Are you ready to enhance your communication, awareness, and build Organizational Community?
Healthy Organization Engagement
Healthy organizations are communities driven by a common Purpose that continuously creates an environment of Clarity and Psychological Safety. This kind of community is developed through effective communication, awareness, and trust.
- Your organization becomes a "Community" focused on the same Purpose.
- Leadership becomes more attuned to internal as well as external needs and opportunities.
- Silos and internal confusion are reduced or eliminated altogether.
- Employees at all levels feel seen and heard
- Each employee knows how their contribution contributes of the overall needs of the community.
- Each employee can contribute freely to the growth of the organization in a safe environment.
- A year-long or ongoing relationship beginning with
- Creating an organization with a cohesive, aligned, psychologically safe leadership team
- Creating clarity for the organization by the team:
- Identifying a unifying purpose for the company - why do we exist?
- Developing a set of core and aspirational values - What do we believe?
- Creating a mission/vision statement based on the purpose and values - What do we do?
- Identifying decision filters for the organization that will maximize your profitability at this point in your business life -How will we succeed?
- Identifying and building a game plan to accomplish "One Goal" to move the company forward incrementally over a 6-9 month time frame - What is most important right now?
- Clearly defining roles and responsibilities and resolving any areas of overlap to facilitate clear leadership - Who does what?
- Identifying and codifying a process to over communicate the clarity that is shared by the rest of the organization which includes:
- Communication cascade agreements
- How to be more efficient and productive with meetings
- How to communicate from one personal style to another
- Determining how to integrate clarity into the processes and procedures of the organization and gain commitment on how the executive leadership takes ownership of that integration.
- A "Play Book" is developed to enhance productivity through more effective communication across the organization. This evolving document keeps the entire organization following the Purpose while living the values.
For the next year, SPI will support the integration of the sense of community into the entire organization. As part of the workshop, there are four scheduled follow up sessions to reinforce the learning and allow it to become part of the culture of the organization. At each, we help review and celebrate progress, make mid-course adjustments, further develop the leadership team, reinforce the use of non-judgmental behavioral language, and set new "One goals" as necessary. The session topics will include:
- How to manage your stress before it manages you
- Conflict resolution
- Giving and receiving feedback (feed forward)
- Effective decision making
As part of the engagement, we support hiring and on boarding, conflict resolution, a high performance mentoring strategy, and support leadership with communication issues.
CEO
Heavy Equipment Manufacturer
My experience with SPI continues to provide me value with each conversation. I’ve worked with a number of consultants and tools and none compare to the solution they provide. Jim and Genia are an important part of ensuring we have the right team headed into the future. I’d recommend their services to any business at any stage of the business growth curve.
Healthy Organization Engagement
Healthy organizations are communities driven by a common Purpose that continuously creates an environment of Clarity and Psychological Safety. This kind of community is developed through effective communication, awareness, and trust.
- Your organization becomes a "Community" focused on the same Purpose.
- Leadership becomes more attuned to internal as well as external needs and opportunities.
- Silos and internal confusion are reduced or eliminated altogether.
- Employees at all levels feel seen and heard
- Each employee knows how their contribution contributes of the overall needs of the community.
- Each employee can contribute freely to the growth of the organization in a safe environment.
- A year-long or ongoing relationship beginning with
- Creating an organization with a cohesive, aligned, psychologically safe leadership team
- Creating clarity for the organization by the team:
- Identifying a unifying purpose for the company - why do we exist?
- Developing a set of core and aspirational values - What do we believe?
- Creating a mission/vision statement based on the purpose and values - What do we do?
- Identifying decision filters for the organization that will maximize your profitability at this point in your business life -How will we succeed?
- Identifying and building a game plan to accomplish "One Goal" to move the company forward incrementally over a 6-9 month time frame - What is most important right now?
- Clearly defining roles and responsibilities and resolving any areas of overlap to facilitate clear leadership - Who does what?
