What Can Global Advantage Do For Me?
Executive
Another Set of (Safe) Ears
“I need to burn off the fog, untangle the options, weigh the trade-offs, and explore the future… and I need to do this with someone who has seen a lot, is absolutely confidential, and who owes nobody anything.”
Buy-In
“I have several senior managers reporting to me. I’ve got to get them all ‘on-board’ with my/our plan for the new year and for the next few years.”
Downsizing and Reengineering
“We are going to reveal some major changes in the near term. We’ve got to come out of this with our high performers staying with us, with customer satisfaction staying high, and with a lot fewer people doing more work.”
Leadership Development
“Our organization needs a leadership ‘farm club’ or leadership ‘incubator.’ I don’t want to ‘send them away to training.’ I don’t want them to take a ‘personality test’ and then expect the organization to accommodate their personality. I need a way to capture the ambition of younger, would-be leaders and weed out those who really don’t want to pay the price. I want to actually produce people with on-the-job proven leadership ability in two years or less.”
Multiple Continents and Multiple Cultures
“My responsibilities span several continents and cultures. How do I ensure that I truly hear what each is saying? How do I ensure that they truly hear what I am saying? How do I get them all aligned? How do I stay on top of this throughout the year?”
Multiple Organizations, Geographically Distributed
“My responsibilities span several organizations and a lot of geography. How do I get all these ducks flying in the same direction without squashing their ingenuity and initiative?”
My Must-Win Presentation
“I’m already a good communicator, but there is no margin for error in my upcoming presentation. I need to be 100% prepared and 100% effective… period.”
Subordinate’s Communication Style
“I’ve got one or two people in my organization who have tremendous potential, except for the fact that they are poor communicators when it comes to making presentations, giving status updates, answering questions, making recommendations, etc.”
Subordinate’s Management or Leadership Ability
“I’ve got one or two people in senior positions whose performance is good, but not good enough for where I want to take this organization. I think they have it in them to be exceptional… but if they don’t take that next step, I’ll find someone to take their place.”
Senior Leader
Another Set of (Safe) Ears
“I need to burn off the fog, untangle the options, weigh the trade-offs, and explore the future… and I need to do this with someone who has seen a lot, is absolutely confidential, and who owes nobody anything.”
Buy-In
“I need to get my team truly ‘bought-in’ on our plan and accountabilities for the new year, and I need a dramatically improved level of professionalism, enthusiasm, initiative, and teamwork.”
Internal Communication Upgrade (for Administration, Human Resources, Audit, Sales Support, et al.)
“Virtually everyone in my organization interfaces with the public and/or with internal audiences. They need to be effective—not spectacular, but at least effective—in delivering our messages to those audiences. Also, they need to be effective at answering questions and staying calm under pressure.”
Internal Customer Satisfaction Upgrade (for Finance, Accounting, IT, Six Sigma, HR, Sales, et al.)
“My group is an internal service provider. I have much higher expectations of the quality and value of the service we provide. How can I take my people ‘to the next level,’ remove marginal performers, prioritize our internal customers’ requirements, ‘build bridges’ with customers who have been disappointed with our services in the past, and develop a very positive reputation for our department throughout the company?”
Leadership Development
“I want my group to be a leadership ‘farm club’ or leadership ‘incubator’ for the rest of the organization. I want my group to be the place where people go for a couple of years in order to become the ‘rising stars’ in the company. I don’t want to ‘send them away to training.’ I don’t want them to take a ‘personality test’ and then expect the organization to accommodate their personality. I need a way to capture the ambition of younger, would-be leaders and weed out those who really don’t want to pay the price. I want to actually produce people with on-the-job proven leadership ability in two years or less.”
Performance Upgrade
“I need the managers in my organization to add discipline to what they do. When I ask, ‘How’s it going?’ I want to hear specific data regarding our status relative to a definitive plan. I want to know that they are working to a process that has definitive measures. I want to know—with data—that the morale of the group is positive… and if this is not the case, I want to know in specific terms what is being done to fix the problem.”
Rapid Growth/Big Change
“I’m heading-up a group/organization that is going to experience a very dramatic growth rate. How do I integrate more members, keep the existing members bought-in, and ‘make the numbers’ for the next reporting period?”
Subordinate’s Communication Style
“I’ve got one or two people in my organization who have tremendous potential, except for the fact that they are poor communicators when it comes to making presentations, giving status updates, answering questions, making recommendations, etc.”
Tired Troops
“I’ve got a good bunch of people in my group. They work hard and do well. The problem is they’re worn-out, a little on-edge, and flirting with burn-out.”