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Can you turn around a disgruntled employee who is valuable?

Saving a Valued EmployeeYour Logo2013 All rights reserved by Leanne Hoagland-Smith-Smith

2013 All rights reserved by Leanne Hoagland-SmithYour LogoClientHealthcare Industry6 Locations175 employeesIn significant growth

Disgruntled EmployeeLicensed medical professional3 years on the jobExcellent reviews by external customersContinued complaints by internal customersExecutive team spending at1 hour per week on behavior fall outLocation team productivity reducedOverview of Client

An Overview of The Valued Employee2013 All rights reserved by Leanne Hoagland-Smith

tThe CEO and the VP of HR reached out to Leanne Hoagland-Smith to discuss a 360 assessment. Upon discussion, the 360 may have only reinforced existing distrust expressed by employee. The Attribute Index was recommended along with the 90 minute personal debriefing, tailored debriefing report, customized workbook and a 30 day follow-up as first step solution. As the both the CEO, the VP of HR, the executive team and several other managers had already experienced this solution with very good results, this solution was approved. The Solution

A valued employee had exceptional relationships with external customers. However this employees interactions with internal customers (other employees) presented consistent operation problems including productivity to quality. The employee had already undergone Employee Assistance Program respective to anger management. Even though senior management wanted to keep the valued employee unless there were immediate behavior changes the employees contract might not be renewed.The Problem21

2013 All rights reserved by Leanne Hoagland-Smith

Your Logo30 Day Results for the Valued Employee

1was like a new person. The employee now spoke like a leader and offered 2 proactive suggestions.

CEO in one on one follow-up meeting

I am monitoring my own behaviors more closely. Upon reflection, I recognized I needed to control those things I could control.

Employee in 30 day follow-up session

3Implemented one of the suggestions which resulted in even more proactive, positive behavior

CEOs Actions in 30-45 days

The return on investment is signifcant given the minor upfront investment made. Additionally, other results continue such as greater trust by the valued employee through the implentation by the CEO of one of the employees operational suggestions. 2

Return on Investment The Factors2013 All rights reserved by Leanne Hoagland-Smith

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Lost productivity by the disgruntled employee along with the other internal customers due to reluctance to work with the disgruntled employee. This estimated dollar amount does not reflect the overall impact on culture within this location.

$40/hr for the medical professional$10/hr for 5 employees (30 min/employee)$65 per week for lost productivity or$260 per month

*Hourly rates estimated and do not include benefits.

Lost Productivity

1 CEO & HR VP Lost TimeCost to Hire New Employee

tThe cost to hire a new employee is estimated to be 2 to 5 times the cost of the current salary. Given this is healthcare, additional costs are incurred such as:Background & credit checksDegree & certification verificationRecruiting expenseInterviewing expenseIncentives such as moving expensesLost productivityIncreased stressed by other employees

Minimum savings of $80,000 to $160,000 plus

Estimated one hour per week for both the CEO & HR VP time. Additional .5 hour of time spent by COO, location manager and CMO are also included:

$60/hr for CEO$30/hr for VP of HR$50/hr for CMO (30 min.)$40/hr for COO (30 min.)$135 per week time lost or$540 per month

*Hourly rates estimated and do not include benefits.

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Your LogoMonthly cost of lost time, etc. = $800Solution = $500Savings = $300 for the first monthROI increases each month as employee maintains positive behavior$80,000 immediate savings by not having to hire a new medical professionalReturn On InvestmentThe Calculation2013 All rights reserved by Leanne Hoagland-Smith

2013 All rights reserved by Leanne Hoagland-Smith

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Beliefs are where the high growth coaching model must start. What beliefs are keeping the individual from recognizing his or her own potential? Most beliefs are subconscious and hence until uncovered the chance for sustainable change has been greatly curtailed.

Action are the behaviors generated by the beliefs. Many coaching as well as traditional training models look to change actions by beginning with the actions. This approach again does not support sustainable change and creates the all too frequent Re-Dos that further drain the limited resouces of time, energy, money and emotions.

Results are what matter. Those results are defined up front during the initial consultation and the process is aligned to those results. This approach helps to close the gaps and create a natural alignment. All results should be measurable to ensure the solution generated a positive return on investment.

Implementation of a High Growth Coaching Model

Why The Dramatic Results?2

R A B

2013 All rights reserved by Leanne Hoagland-SmithYour LogoACE The Coaching ProcessThe coaching process is consistent though some of the assessments and tools employed may be different depending upon the client and the desired results.