- Identifying and codifying a process to over communicate the clarity that is shared by the rest of the organization which includes:
- Communication cascade agreements
- How to be more efficient and productive with meetings
- How to communicate from one personal style to another
- Determining how to integrate clarity into the processes and procedures of the organization and gain commitment on how the executive leadership takes ownership of that integration.
- A "Play Book" is developed to enhance productivity through more effective communication across the organization. This evolving document keeps the entire organization following the Purpose while living the values.
For the next year, SPI will support the integration of the sense of community into the entire organization. As part of the workshop, there are four scheduled follow up sessions to reinforce the learning and allow it to become part of the culture of the organization. At each, we help review and celebrate progress, make mid-course adjustments, further develop the leadership team, reinforce the use of non-judgmental behavioral language, and set new "One goals" as necessary. The session topics will include:
- How to manage your stress before it manages you
- Conflict resolution
- Giving and receiving feedback (feed forward)
- Effective decision making
As part of the engagement, we support hiring and on boarding, conflict resolution, a high performance mentoring strategy, and support leadership with communication issues.
CEO
Heavy Equipment Manufacturer
My experience with SPI continues to provide me value with each conversation. I’ve worked with a number of consultants and tools and none compare to the solution they provide. Jim and Genia are an important part of ensuring we have the right team headed into the future. I’d recommend their services to any business at any stage of the business growth curve.
Hiring and Integrating Into Your Community Culture
- To help identify “fit” for key candidates within an organization or team.
- To create behavioral interviewing questions for final candidates for key positions
- To support the assimilation of key employees with their new team and leader.
- Fewer Bad or toxic hires
- Neutral third party opinion on behavior and fit
Director of Operations
Business Information Company
Many people ask why I have had such unbelievable success in my career. Outside of prayer I know without a doubt it is because a woman cared enough to show up with a loaf and seven fishes and see the possibilities in me.
Team Development Workshops
Through understanding their Personal Style the EGCW participants are able to relate more effectively with those they live and work with on a personal level and establish deeper and more productive relationships.
Benefits:
- Reduces the time to efficiency and effectiveness for work groups and teams.
- Create trust and positive behavioral understanding within work groups and teams
- Honors the diversity of thought in group and teams reducing judgment and improving communication.
Objectives:
- To help participants understand how their styles relate to those of others so that they can interact together more effectively
- To increase participants’ awareness of their Personal Style and improve their effectiveness and personal satisfaction.
- To create trust and reduce judgement between individuals who live and work together through specific agreements and action plans written and verbal
The Healthy Team Development Workshop is designed to bring Leaders together as a cohesive, aligned High Performing Team. We have modeled the HTDW to expand Trust, simplify Constructive Conflict, clarify Buy-in and Commitment, focus Accountability and drive Results.
Benefits:
- Reduces the time to efficiency and effectiveness
- Create trust and positive behavioral understanding within the team
- Provides an experience of perception and personal style diversity expanding possibilities for team success
- Develops a sense of Psychological Safety within the team
Objectives:
- To enhance Trust between team members
- To develop team member skills at Constructive Conflict
- To develop team skill at reaching Buy In and Commitment
- To provide tools for taking and providing team Accountability
- To focus on key Results
Sales Leader
Austin, Texas
Wanted to say thank you again for the (Team Development) session Wednesday. Very powerful stuff and can tell you the leadership team has already shared and implemented some of this with their teams.
Leadership Development
In today’s complex and rapidly evolving workplace, organizations face increasing challenges in aligning leadership behaviors with organizational values to drive success. SPI’s Individual Leadership Development Program (ILDP) offers a powerful solution by equipping leaders with the behavioral tools and insights needed to thrive.
