People-Powered Growth for Small Business

To manage business growth and continuity, employee teams must understand the impact of their unique abilities on their personal success, and on the success of your company.

We start with a look at your business plan to know exactly where and how to move your business, from owner-driven to team-driven and achieve your next level of growth.

Your team will know how they fit into your growth plan and they will contribute according to their best personal strengths.

OWNER SWEET SPOT

From top-down owner driven to talent optimized and people driven.

PEOPLE-POWERED STRATEGIC PLANNING

  • Explore the strategic plan of your company
  • Get crystal clear on your business vision and priorities
  • Connect your internal roles to your strategic plan

DEFINE YOUR OWNER SWEET-SPOT

  • Redefine your role to its most powerful influence on growth
  • Determine decision-making autonomy to your team of growth contributors

RESTRUCTURE ROLES FOR PEOPLE-POWERED GROWTH

  • Align team strengths into a new People-Powered Org Chart
  • Design your UCRs – Unique Contributor Roles
  • Cultivate proactive leadership in every role

OPTIMIZE YOUR BIGGEST ASSET, YOUR PEOPLE

Align talent as a competitive advantage.

Redesign your traditional org chart for maximum firepower, transition job holders into business contributors, and form a framework for your unique business culture

TALENT ASSESSMENT

  • Assess Individual and Collective Talent
  • Clarify current team input
  • Role Reviews; Understand who is on your team
  • Growth Contributor Gap Analysis
  • Identify Leadership Potential

KNOW YOUR TEAM INFRASTRUCTURE

  • Where are you now?
  • Initial Team Assessments
  • Role reviews
  • Identify growth contributor gaps
  • First Draft Role Maps

TALENT AND TEAM

Cultivate an engaged team of growth contributors

ENGAGE INDIVIDUAL STRENGTHS

  • Unify individual strengths with shared growth objectives
  • Activate previously untapped talents, skills and passions
  • Kolbe M.O. Assessments guide productivity and efficiency
  • Final Role Mapping drives unique team contributions

HIRE AND ONBOARD NEW TALENT

  • Team expansion of new employed or contract members
  • Build Role Description and Selection Criteria
  • Create Interviews – Screening, Role, and Final
  • Conduct Kolbe RightFit® Assessment
  • Partner to vet potential talent for the role and facilitate final selection
  • Create a 90-day Unique Contributor Onboarding Plan to ensure success from day one

NEW CONTRIBUTOR ROLE MAPS

  • Role Purpose, Responsibilities, and Contributor Requirements for every role
  • Personal role maps illustrate roles and career paths
  • Provide a clear view, narrative and expectations for success of each newly designed role
  • “Do more of this, less of that” approach to locking in your best contribution
  • Enable teams to see how their role fits into the big picture
  • Create personal scorecards and review KCIs with your team

UNIQUE CONTRIBUTOR ENGAGEMENT PLAN

  • For a productive start to revised roles
  • Translate your growth plan into specific scorecard and KCIs
  • Connect your people with specific personal contributions to company growth
  • Make sure they are on board and can envision their best contribution to company success
  • Get your whole team on-vision, self-directed, and on fire as growth contributors
  • Identify, develop and engage New Leadership
  • Create and nurture self-directed work teams
logo icon
DOWNLOAD OUR FREE TEAM MEETING SCORECARD

GROWTH PLAN PERFORMANCE

Keep your growth plan fueled and on track

Create the system, track progress and manage priorities to ensure people-powered, next-level growth and success

OWNER PROGRESS CHECK

  • Continual updates on the growth plan from owner perspective
  • Guide alignment of employee contributors to growth
  • Transfer decision making with Decision Points planning
  • Engage teams to manage meeting agendas and ensure productivity
  • Shift your time and energy toward mentoring your business instead of managing it

CONTRIBUTOR PROGRESS CHECKS

  • A key strategic tool, the Progress Check reveals successful work to continue developing, opens dialogue about employee goals and personal desires for their role, and detects problems early so they can be resolved in a timely manner
  • Informs strategic planning alignment of expectations and capability for the role
  • Provides direction for continual professional advancement toward shared growth goals

DYNAMIC TEAM MEETINGS

  • Conduct meetings as self-directed and collaborative teams
  • High-level client outcome/revenue goals, scorecard, contributions
  • Brief and productive format for Quarterly or bi-annual team meetings considers a snapshot of the week ahead or work in progress
  • A continual check and balance for longer term growth initiatives
  • Team Meeting Scorecard is provided to owners and management – with metrics for team meeting success