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"Leaders Matter is dedicated to helping organizations and individuals accomplish more than they ever dreamed possible, by enabling and executing change."
—Marti Smye, PhD Founder, Leaders Matter |
How We Work
At Leaders Matter, we dedicate ourselves to:
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Our Solution Set Includes: |
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Increasing Engagement, Productivity and Retention On-boarding has a measurable impact on retention and on productivity. Successful talent acquisition strategies are optimized by combining hiring the "right" person with supporting their successful transition to the new role. The outcome of this strategy serves two purposes: increasing engagement of the new talent in the new role and organization as well as accelerate their contribution to results. |
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We impact on-boarding and performance acceleration in two ways: First 100 days Leadership On-Boarding process: There is much evidence that the first 100 days are the most critical for a new leader. There is a fine line between moving too fast and thus disengaging employees, peers and other stakeholders and moving too slow, thus eroding credibility and leadership potential. Our "first 100 day" leadership coaching process ensures success by providing support to the new leader as they gather information on their new organization, new roles, and new context, and provide them the support to find that sweet-spot of impact and action that ensures engagement of stakeholders and maximizes contribution to the organization. Key areas of focus in this are:
Research indicates that 70% of new leaders fail to deliver on the expectations of the hiring (or promoting) organization. Statistics are as high as 50% fail to stay with the organization beyond 1 year. These statistics change significantly when the new leader is provided relevant on-boarding support. 90% of new leaders are seen as highly successful and contribution and productivity increase substantially. Producer Performance Acceleration: This solution targets the producer roles within an organization (Sales, relationship managers, financial advisors). These roles have a significant impact on revenue generation and the street reputation of the organization. These roles are also often recruited in groups in line with a development cycle and are often recent graduates. The Producer Performance Acceleration program is a 5-month coaching program focused on maximizing individual and group potential through focused coaching, development and peer learning. Deliverables
This process has been applied to new private banking professionals Senior Relationship Bankers, Investment Counselors, and selected other sales and wealth management professionals, resulting in a 35% increase in monthly production goals, a 71% increase in sales to affluent households, and an 18% increase in retention of successful advisors. |
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Building Success and Sustainability Increasingly, boards, investors, clients and the general public have become interested in consistency in experience as well as the sustainability of business success through the development of talent and planning for succession. Our approach is steeped in the strategy of the organization and the skill-set and mindset required for today and tomorrow. |
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We impact on-boarding and performance acceleration in two ways: First 100 days Leadership On-Boarding process: There is much evidence that the first 100 days are the most critical for a new leader. There is a fine line between moving too fast and thus disengaging employees, peers and other stakeholders and moving too slow, thus eroding credibility and leadership potential. Our "first 100 day" leadership coaching process ensures success by providing support to the new leader as they gather information on their new organization, new roles, and new context, and provide them the support to find that sweet-spot of impact and action that ensures engagement of stakeholders and maximizes contribution to the organization. Key areas of focus in this are: Talent Assessment: We work with our client organizations to identify the success profile for their organization and critical roles within the organization in order to achieve the strategy and deliver results. With this, we build an assessment process that can a) identify who the high potential talent is, b) identify development needs for individuals in the area of skill set and mindset, and c) provide robust feedback through 360 degree feedback. Leadership Development: Hiring the right people is only the start of creating high performance. Investing in the development of talent is one of the most significant efforts linked to retention. Our approach looks at strategy, and believes in leaders learning using the real work of the business. We leverage the best in leadership theory, innovations in technology, and cohort learning that has leaders learning together and building relationships as well as capability. High Potential Identification/Development: In many industries today, demographic trends are putting an increased emphasis on building leadership potential. This involves identifying them earlier and putting them on a path where they can define and develop a leadership profile that supports the organization direction. Leadership Coaching and Mentoring: Coaching has been identified as one of the most impactful ways of developing leaders. Our coaches have all been business leaders in their own right as well as bringing the rigor of coaching methodology. They work with the organization, the individual and their boss to ensure that the coaching engagement delivers real results. The focus of a coaching engagement is work with the individual on leadership strengths and weaknesses and to build competence, capacity and capability. Coaching engagements can be linked to a) identified areas for development; b) supporting and individual take a step up to a more strategic role c) support career management and career planning decisions, and d) serve as a strategic advisor to help with executive level decision maker. Somewhat different from coaching, mentoring matches an individual with a seasoned leader, with real experience either within the organization the individual works, or who brings real life experience within the same industry or profession. The role of the mentor is to develop the leader through sharing personal experiences and to help the individual navigate the political landscape. Retention Programs: All of what has been described above can serve as retention programs; however there are times when understanding the needs and expectations of your talent can better ensure alignment of programs to needs. In support of this, we craft and administer an organizational diagnostic and make recommendations to ensure that actions are taken against initiatives that will deliver real impact on engagement and retention of talent. Succession Planning: Connected directly to the importance of sustainability is the question of succession. Boards and investors are becoming increasingly interested in the succession strategy for the organization. This interest can range from succession for critical roles to a succession management system focused on a pool of candidates ready to take on key leadership roles in the organization. We work with our clients to determine which roles are critical for succession and determine the best strategy for succession for their organization and support execution on this strategy through assessment, facilitation of talent review, selection and development. |
Organization Development, Effectiveness and Optimization [back to top] |
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Leveraging the Power of Alignment High performance is achieved when form follows function. This includes a culture that drives the right behaviors and rewards the right outcomes, and a design that ensures clarity of accountability and reduces duplication and rework. We work with organizations to ensure alignment between culture and strategy and a structure that promotes accountability and action |
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Organizational Development: Our organizational development initiatives range from strategy facilitation to organizational design. We also look at alignment between organizational strategy, talent strategy and structure. Our highly impactful accountability process builds clarity of roles and responsibilities and shifts focus from task to outcomes. Culture Assessment and Optimization: Organizational culture exists, whether it is crafted or not. Strong organizations take time to understand their cultures and adapt them to ensure they are aligned with the direction of the organization and are focused on engaging their employees. Our process includes using strategy to guide discussions related to optimal culture. We then conduct an assessment to measure current culture and then work with the organization to create action plans to shift to the optimal culture. |
And...we thrive on: |
Collaboration |
We welcome interacting with your internal experts and also with external consulting groups you may already have engaged. |