA Magazine.) Only select speakers who can provide video evidence of their relevant expertise. There is little evidence validating a long term impact from any motivational speaker. The real value of speaking is to integrate customized learning into your business outcomes. For recent details on our speaking expertise click here.
4. Half-day workshop. Fee Range $2,500- $7,500. There may be a compelling business reason to provide content in a half-day workshop, rather than a full-day workshop. For instance, when we provide workshops we integrate virtual or digital training into the process, with pre-event assessments, a digital playbook, and post-event impact boosters. Those are evidence-based aspects of our process; therefore, we provide them at no additional cost for a workshop of any length. Some consultants will have additional expenses if, for instance, we have 200 attendees instead of 20. Those are real costs for assessments, customized program materials, group coaching, etc. Be wary of any leadership program that is “off the shelf.” There is little evidence to support their value. And be wary of the assumption that a consultant can “condense a full-day into a half-day.” That assumption is absurd. Half-day workshops have different business outcomes from full-day workshops. For details on each workshop design, contact us here.
5. Full-day workshop. Fee Range $5,000- $15,000. Only select proven consultants who provide tremendous value. Adult learners require meaningful experiential events. Anything else is a waste of time, money and energy. Leader development must be customized if you want impact. Consider these facts: Your operational investment into your full-day workshop is multi-fold. The direct costs of the facility ($5,000) plus the direct costs of 20 people away from their desks ($20,000+) plus the real business lost from that day ($20,000+) mean that your investment in that full day workshop for 20 people actually exceeds $45,000. We strongly recommend that you invest in expert consultants facilitating a complete process of pre-event assessment, customized delivery, and post-event impact boosters tied to business outcomes. We have delivered hundreds of these programs. For details contact us today.
6. Executive Retreat, per day. Fee Range $10,000-$50,000. Executive leaders have unique demands on time and energy. They require condensed leadership development experiences. Those experiences must be remarkable. We have facilitated executive retreats with private chefs in the mountains, and with professional actors in the city. The reason to invest in an executive retreat program is to accelerate new learning in short, remarkable periods of time. The goal is strategic transformation or breakthrough. The action learning model is designed to foster breakthrough experiences. Customization for your executive team is critical. That process requires partnership with external trusted consultants. That’s why you should call today. For details, contact us.
7. Systems Implementation (e.g. talent assessment, organizational culture change, succession planning initiative). Fee Range $10,000- $50,000. Organizational leadership may be defined broadly as a series of phased interventions toward desired business outcomes. That process requires ongoing active leadership from external consultants. We provide the objective assessments that you require. Be wary of any consultants who depend on online talent assessments for lower level employees, or those who sell boilerplate programs. 60-80% of change initiatives fail to be adopted. Contact us for the detailed citations. Do not waste any time or money. Your success requires executive sponsorship, valid assessments (often at individual, team and organizational levels), proven process steps with measures for accountability, and specific expertise. We are the experts. We typically provide three choices or a phased set of solutions. For details, contact us.
8. Employee or Customer Surveys. Fee Range $15,000- $100,000+. Caution: the ability to create an online survey does not make one expert in the use of surveys. The primary reason to invest in any survey is to assess a population and make informed recommendations toward some desired business outcome. Valid data requires external consultants with a reliable process. Internal “consultants” or departments may be self-serving, because they are required to justify their importance. Consequently, their survey findings may not be valid. External service providers are absolutely essential for an objective assessment of your organizational performance. The scope of your investment in these external surveys must vary with the scope of your business needs. Assessments are (1) quantitative, (2) qualitative, or (3) mixed. We strongly recommend that you hire an external consultant for surveys. Contact us for details.
