Purpose Shift
Purpose-Fuel Your Organization
Only 33% of employees are actively engaged in their work with 16% being actively disengaged. The remaining 51% of employees are not engaged — they’re just there.
he keys to full engagement of your team are:
- Honing effective leadership and communication
- Constructing a culture that embraces strengths-based coaching
- Taking your team from individual silos to high-performing teams
- Building an attractive culture where people want to work
Speak with a Leadership Expert today about your training needs!
Onboarding: Seamlessly, integrate your team members into your teams.
Development: Generate high-performing, well-balanced teams through leadership development.
Transition Acquire valuable data each time an employee departs. Don’t miss that opportunity.
Retention: Continuously wow your team so they want to stick around.
Our Classes
Attraction & Retention:
Are your employees your brand ambassadors? Do they refer their friends and family to work with you? Does your social media presence show an attractive culture? Are you proud of your Glassdoor results?
When you have a company that people want to work for, they come to you. With our partnership, here’s how you do it:
- Job descriptions that are concrete and accurately portray the job requirements
- Leadership assessment that identifies a
- Allow room for growth
- Culture that represents purpose, directionality, and comradery
- Opportunities for ongoing professional development as well as team building activities
duration
00:60 Min
Teacher
Rachel Smith
difficulty
7/10
Our Classes
Onboarding:
How many employees have you lost in the past year? Are you confident that your new team members feel welcomed and fully prepared for their job? Statistics say that 1 in 3 employees leave in the first 90 days. Â
You can never get a first impression back so when you have an onboarding system, you identify your team roles and team dynamics. You create tactical systems for a new team member to have clarity for job performance as well as a team environment when they feel welcomed and appreciated.
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Using Purpose-Fueled Leader’s Framework, here’s how you do it:
- Project management software to automate onboarding tasks
- Leadership assessment to identify employee fit
- Comprehensive organizational chart to give employee high-level understanding of company
- Leadership dashboard to identify employees’ strengths and how to pair them with complementary team members
- Employee satisfaction surveys to identify gaps of company culture
- 360 employee review system to ensure consistent feedback for growth
duration
00:60 Min
Teacher
Rachel Smith
difficulty
7/10
Our Classes
Development:
Are your team members consistently improving their skills at their job? Are they continually collaborating better with others? Is your team high-performing, results-oriented, and productive?Â
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Gallup says that employees that are developed professionally and utilized in their strengths is a huge contributor to employee satisfaction. The organization has to set up ongoing leadership development and efficient systems for allowing employees to have autonomy, agency, and teamwork in their role. Executive coaching renders a 529% ROI for an organization.Â
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With our help, here’s how you do it:
- Hands on Executive Coaching for your team
- Quarterly Goal-Setting Workshops to increase growth
- Daily Micro-Coaching
- Leadership dashboard that gives tidbits to increased productivity, passion, and peace
- Purpose-Fueled Coaching Certifications
duration
00:60 Min
Teacher
Rachel Smith
difficulty
7/10
Our Classes
Retention:
An employee has to see the progression for continued leadership development and a pathway for increasing leadership roles within the company. If your company is truly meeting its organizational goals, the employee should have room for growth. It’s the stagnant organizations that lose high-quality employees.
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In partnership with us, here’s how you do it:
- Effective meetings using the Purpose-Fueled Huddle framework
- Each meeting starts with a Scoreboard to review wins, losses, and goals for improvement
- Team Building activities to increase collaboration
- On-the-spot coaching and micro-coaching for increased capacity for leadership
- Surveys and data analysis to assess leadership efficacy
duration
00:60 Min
Teacher
Rachel Smith
difficulty
7/10
Our Classes
Transition
Each time an employee departs, it presents a valuable opportunity for the organization to grow. By building a company that offboards employees well, the organization can identify the gaps and causes for the employees’ departure, create lifelong fans where former employees want to refer others, and is a call to unify the team in their colleagues’ absence.Â
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It’s a leadership skill to identify when to have crucial conversations. It’s also a leadership skill to know when to coach someone in or coach someone out–this means, knowing when to pull the plug. It’s also a leadership skill to incorporate a person’s valid feedback without defensiveness and a resistance to organizational innovation.Â
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With Purpose-Fueled Leader’s methodology, here’s how we do it:
- Exit interviews with departing employees to identify areas of growth for the organization
- Assessments to identify what team members to elevate
- Team Building activities to increase collaboration
duration
00:60 Min
Teacher
Rachel Smith
difficulty
7/10
Culture Shift
We help leaders create thriving cultures by equipping their leadership team to increase employee engagement through effective communication, emotional intelligence, and improved productivity.
Our 3 Phase Approach
Can you fix a problem you don't know exists? People are at the heart of every organization. An organization cannot run without them. However, leaders in businesses often have no idea what the day-to-day of the organization looks like. The object of the Evaluate phase is to give the leader an accurate picture of the leadership team's effectiveness as well as the level of employee engagement.
To implement and the customized strategic plan laid out through the exhaustive surveys and interviews, each leader and team member will be given access to the leadership assessment we recommended to use that as a framework and baseline to identify gaps in the team matrix and the issues that arise from not having well-rounded leaders and team members.