Assess An assessment is the first step of the processFollow-up sessions begin with assessment of progressClarifyThe assessment provides clarityEnsures right actions are being taken for right resultsExecuteThrough tailored action plans & The Results Tool actions are now executedMonitoring of actions takes place with a focus on progress toward the desired results

People drive all results in any organization. Focusing on people makes common sense before looking to other organizational aspects.Processes must be consistent to ensure the best performance by people allowing for the highest quality results.Strategies require proactive thinking that generate innovation, creativity and involve all people at different times.

2013 All rights reserved by Leanne Hoagland-SmithYour LogoThe Competitive AdvantagePeople, Processes & Strategies

2013 All rights reserved by Leanne Hoagland-SmithYour Logo

Why People FirstSome Frightening FactsA poll by Right Management in 2013 revealed:83% of North American workforce seeking new jobs in 2014Only 5% of same workforce happy where they were

Gallup poll in the book First Break All the Rules revealed 70% of all employees left their jobs because of they way there were led. The questions are:#1 - Can you afford to lose 4/5 of your workforce?#2 What is it costing you to have 2/3 of your managers as poor to ineffective leaders?

The JourneyFrom Prisoner to Valued Leader2013 All rights reserved by Leanne Hoagland-Smith

Meeting with decision maker to discuss the talent management challenges.

A 30 day follow-up meeting is scheduled with employee and a telephone or onsite meeting is scheduled with decision maker. After 30 days, a decision is made as to what will be the next step.

Decison maker informs employee of the engagement along with Leanne Hoagland-Smith calls employee and then sends proactive email with instructions about how to take the Attribute Index assessment.Leanne Hoagland-Smith reviews the assessment writes the Executive Debriefing report; customizes the workbook and sends or prints all documentation for employee

Engagement with Leanne Hoagland-Smith is authorized

Employee takes the assessment (10-12 minutes) and report is immediately generated to Leanne Hoagland-Smith

1.5 hour debriefing is scheduled and takes place within 2 weeks of taking the assessment. Employee and Leanne Hoagland-Smith walk through the results of the assessment along with how to use the workbook.

2013 All rights reserved by Leanne Hoagland-SmithYour LogoWalking The Journey of Transformation

1234567The First 30 Days from Prisoner to Valued Leader

Coaching Solutions2013 All rights reserved by Leanne Hoagland-SmithYour Logo

3By wrapping up solution one and solution two brings us to 30 days of coaching. If you do not want an extended commitment, this 30 day, renewable coaching solution may work for you. You receive 4 hours of coaching per month, the Attribute Index, the workbook along with an audio CD and unlimited email and telephone support. The schedule is flexible one hour per week; 1.5 hours per weeks one and three; .5 hours per weeks two and four or 2 hours on the 1st and 3rd or 2nd and 4th weeks.

30 Days of Executive Coaching

For those unsure about coaching, this talent assessment provides very affordable insight through the plethora of information unknown to many along with a short, personalized recap written by Leanne Hoagland-Smith. Learn more at http://www.processspecialist.com/talent-assessment.htm

Attribute Index (AI) with Reap1

This next coaching solution takes Solution Number One and increases it through a personalized 90 minute debriefing, a tailored debriefing report, MAP for Success workbook and a 30 day 30 minute follow-up. Learn more at http://www.processspecialist.com/innermetrix-performance-appraisal.htm

Attribute Index (AI) with One on One Personal Debriefing and a 30 day follow-up

2For Small Business Owners, Executives or Sales Professionals

Until January 5, 2014

Special Offer2013 All rights reserved by Leanne Hoagland-SmithYour Logo

Attribute Recap at $47.00Plus 30 minute phone or Skype Growth coaching sessionReceive the personalized Recap report (standard)Plus 2 1 page action plans included in WB ($34 value)Receive the Attribute Index Report (Standard)Plus receive the MAP for Success Workbook ($47 value)Plus The Results Tool in WB ($17 value)

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THANK YOU!Leanne Hoagland-Smith, CRO & HeuristADVANCED SYSTEMSThe Next Generation of Talent Management508 Sunshine Drive, Valparaiso, IN 46385219.759.5601 Main CST / 219.508.2859 Mobile CSTcoach@processspecialist.comwww.processspeciaist.comwww.increase-sales-coach.com Blog

[P.S. Take action, challenge the status quo, change the status quo so you will be one of the few instead of one of the many this time next year.]

Your Logo2013 All rights reserved by Leanne Hoagland-Smith