9. Strategy Formulation. Fee Range $50,000- $150,000. One definition of strategy is a 3-year horizon line of behavior that reinforces the organizational culture. The process of strategy formulation requires expert facilitators who can assess purpose, mission, values and culture. External consultants with unrelated expertise may provide the best value to your organization. For instance, we have worked with attorneys and accountants for 20+ years. Recently we were hired to work with a mid-sized company of IT providers who required a new way of thinking about strategy. They were delighted with their new strategy. Be wary of the consultant who says, “I have no bias.” We all have biases, and expertise, that will affect any investment in strategy formulation. Our bias is based on evidence-based research in positive psychology that assumes a growth mindset that groups can flourish. Our strategy formulation services are always provided in measurable phases with milestones, so that all parties are delighted. For details contact us.
10. Organizational or Group Assessment. Fee Range $20,000- $200,000. External consultants are the ONLY people capable of providing objective data about your organization. Internal consultants have an inherent bias that limits their effectiveness. We partner with your internal leaders to provide the data you need to make informed decisions, reduce cost, or mitigate risk. For 30+ years we have provided expert organizational and group assessments. We know that the best talent assessment methodology includes a multi-rater (2+ consultants) multi-method (quantitative and qualitative) design, because the result has high predictive validity and reliability. However, your group may only need a quantitative assessment. Assessments are (1) quantitative, (2) qualitative, or (3) mixed. Our theoretical model focuses on positive psychology, therefore we make recommendations based on your individual and organizational capacity to flourish. Then we help you implement those recommendations. Those details are here.
What are you waiting for? Contact us today.
Download this list of services and investment levels now:
Now you have some numbers. So what?
Contact us today.
Or call us at 615.905.1892 or schedule your initial consultation here.
by Doug Gray | Feb 8, 2012 | Business, change, Coaching, Financial Professionals, Leadership, Managers, Meetings, money, strengths, Success
Yesterday I had this scenario. A second meeting with a prospective client named “Mike.” Perhaps you have had a similar scenario…
Our first meeting was in his office, after a referral from a current client. I met his staff. I learned their needs. I clearly explained the value of coaching. He agreed to a sample session. We quickly determined his strengths. He summarized those strengths. He defined possible focus areas for coaching. He requested 4 days to discuss the coaching investment before our second meeting. I asked him, “What will be different in 4 days that will enable you to say yes at that time?” He had a slippery answer. Regardless, we agreed to meet by phone for the second meeting, at which time he would say yes/no or define a clear future/ next step.
Then, yesterday, we met by phone. He wanted me to “sell him on my services.” I demurred. I do not yet know the value of coaching to his small business. If he does some work, the value will be vast. He may increase his assets over $100K in fewer than 12 months. If he does not do the work, the value of coaching will be zero. He did not like that fact.
After a few attempts back to his agenda, I stated that I was not likely his coaching partner.
There is an energy between people. His behavioral energy was verbally competitive. He needed to win the arguments. So of course I let him “win.”
Rigidity kills relationships.
In fact, rigidity is the #1 career killer. There are many competencies that can hinder a career. Low empathy. Poor communication. Unclear expectations. Unwillingness to listen. Rigidity is the #1 career killer.
Think of someone you avoid. Are they rigid?
Now think of someone successful (however you define “success.”) Are they flexible?
One reason I love my work is because I get to select who I work with. I would much rather work with someone who is flexible, open to defining their future, than someone who is rigid.
A related example is the often quoted passage from Steve Jobs at Apple, that, “I am most proud of what we said “no” to at Apple.”
Throughout recorded history, which is only 650,000 years, the most successful people have focused on their goals. They/we have said “no” to distractions.
A coaching question for you may be, “Who do you need to say “no” to today?
by Doug Gray | Dec 11, 2011 | book review, Business, change, Coaching, digital, Employment, energy industry, exercise, faith, family, Financial Professionals, Front, global, healthcare, Leadership, Managers, Meetings, money, Personal Development, physicians, published articles, Resources, safety, Sales, strengths, Success, talent, talent assessment, video
Welcome,
It may be obvious, however, I want to encourage you to:
1. Scroll over the boxes/categories on the sidebar for key words that interest you.
2. Enter any word in the search button. Then follow that post to more posts.
3. Write a comment. Your thoughts are more important than mine.
4. Forward any posts to your friends/colleagues.
5. Join the RSS feed so that you receive regular blog updates as they are posted.
The purpose of this blog is to share what works.
