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6-Month Leadership Transformation

Leadership would be easy if every person you managed was highly skilled, hard working, had a terrific attitude and communicated well. If that were the case, would companies really need leaders, or would business owners sit back while highly motivated people worked happily and diligently toward common goals?

If you’ve been a leader for at least 5 minutes, you know this isn’t how it works. Managing teams requires consistent effort – starting with the onboarding process and continuing through the day an employee separates from the company. It can be frustrating. And, if you get it wrong, it can be costly.

Save time, frustration and money caused by leadership mistakes you don’t even know you’re making. Simultaneously, improve employee engagement and performance in a way that propels your business to make the type of impact you originally designed it for.

6-Month Leadership Transformation

Leadership would be easy if every person you managed was highly skilled, hard working, had a terrific attitude and communicated well. If that were the case, would companies really need leaders, or would business owners sit back while highly motivated people worked happily and diligently toward common goals?

If you’ve been a leader for at least 5 minutes, you know this isn’t how it works. Managing teams requires consistent effort – starting with the onboarding process and continuing through the day an employee separates from the company. It can be frustrating. And, if you get it wrong, it can be costly.

Save time, frustration and money caused by HR mistakes you don’t even know you’re making. Simultaneously, improve employee engagement and performance in a way that propels your business to make the type of impact you originally designed it for.

I Am Ready for Leadership Transformation

Change your Story

“Laurel has been an incredible resource for our firm and has provided a wealth of knowledge and support to us as we grow. She is a great listener, and she has a unique gift in applying what she hears to actionable next steps to help our team improve. Her expertise in HR and organizational growth have helped us to work toward accomplishing our goals for the future of our business. We attribute much of our success and growth over the last year to Laurel, and we are so thankful for her involvement as a consultant partner with Vida Design. We would highly recommend Laurel’s services to anyone who is looking to grow an enduring and successful business through strong foundational principals and expert guidance.”

S. Brittingham, Principal, Director of Design, Vida Design

The Laurel Rutledge Leadership Transformation 6-Month Program

Built on 30 years of research and experience in executive level Human Resources, Risk Management, and Business Consulting, this program delivers the strategies and systems you need to uplevel your leadership and your impact.

The Format

Proprietary foundational model, The ReSource Lifecycle, that provides a strategic framework to assess gaps and strengths within your leadership

Instructional material that kicks theory to the curb and focuses on real-life strategies that make an impact with your team and your business results

Two lively monthly group calls

Q&A – where you can ask the tricky questions and get customized solutions

We’ll Kick Off:

Monday, April 5, 2021 • 12noon Central

Bi-weekly sessions for 6 months:

Beginning Wednesday, April 7, 2021 • Every 1st & 3rd Wednesday • 12noon to 1pm Central

I Am Ready for Leadership Transformation

Build a Team that Builds your Business

Leadership and Human Resources are intrinsically entwined. People drive results in every organization. How you hire, fire, train, retain, develop and manage your people make all the difference. It’s safe to say that if HR is going well, business is going well.

The Laurel Rutledge 6-month Leadership Transformation dives deep into assessment and review of systems, policies and practices. We examine organizational design and clarify roles. You’ll receive practical tools to get the right team in place so your company can get to the right place. And, you will learn how to avoid mistakes in HR compliance that could otherwise cost your company anywhere from hundreds of dollars to hundreds of thousands of dollars.

Resource Strategy

Executing a successful people strategy that is based on a clear business strategy

Create a strong framework for your leadership foundation – from organizational design to analytics and metrics.

Understand when it’s time to add resources to your organization or department.

Develop a resource coverage plan, for the short term and long term.

MONTH ONE

Resource Strategy

Recruitment & Hiring

Sourcing skilled employees who fit within the culture of your company

Build out your sourcing partners and determine what type of resource is best suited for each need – service provider, independent contractor, direct hire, or staffing agency.

Avoid the common (and illegal) interviewing mistakes to prevent discrimination claims. What you can and cannot ask has changed (and will continue to change).

Make clear and compelling offers that your ideal candidate happily accepts.

MONTH TWO

Recruitment & Hiring

Onboarding & Retention

Creating a “family culture” without the family drama

Create engagement with new hires that results in immediate productivity and validates their decision to join your company.

Inspire connection that spurs individual contribution, while still building team cohesion and company advocacy.

Develop motivational recognition programs that focus more on performance than the reward.

MONTH THREE

Onboarding & Retention

Training & Development

Harnessing the power of delegation without the pitfall of abdicating responsibility

Foster innovation from within your organization.

Cultivate a learning environment that creates career advancement opportunities and develops your future leaders.

Deploy training that saves your company 12-40% and enables you to exceed personal and company goals.

MONTH FOUR

Training & Development

Employee Management

Setting clear, reasonable expectations and managing to them

Make the review of an employee’s performance a collaborative process that improves outcomes throughout the year.

Customize goals and monthly check-in templates that allow your team members to meet and exceed their own objectives and those of the organization.

MONTH FIVE

Employee Management

Employee Separation

Knowing when it is time to separate someone and doing so with dignity and grace and an eye on compliance

Stay in compliance through understanding types of severance, payments in lieu of notice, termination with or without cause – and when you can or should use them.

Ask the most important questions within your exit survey that provide actionable feedback and improves your organization (and often your hiring practices).

MONTH SIX

Employee Separation

Insights and Direction

“I was first recommended to work with Laurel from a friend when I was sharing with them the challenges I was having at work. Laurel asked me some very introspective questions about how I was interacting with my team. As it turns out, a lot of the gap was the way I was communicating. With a few subtle changes and really listening deeply as she taught me to do, we started to really turn a corner. Now I have a motivated team that’s excited to come to work every day! And, we’re not making our goals this year, we’re going to break our goals this year, and the whole company is thrilled about this change in attitude across the board. Laurel, you were material in making that change happen. Thank you!”

Mark N., Vice President of Sales, DMP

Unlock your full potential during this guided, in-depth 6-month program and learn to lead with your heart while acting with your head.

I Am Ready for Leadership Transformation