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Exploratory Interview

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Creating a relationship with a new client is a highly confidential and selective process.

We begin with a mini-assessment— a highly confidential exploratory interview with a CEO to get to know the company.  Every potential client must commit to spend a day putting all assumptions aside and digging deep, both objectively and personally: Who is this CEO?  What is working, what’s not at your company?  If you fix those problems, how much money do you stand to gain?  (And if you don’t fix them, how much will you lose?)  What are your upsides and downsides as the leader of this company?  Ultimately, how could you do more of what you enjoy, less of what you don’t, and run a more successful, more profitable company?Bad Apple goodApple 

Our strategy is simple: assess, train, and develop— start, learn, follow up.  But it is not cookie-cutter; we analyze what is right and wrong for you, and then proceed according to those needs.  We also discuss our concerns about whether a consulting relationship will really work for both parties. Most importantly, the CEO must be willing and able to truly commit to taking the company through this intensive assessment, training, and development process.

Organizational Assessment

 Our Organizational Assessment is a process to discover all the critical issues within a company creating a complete picture of the
business. Through this confidential process, that is both objective and
personal, we meet with managers and key staff, collect data and analyze
the critical issues to create a mutually agreed upon road map for success.
This road map will take the business to the next level.



Management Training


The assessment process is complete – everyone understands the company's key strengths as well as what needs to be fixed. Now the real action starts. We teach the leaders how to implement the RSTMM® process. We teach them how to Recruit and Select great talent.  We teach them how to Train the new and current talent.  We teach them how to lead, manage, and motivate not only their staff, but each other.  Additionally we focus on marketing strategies.

Once implemented this cohesive team is able to take the company’s human capital efficiency through the roof.







Organizational Development


In sports, it’s possible to hit a ball and make it fly a good distance without any follow-through on the swing.  But the power of following through on the momentum of the action makes the difference between short-term success and a home run, ace, or hole in one!  In the organizational development phase, we act as the project manager to help the CEO and management team implement the recommendations born from the assessment process.

We begin a coaching process with the CEO to stay highly focused on the top priorities identified during the assessment.  The big goals:

Manage the company’s survival, growth, and perpetuation, and increase its financial success.
Coach/advise CEO to make great people decisions.  We follow up to ensure that what’s learned in training is actually installed back at the office.
Installing leadership/accountability for performance, and encourage balanced life at the leadership level.


We measure success according to carefully selected financial goals, corporate consultingbut often it turns out that making money is not the most important outcome for our clients.  Positive change at work inevitably leads to positive changes in personal life, and it is not uncommon for our clients to make major breakthroughs in their personal relationships as a result of what they learn through our coaching and training.  

Finally, organizational development helps distill a clear vision and action plan for what’s next, both business and personal.