Situation Overview: HIRE Strategies had been in business for several years but did not have a consistent onboarding program for their employees and nothing specific to the onboarding of their salespeople. Because they were in growth mode, they needed some specific processes that they could use long-term, would resonate with their team members, and would also be easy and simple to implement. They needed a process so when new members joined the team, they would have collateral and management materials to assist with the new hire’s transition. 

Objectives & First Steps: Our plan was to develop a development program that was designed to provide all employees (at different levels) with a sustainable learning curriculum for training, supported by management-specific tools and external resources. The program offered a process of applications that would positively impact their employee’s personal effectiveness, business performance, and career development. 

Solution: Willow North collaborated with HIRE Strategies to design a comprehensive onboarding program and process that could be used for years to come as they continue to focus on their growth. Willow North developed an employee engagement survey, 1:1 documents, manager meeting documents, a quarterly planning tool, a performance review, benchmark reviews, and onboarding workbooks for sales development and company overviews. 

Result: HIRE Strategies was able to have a consistent process that helped with their onboarding so their employees could all have a process that was similar. Employees were able to get ramped up a lot faster because of the new materials and processes and both new and existing employees were all able to know exactly what their expectations and roles were because of the new performance review processes. HIRE Strategies’ managers were able to begin holding consistent 1:1’s on a monthly basis to assist in accountability and employees were able to have a better collaborative experience with their peers based on the clear expectations of their roles. 

Situation Overview:

LaForce, Inc. had leaders with a long-standing track record with their company; however there was a gap in the area of leading teams, managing conflict, holding direct reports accountable, and collaborating with peers and direct reports.

LaForce had a need for a comprehensive leadership development plan to help leaders as they maneuver through the daily changes of the business. Top priorities for leadership development included: Managers gaining a better understanding of the needs of their direct reports, gaining an insight on how to effectively communicate with direct reports, and appropriately manage performance through an understanding of metrics and how to set, measure, and monitor SMART goals, an opportunity for managers to learn how to best resolve conflict and create an environment of open communication, clear understanding, and accountability and learn how to appropriately delegate to the right people at the right time, by gaining an understanding that to delegate is to develop.

Solution:

Willow North collaborated with LaForce, Inc. to design multiple workshops that would provide all leaders with a sustainable learning curriculum for coaching, supported by management-specific tools. The program offered a process of applications that would positively impact a leader’s personal effectiveness, business performance, and career development, and overall personal growth. The curriculum included elements from CliftonStrengths, Leadership Communication Skills, Optimal Decision Making, Influencing Collaboration, and SLII – Ken Blanchard’s Leadership Experience. 

“Enjoying the sessions is one thing, but I am seeing the application of the learning in our daily work. Managers are incorporating the tools into their coaching and communications with employees. We are seeing positive growth in our managers. Willow North made the process simple.” 

Amy Charais, HR Director

Situation Overview: Trane Technologies – South Region had a goal of changing their entire culture based on their current customer experience challenges, their employee engagement survey, and challenges pertaining to the pandemic. It was necessary to focus on changing individual team member’s behaviors so they could think and behave in a way that would enhance the customer’s experience – both internal and external customers, create stronger relationships internally, and encourage people to better understand themselves so they could better understand how to interact with each other. 

Solution: Willow North collaborated with Trane Technologies – South Region to design and execute multiple learning opportunities, for the entire organization, that would incorporate a collaboration process to integrate the needs and interests of both internal and external customers.  The expected outcome would be to strengthen overall working relationships within their organization. The modules that were created included elements from Emotional Intelligence, Leading with Service, and Conflict Reimagined. Willow North partnered with Trane Technologies to enhance the customer’s experience for consistency, reinforcement, and learning retention. In addition to the workshops, Willow North created five months of coaching sessions for the managers so they could continue to learn and also reinforce concepts with their teams.