Leveraging the critical importance of purpose-driven leadership and continuous skill development, ILDP provides a structured, customized framework for growth. Through assessments like the Birkman Profile and 360-degree reviews, leaders gain actionable insights into their strengths and opportunities, with personalized development plans to ensure measurable progress. This program fosters alignment between individual contributions and organizational goals, delivering both tangible results and intangible benefits like clarity of purpose and neutral, non-judgmental coaching. Enrolling your leaders will enhance their ability to create high-performing, values-driven teams and drive sustained organizational success.
Vice President of Sales
Real Estate Investment Firm
SPI provided invaluable tips, suggestions, and advice for a board presentation which we subsequently won. In the final analysis, winning is not usually comprised of the big things, but a hundred little things. The SPI consultants knows about the hundred little things.
Life Transitions: What’s Next?
Life transitions aren't simply about deciding what to do next.
They're about understanding who you are, what matters to you, what you need to thrive, and how the decisions you make will affect the life you're building
Every major transition brings a different set of questions. SPI helps you understand yourself, anticipate the challenges, and make intentional choices about what's next.
It's about becoming a little more responsible for who you are, how you spend your time, and the choices you make.
For many young people, five things suddenly become much more important:
Independence — making decisions without Mom or Dad standing nearby.
Time management — balancing classes, friends, activities, sleep and maybe a job.
Social adjustment — finding your people and building meaningful relationships.
Stress management — learning how to handle pressure in healthy ways.
Identity exploration — discovering what you enjoy, what matters to you, and perhaps what you want your life to become.
Financial Responsibility — Understand tuition, debt, living expenses, scholarships, work and family contributions.
Academic Self-Management — Understand the difference between succeeding in high school and managing one's own college education.
Decision-Making & Boundaries — Learn to make choices about relationships, alcohol/drugs, sexuality, social activities, academics and personal priorities.
Health & Well-Being — Establish sustainable habits around sleep, exercise, nutrition, mental health and seeking help.
Future Exploration — Recognize that choosing a college does not necessarily mean choosing a lifelong career.
become.
Issues to consider include:
Skill Application: Apply academic knowledge to real-world challenges.
Workplace Etiquette: Understand office norms and professional communication.
Adaptability: Be open to learning and adapting in a new work environment.
Goal Setting: Define career aspirations and set achievable milestones.
Work-Life Balance: Establish boundaries between work and personal life.
CHANGING JOBS
Issues
- Self-Assessment: Reflect on reasons for change and desired career path.
- Transferable Skills: Identify skills from previous roles that apply to the new job.
- Networking: Leverage connections for potential opportunities.
- Resilience: Embrace challenges and stay positive during the transition.
- Learning Curve: Prepare for a period of adjustment and skill acquisition.
- Reason for Leaving — Determine whether the problem is the job, manager, organization, industry, career direction or something within the individual.
- Culture & Environment Fit — Understand what conditions are necessary to thrive.
- Financial & Lifestyle Impact — Examine compensation, commute, location, flexibility, benefits and family implications.
- Reputation & Relationships — Leave the current organization professionally and preserve relationships.
- Decision Quality — Avoid making a major decision solely from frustration.
JOB → CAREER
Issues
Career Direction — Identify possible paths rather than one predetermined destination.Capability Development — Determine which skills deserve deliberate investment.
Career Capital — Build experience, relationships, credibility and expertise.
Opportunity vs. Fit — Learn to distinguish an attractive opportunity from a sustainable career fit.
Life Integration — Consider how career choices affect relationships, location, finances and personal priorities.
CAREER → CALLING
This deserves a different approach because calling is not necessarily a job or profession.
Issues
Meaning — What matters deeply to me?Contribution — Who or what do I want to benefit?
Values — What principles do I want my life to express?
Strengths — What do I uniquely bring?
Passion & Interest — What naturally draws my attention and energy?
Experience — What have my life experiences taught me to care about?
Opportunity — Where is there a genuine need I can address?
Sacrifice & Trade-offs — What am I willing to give up?
Integration — Can calling coexist with family, financial and other responsibilities?
