The Renegade Leader Coaching & Consulting Group

Create Influential

Leaders,One at a

Time.

Organizational Challenges

• People are promoted from within but lack the needed management and leadership experience

“I promoted people to management who never supervised before and they ran into challenges. Debora worked with our employees to assist them with their leadership roles.”

Executive Challenges

• SUCCESSION PLANNING– Difficult to identify leaders for a

succession plan– Challenging to prepare people for

management roles– Career Planning for individuals to

establish career paths.

Team Challenges

• COMMUNICATION– Communication is challenging as a

large organization, operating across 7 states and multiple divisions

– HR has indentified the need for managers to improve communications, people skills, accessibility and empathy to lead more effectively.

Team Challenges

• TEAM WORK– Teams are challenged to be cohesive

with frequent changes in personnel– Not all teams are tied to the

organizations visions, new acquisitions are trying to fit in.

– No standardized behaviors associated with organizational values

HR Challenges

• STAFFING

Employee turnover costs $$$$$

Taking the cost of turnover at 150% of salary, the cost of turnover is then $75,000 per 50k employee who leaves the company. For the mid-sized company of 1,000 employees who has a 10% annual rate of turnover, the annual cost of turnover is $7.5 million!

Plus, the cost of recruitment, hiring, training etc.

Management is 200-250% of Salary plus…

A Leadership Success Story…

Creating a Culture of Success

“Thank you Debora McLaughlin for fulfilling my dream of bringing my company together.

I thought managers were more connected to the company and executive team than they were. It was eye opening and worrisome. With the Culture Day and Leadership Training leaders became confident leaders, the lines of communication were opened with our new virtual community and our core values identified. We had our first employee appreciation day to celebrate our new company!” Tom Boucher, CEO

A Leadership Success Story…

Bringing Coaching to Performance Appraisals

As a small business owner, I used to dread writing annual employee performance appraisals as it always seemed like a negative experience for all involved. I was expected to point out deficiencies in performance and find some way to spin that information in a way that didn't leave the employee feeling like a deflated balloon. After attending a seminar where Donna from Compass Rose Consulting spoke on this very subject, I invited her to speak at our annual managers retreat. Since then we have used her method exclusively and I'm glad to report that the process has come full circle from a truly negative experience to a positive experience for all involved! Susan Stark, Montague Tool &

Supply

Lost Opportunities

– Interpersonal problems with teams and team members.

– Lack of unity with the organization, less grassroots marketing by employees.

– Lack of cross promotion of services.– Reduced opportunity for services for

consumers.

Disengagement Costs Between $243-270 Billion Per Year

29%

Of U.S. Employees are Engaged in

Their Work

High Corporate Mortality Rate

• Fortune 500 companies last 30-40 years– 1 out of 3 gone every 10 years

So What Makes a Long-Lived Company?

• 200 year companies saw themselves as a community first and a profit-generator second

• Sense of Identity and Values

• Tolerance and Openness

• Fiscal Conservation

• Environmentally-Conscious

What to Do?

Understand the Importance of Coaching

and Leadership Development as a VITAL Employee

Engagement Strategy.

Successful Organizations

YOUR SOLUTION

• VALUES DRIVEN CULTURE OF INFLUENCE– Organization that operates with one

mission, one vision in which teams are each moving in the same direction

– Culture that communicates, steps outside of silos and is able to focus on the organization as a whole

– Provides a standard way of communicating and behaving that demonstrates the organizational values

Create Influential Leaders who

promote Employee Engagement and

Build Collaborative Cultures.

Influential Leaders

BIG RESULTS!

• Builds confident leaders, trusting environments, open communication, and a culture of collaboration and employee engagement.

“…their leadership development program for our managers was the best thing we’ve done in ten years.” Dan Fraser, CFO

Benefits

Best Buy Reports Gaining$100,000.00 in Operating Revenue for every 1/10th of a percentage point increase in Employee Engagement.

Engaged employees perform up to

28% better and are

87% less likely to leave the organization.

Of Engaged Employees…

•Believe they can positively impact the quality of their company’s products and services

84%

•Believe they can impact service delivery and client retention

72%

•Want to take a stake in reducing costs and improving the bottom

68%

Our Focus Together Is To:

Develop Leaders as Coaches

Produce high performing teams through Engagement

Build Collaborative Cultures

Gain Positive Financial Outcomes, Increased Performance, Productivity and Employee Pride

The I.N.F.L.U.E.N.C.E Framework

• Starts with the Executive Leadership Team– Executive Leaders Set The Tone– As We Move Through the

Organization – Values are Communicated Throughout the Organization

Shift in Culture

– Optimize Leader Buy-in – Our solution starts with Executive

Leaders• Assessment• Building Capacity and Skill Building• Values definition • The Leadership Challenge

provides an evidence based standard

of leadership for all to model.

