This is a five-hour training program based on my published book "The Infinite Power of Teams" which is available on Amazon.com. This, as well as TLD II and TLD III, is available via video conference. I have developed video conferencing to meet the budget and time constraints of my clients. This works 90% as well as face-to-face, though face-to-face remains my preference. I even have one client in California who I've never met face-to-face who has improved productivity in her office by 70% as a result of adopting methods I've helped her with.
.. TLD I is the foundation of team building ..
TLD II, which is actually video conferencing every two weeks with the team and the leader; so I'm therefore coaching team members as well as the leader. I'm only taking clients for TLD II who qualify because this requires a very high level of commitment.
.. TLD II builds on the foundation started in TLD I.......
As clients who have completed the first stage of my teamwork coaching, you now have the opportunity to participate in a very efficient and effective method of building even stronger leadership and team performance. In recognizing how busy all of you are, this user group will be video-conference based. We now have several video-conference formats available so we’ll be able to select the one that works best for us.
There are three great advantages to a users group:
I am also a certified to facilitate strategic operations planning which was developed by Tom Paterson, a Nobel Laureate, who was a close associate of Peter Drucker, who is widely regarded as the father of modern management. This model has developed a significant number of small companies to Fortune 500 status and is unique in it's one-page plan feature and the plan implementation process that keeps things progressing smoothly throughout the year.
The Paterson Process dovetails perfectly with TLD I, II, and III. They’re all in philosophical and procedural alignment, and because they are they work together powerfully.
The planning process involves three days of in-depth analysis of the company’s business beginning with history and ending with solid plans for implementation and follow-up throughout the year. It is also is very definitive about responsibility and accountability. A brief overview of the process includes:
- Initial core team interview.
- What is the business? How did we get here?
- Patterns and trends.
- Four helpful lists.
- Where are the businesses in their market-economic cycles?
- Opportunity mapping.
- Identifying those elusive performance drivers.
- Identifying success requirements and constraining forces.
- Developing the performance model.
- The strategic control panel.
- What are the core issues (W.I.N.’s)?
- Thinking through to a conceptual “Big Idea” strategy.
- The “Wheel of Fortune”.
- An actionable mission.
- Setting a dynamic vision.
- Profiling the key initiatives.
- Key events and outcomes by initiative and timeline.
- Initiative plans.
- Systematic plan management.
- Establishing feedback and learning linkages.
- Building-in renewal: your own “fountain of youth”.
- Plan our work; work our plan.
- Role of champions.
- Forming initiative teams.
- Use of one-page planning worksheets.
Though the effort is rigorous and time-consuming, it is far superior to all strategic plans I have seen in my decades of experience. All others end up basically forgotten and collecting dust. This one is designed to engage all attendees in a dynamic year-long implementation of a plan that best develops the potential of an organization.