For initiatives to be driven to completion, there has to be accountability. Now that we have shed light on the gaps of the organization and laid out a pathway to move the needle on those issues. It is incumbent upon the leaders of the organization to implement those strategies. We are here as coaches and strategists to support and empower the leaders of the organization to do just that- to lead.
• An Organizational Culture Pulse audit to identify patterns, trends, and themes that are preventing maximize productivity
• Two strategy consultations, pre and post our organizational culture pulse audit, to lay out our Culture Shift program implementation
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- Strategic planning pathways
- Needs surveys and questionnaires for organizational efficiency
- Organizational development and change management strategies
Reveals an accurate picture of the leadershipteam’s current strengths, growthopportunities and level of employee engagement
Give your leadership team the keys to developing emotional intelligence, increase their leadership impact, and optimize
performance.
- DEI workshops
- Using trained DEI practitioners, use facilitated workshops to address racial, ethnic, socioeconomic, religious, age, gender identity, sexual orientation, language, culture, national origin, and disability status disparities within your organization to be the catalyst for intentional and sustainable structural change.
- Identify dimensions of diversity to understand the personal and organizational impact when it is rightfully leveraged
- DiSC assessment
- Since the DISC assessment measures how one responds to favorable and unfavorable environments, the facilitators use it to work with team members with a professional context. It is centered around behavioral tendencies and can be very easily applied in the work setting.
- Enneagram
- Facilitators use the Enneagram assessment, which has been described as a GPS of wisdom and a tool for compassion. The Enneagram can improve interpersonal skills and communication and is also used as a personal growth tool to better understand yourself and others in your life.
- Strengthscope’s®
- Strengthscope’s® value is identirying the unique strengths of people, enabling them to bring their most authentic and inspired selves to work every day. The trained facilitators utilize the insights from Strengthscope® to give each employee their vision to orient to daily.
- Six 60-minute customizable executive coaching sessions
- Bosses to Coaches coaching curriculum:
- The Art of Giving Feedback
- Building Trust as a Leader
- Asking Powerful Questions
- Performance Management
- Motivating Employees
- Coaching for new managers – how to go from being a boss to a coach
- The Art of Giving Feedback
- Building Trust as a Leader
- Asking Powerful Questions
- Performance Management
- Motivating Employees
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- Coaching for executivesÂ
- Coach employees to orient to the vision instead of the job requirements
- Evaluate if the right people are in the right seats
- Fully utilize leadership meetings to reduce redundancies and streamline outcomes Â
- Create clarity of employee hierarchy of an organization and the matrix of organizational teams.Â
- Use evaluations and surveys to identify if the right people are on the right bus
- Group coaching for developing a leadership team – coming soon
- Coaching for new managers – how to go from being a boss to a coach
A more supportive, engaged, and trusted leader who
increases employee engagement
Culture Shift
Our Programs
Phase:1 Evaluate
PHASE SCHEDULE:
Phase 1: EVALUATE
Step 1Â
First strategy consultation with the Executive Team to understand the senior leadership’s assessment of department and team leadership’s, efficacy, and engagement
Step 2Â
• Quantitative and qualitative audit of leaders,management and members
• 360 assessments and interviews where team members and leaders self-assess and assess one another
Step 3
Second strategy consultation with Executive Team where we will roll out the strategic plan to improve company culture
Phase:2 Equip
PHASE SCHEDULE:
Phase 2: EQUIP
Step 4
Implement the strategic plan through workshops, coaching, and ongoing leadership insights to develop the teamfrom the inside out
Phase: 3 Execute
PHASE SCHEDULE:
Phase 3: EXECUTE
Step 5
• One coaching session per month.
• Bosses to Coaches customizable coaching sessions
PHASE SCHEDULE:
Phase 1: EVALUATE
Step 1Â
First strategy consultation with the Executive Team to understand the senior leadership’s assessment of department and team leadership’s, efficacy, and engagement
Step 2Â
• Quantitative and qualitative audit of leaders,management and members
• 360 assessments and interviews where team members and leaders self-assess and assess one another
Step 3
Second strategy consultation with Executive Team where we will roll out the strategic plan to improve company culture
PHASE SCHEDULE:
Phase 2: EQUIP
Step 4
Implement the strategic plan through workshops, coaching, and ongoing leadership insights to develop the teamfrom the inside out
PHASE SCHEDULE:
Phase 3: EXECUTE
Step 5
• One coaching session per month.
• Bosses to Coaches customizable coaching sessions
Services
Heading
New Manager FastTrack
- 3 month program with bi-weekly coaching sessions to increase the manager’s competency as a leader
- Access to a leadership dashboard
- Daily micro-coaching
- Leadership curriculum tailored to the skills new managers need to acquire
New Manager FastTrack Deluxe
- 3 month program with bi-weekly coaching sessions
- Access to a leadership dashboard
- Daily micro-coaching
- Leadership curriculum tailored to the skills new managers need to acquire
- Comprehensive assessment to identify the qualities needed for their job title
- Assessment results that show the manager’s aptitude and ability for their new job
- Monthly tailored coaching session using the specific job requirements
Testimonials
What Our Purpose Partners Are Saying
Every Leader Needs More Leaders!
Contact our qualified team to discuss assessment opportunities. Take your business and team to the next level.Â