The Renegade LeaderCHALLENGEYour Leadership Standard!

Shift in Culture

– Coaching Competencies• Assessment• Building Capacity and Skill Building• Behavioral definition of Values• Coaching for Commitment

provides an coaching skills based on

the coaching governing body, The International Coach Federation.

Coaching for Commitment

Selected and Used By

Coaching has Impact!

• Gillette Children’s Specialty Healthcare in St. Paul, Minnesota was awarded the APA Psychologically Healthy Workplace - Best Practice Award in 2010.

“Gillette which is already a highly decorated organization--one of “America’s Best Children’s Hospitals” for orthopedics and a “Magnet Nursing” hospital--has given full credit to Coaching for Commitment for winning its latest award!

• “Initiatives like our coaching program are the reason Gillette consistently sees high employee satisfaction and low turnover rates,” says Betty Rivard, vice president, Human Resources at Gillette. “This national honor is a source of pride, and validates that our efforts to create a healthy work environment are successful. Satisfied and fulfilled employees help us provide the best possible care to our patients."

Why is Coaching SO Important?

• Control model for managing and leading isn’t working

• Present need is to do more with less and empower people.

• Coaching is a primary tool for employee engagement optimizing profits and productivity.

Why is Coaching SO Important?

• Increases Employee Engagement

• Enables Leaders to have improved communications, increased emotional intelligence.

• Coaching is a primary tool for employee engagement optimizing profits and productivity.

Why is Coaching SO Important?

• Increased performance, effective leadership has been shown to increase performance by 30%

• Customer Service Excellence: 85% of engaged employees feel they can positively influence customer service.

Plus…

• Increased margins due to increased productivity, cost consciousness and dedication to the organization goals.

• Management gains the freedom to act in way to improve operations, reduce costs.– Employees feel their work has value, they are

valued and they commit themselves to the value they provide to others.

Our Focus Together Is To:

Develop Leaders as CoachesIncrease Employee EngagementBuild Collaborative Cultures

Gain Positive Financial Outcomes, Increased Performance, Productivity and Employee Pride

Implementation Timeline

Executive Team

Management Teams

Train The Trainer

All Staff

Leadership Assessment

Coaching Competency Assessment

Coaching Competency Assessment

Optional Culture Assessment

Leadership Challenge Three Day Retreat

Coaching for Commitment Two Day Skill Development

Coaching For Commitment Two Day Skill Development

Coaching For Commitment One Day Training

Quarterly Review Optional Culture/Values Event

Optional Quarterly Review

Video Observation Facilitators Materials

Review with In-House Trainers

Train the Trainer

• Designed to fit yourNeeds

Training

Review

Feedback

Materials

Support

Results!

• Increased Employee Engagement• Increased Employee Retention• Savings of Funds and Resources with

engaged and retained employees

Results!

• Leadership Development Plans that work to develop leaders due to a long term leadership standard that is updated with the times..

• Promote Employees from within• Standards of Behaviors and Values

Benefits of an Influential Coaching Culture

• Ability promote employees from within

• Sets a standards of Behaviors and Values

• Values and Behaviors can be linked to the hiring and review process

• Decisions are made with the organizational goals in mind.

The Renegade Leader Coaching & Consulting Group

• Track Record with Fortune 500, Private Business and Non Profit Clients

• Understanding of Non Profit Culture and Work Environment

• Executive Coaches, Team Strategist• Ability to Shift Cultures• Focus on Organizational Mission,

Values and Vision

Real World Leadership Institute

• Implementation Throughout the Organization

• Executive Leadership Team• Managers – start the cultural shift• Train the Trainer model brings

coaching to all levels of staff

The Renegade Leader Coaching & Consulting Group

• Offers…

Assessments

Quarterly Executive Briefings

Leadership Breakthrough Program

The Leadership Briefing

www.RenegadeLeaderFan.com

The Renegade Leader 9 Success Strategies Driven Leaders Use

to Ignite People, Performance & Profits

book…

Six Shifts to Turbo Charge your Leadership at

www.TheRenegadeLeader.com

FREE Report