Frequently Asked Questions

1. What is the tangible results from your development programs?
   
   
2. Shouldn't my managers be responsible for developing my people and people systems?
   
   
3. Why invest in people when they just leave anyway?
   
   
4. Isn't it expensive to spend on people related projects?
   
   
5. How can you be more cost effective than hiring an in-house expert for just the cost of one salary?
   
   
6. How are you different from the other companies who claim to be able to help us?
   
   

1."What is the tangible results from your development
programs?"

There are three areas of measurement that we pre-determine before beginning work with any client.

We can measure the efforts or inputs that participants put into their assignments after we have worked with them. This means the use of tools, processes, information sources and communications that we know are very likely to improve performance if done regularly.

We can measure observable behaviors that occur in carrying out the job task after we have worked with a participant. This can be the way a sales person asks qualifying questions or negotiates a more profitable order.

Finally, we measure the actual performance result or outputs that occur as a result of positively changing the way participants behave. An example would be increased order sizes, shorter sales cycles or reduced customer complaints.

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2."Shouldn't my managers be responsible for developing my people and people systems?"

There are very few people that have all the coaching, technical, and process implementation abilities that we dream of having in a manager. Business professionals can only survive if they are looking for their weak areas and getting help to improve them ongoing.

3."Why invest in people when they just leave anyway?"

The less a company spends on people development the more likely they are to leave sooner. Also, it's always the best people who leave as a result looking for a company that does recognize and reward them. Often it's not the people who leave that are the problem, you need to look at the people that stay.

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4."Isn't it expensive to spend on people related projects?"

If you think training is expensive, try ignorance. The cost of duplication of effort, lost customer opportunity, miscommunication, rework, low profit margins and turnover is why companies don't grow properly.

5."How can you be more cost effective than hiring an in-house expert for just the cost of one salary?

Can you hire one person that legitimately has experience in:

• Assessing development needs accurately?
• Developing complete training programs along with customized material?
• Facilitating groups competently?
• Gaining credibility in multiple topic areas?
• Administering and coordinating all program efforts?
• Presenting an objective view on impact and recommendations for change?
• Accessing additional resources for the customization you will need?

6."How are you different from the other companies who claim to be able to help us?"

Our belief and preference is to work with organizations that are willing to be open with us and allow us to work with them closely. We do not like to impose strict limitations on our commitment or a "get in and get out fast" attitude. We have grown carefully by dedicating our team to fewer clients, but earning the right to do a proper job in investigating all contributing factors to a client problem and participating in the solution.

We have been successful at getting better results with clients because we have learned that working with people over time and getting to know them reveals what the real problems are so we can address what really needs to be fixed versus a superficial program.

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