People-Powered Growth
for Small Business
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.
2025 Summer Program For Graduating Students
Click to Book A “Career Jumpstart for Graduating Students” Spot Today!
QUESTIONS?: Contact gwen@firepowerteams.com at the FIREPOWER office.
OWNER SWEET SPOT
From top-down owner driven to talent optimized and people driven.
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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.
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KNOW YOUR TEAM INFRASTRUCTURE
Where are you now?
Initial Team Assessments
Role reviews
Identify growth contributor gaps
First Draft Role Maps -
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
TALENT AND TEAM
Cultivate an engaged team of growth contributors
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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
GROWTH PLAN PERFORMANCE
Keep your growth plan on track
Create the system, track progress and manage priorities to ensure people-powered, next-level growth and success.
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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