Legacy — What do I hope my life contributes?
Issues to consider include:
Market Research: Understand the target audience and industry trends.
Business Plan: Create a detailed plan outlining goals, strategies, and finances.
Risk Management: Anticipate potential challenges and plan for contingencies.
Networking: Build a network of mentors, partners, and potential clients.
Adaptability: Stay flexible to adjust strategies based on market feedback.
Issues to consider include: Communication: Foster open and honest communication with your partner.
Shared Goals: Discuss and align on major life goals and values.
Conflict Resolution: Develop healthy ways to manage disagreements.
Individual Identity: Maintain personal interests and connections outside the marriage.
Support System: Nurture relationships with friends and family for emotional support.
Financial Partnership — Money, spending, saving, debt and financial priorities.
Family Boundaries — How much influence will parents and extended family have?
Roles & Responsibilities — Household, work, children, caregiving and decision-making.
Intimacy — Emotional, physical and relational expectations.
Faith & Worldview — Shared beliefs, differences and how they will affect decisions.
Future Planning — Children, location, careers, aging, finances and lifestyle.
Expectations — Identify assumptions that have never actually been discussed.
Issues to Consider:
Identity Change — Becoming a parent changes how a person sees themselves.
Values & Parenting Philosophy — What do I believe children need?
Relationship Change — How will becoming parents affect the marriage/partnership?
Time & Energy — How will competing demands be managed?
Work & Career — What changes, if any, are necessary?
Financial Responsibility — Housing, childcare, education, insurance and other costs.
Support System — Family, friends, community and professional resources.
Parenting Differences — How will two adults with different experiences make decisions?
Boundaries — How much influence should grandparents and others have?
Personal Well-Being — How will the parent care for themselves while caring for the child?
Child Individuality — How will the parent respond when the child is different from expectations?
Long-Term Development — What kind of adult am I trying to help this child become?
Issues to consider
Parent AutonomyCare Needs
Family Roles
Division of Responsibility
Health & Medical Decisions
Financial Responsibility
Legal Planning
Living Arrangements
Sibling Relationships
Caregiver Capacity
Boundaries
Grief & Emotional Complexity
End-of-Life Wishes
Preserving the Parent-Child Relationship
Issues to consider include:
Lifestyle Planning: Envision how you want to spend your retirement years.
Social Connections: Cultivate hobbies and relationships to stay engaged.
Financial Preparation: Ensure a secure financial plan for retirement.
Mental Well-being: Focus on maintaining mental and emotional health.
Purposeful Activities: Find meaningful ways to contribute to your community
- Lifestyle Planning: Envision how you want to spend your retirement years.
- Social Connections: Cultivate hobbies and relationships to stay engaged.
- Financial Preparation: Ensure a secure financial plan for retirement.
- Mental Well-being: Focus on maintaining mental and emotional health.
- Purposeful Activities: Find meaningful ways to contribute to your community.
- Identity
- Purpose
- Structure & Time
- Relationships
- Health & Energy
- Location
- Legacy
- Contribution
- Learning & Growth
- Transition From Authority to Influence
- Family Expectations
- Potential Encore Work
Issues to Consider
MeaningPurpose
Contribution
Identity
Relationships
Legacy
Service
Learning
Creativity
Joy
Spiritual/Philosophical Reflection
Health & Energy
Community
Intergenerational Contribution
Freedom vs. Responsibility
RevOps Account Strategist
HarvestROI
I have taken a LOT of career and personality assessments in my day, and I can truly say nothing has been as impactful as the hashtag#Birkman assessment exercise that I went through with James Blanchard as part of my onboarding experience with HarvestROI.
This assessment is incredibly helpful to better understand yourself as well as your team’s working style, communication preferences, and motivation drivers to maximize team performance and synergy.
If you are a business owner or lead a team, I cannot recommend the wisdom of Strategic
Positioning Inc.’s consulting services enough.