So, what works for you?
by Doug Gray | Dec 9, 2011 | change, exercise, family, Leadership, Managers, Meetings, money, Personal Development, strengths, Success
Recently our high school-aged daughter asked, “Daddy, you talk to people all day long about their success. If you can make it simple, what are the two keys to success?”
If she was quizzing me, then I failed. Perhaps because I did not expect the question, perhaps because I wanted to say something special to her.
I said something trite: Focus on your strengths. Persist. Follow your passions. Build a great team. But sadly, like most of us, perhaps, I just could not find the words. Frankly, I struck out.
Then yesterday someone made it simple. Now I can answer her…
What are the 2 keys to success?
1. Attention, and 2. Support.
Just as we attend to an infant and support their growth, we create gardens of success. Every successful person talks about those who gave them attention. Their mentors. Their elders. Their coaches. Those who listened well, believed in them, supported them. After repeated actions toward a desirable goal, those people thrived and eventually felt successful.
This morning I shared this idea with someone. She doodled a circle, then drew an exclamation point, bold, in the center of the circle, to represent “attention,” then she gave it legs to represent “support,” then gave it an arrow to represent a future success. That image works!
******************
The same pattern occurs in a coaching engagement. When I first meet someone they may be uncertain of the process, unclear about why they are receiving the attention. A common fear is that coaching is a process of “fixing behavioral gaps or deficiencies.” As if we could dunk people into a “flea and tick bath” and they emerge cleaned, ready for the next challenge. Instead, people decide if they like the attention, if they can use the support, and if they want to develop their strengths. That choice is the key to success.
So, key coaching questions may include, “Who do you need to give more attention to?” Or, “How can you support someone’s strengths?”
Time to go… I now have an answer for my daughter.
What are you going to do?
by Doug Gray | Nov 10, 2011 | book review, change, Coaching, faith, Leadership, Managers, Meetings, money, Personal Development, Resources, strengths, Success
One of my coaching clients recently shared some CDs based on this question. He provoked me. And I loved it.
Take this quiz:
1. I watch the evening news (despite its focus on violence and deprivation)
2. I listen to negative feedback from customers more than positive feedback
3. I regularly focus on the positive qualities of my life, and state them as choices
4. I agree that over 70% of people are motivated by fear
Now pause. And notice what you are feeling or thinking…
Who/What do you listen to?
If you listen to negative messages you will see the negatives.
If you are reading this blog, then you probably want to see positive results.
Here are three favorite resources: Martin Seligman’s research into Learned Optimism assures us that those who learn to be optimistic can have tremendous health and professional benefits. And Marcus Buckingham’s research at the Gallup foundation in Significant Strengths found that individual and team success is a result of intentional focus on your strengths.
In 2008 I attended a 3-day coach certification program lead by iPEC in Chicago. The gist of the content was to introduce the relationship between anabolic energy (positive, constructive, healing and growth-oriented) and catabolic energy (draining, destructive, potentially toxic.)
We have choices: to live anabolically or catabolically.
And we all know that who we listen to effects how we think/act. Examples abound, from talk radio to war-based propaganda to marketing.
A better question may be: Who/What do you CHOOSE to listen to?
Some people wake up and intentionally:
- spend 30+ minutes in yoga, or regular exercise
- spend 10+ minutes in prayer, or reading uplifting material such as “Success” magazine
- spend 20+ minutes writing expressions of gratitude in a journal, or love letters to family, or paint a gift
Throughout the day some people intentionally:
- begin every conversation by asking, “Is this a good time for us to talk?”
- end every conversation with a specific, genuine compliment
- maintain a list of the 5+ daily calls to friends or positive people that they make
- create a better future by focusing on HOW to make someone feel better, be more productive, own a success, etc
So, who/what are you CHOOSING to listen to?
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