GALT Consulting LLC

We all want more expertise to help us to do things better, right?  What if you had a team of experts who knew your industry?  What if this team spent lots of time studying your business from the inside gaining knowledge about your culture and your greatest opportunities?  What if they could help you make drastic improvements in your company?  What if they not only helped you, but what if they worked from the inside to drive those improvements and stick around to make sure the improvements worked out?   Would that be valuable to you?

Such a team is not cheap.  In fact, this team is very expensive.  However, before you start worrying about whether you can afford them or not, you need to consider that the potential return on investment is phenomenal.  This team can really accelerate your company's performance.  Would you consider making a significant investment for such a team?

You already have...

This team of experts are your people.  They are your employees.  You have already made the investment, but haven't taken all of the steps that you can to realize the full return.

If I could wave a wand and help businesses make one major improvement, it would be to help businesses realize the talent they already possess within their walls.  Our "wand" is People-Centric Planning and it works.

Your team is waiting....

I often talk about motivation of an individual person, but what about the motivation of a team or organization?  What makes a team successful and well motivated? 

Teams are made up of people and it is very well understood how people are motivated.  People are hardwired to be motivated when they are have the autonomy to utilize their strengths toward a common purpose.  These 3 components, strengths, autonomy, and purpose, are the key to understanding how a team becomes well motivated.

If you team seems to be down or if driving them to action is a battle, it is time to go back to basics.  First of all, identify the strengths of the individuals.  This can be done via a variety of ways, including utilizing personality assessments.  Once the strengths have been identified, it is time to define the purpose of your organization.  What are you working for?  What does winning looking like?

Once everyone understands their strengths and the purpose of the organization, all that is left to motivate the team is to close the gap.  In other words, empower your people to use their strengths to realize your organizational purpose.  It really is that simple.  The details are easily worked out by your people IF you set them up with a system for having the critical discussions on what to work on and if you prioritize the things they are working on. 

This is why People-Centric Planning produces such powerful results.  It is a system for designed for how people work.  It allows them to close the gap between their strengths and the organizations purpose.  This is why one of our PCP clients achieved a 50% increase in profits.  This is why another PCP client went from 4-5% sales growth to hitting their sales target for the year in month 6.  This is why yet another PCP client saw their attendance averages from their students go from 50% to >90% in just a few months. 

People create dramatic results when they are put in the right place with the right system.  It can work for you!

In the past year, our team has been involved with over 75 different improvement projects launched within clients who are implementing People-Centric Planning.  Looking back at those projects, we have seen a pattern emerge that can be helpful insight to any organization.  There are 3 types of projects that companies undertake.

1) Processes - You have processes whether they are defined or not.  If they are not defined, your processes are chaotic and uncontrollable.  If they are defined, you have the opportunity to replicate the process and continuously make improvements on it.  Examples of processes include financial, marketing, product quality, etc.

2) Clarity - It is amazing how many organizations suffer from a lack of clarity.  A good vision and mission will help you and your people know what game you are playing, what the rules are, and what winning looks like.  The business owner and every employee should be aligned with this game and know their role in winning, otherwise other games are played that have nothing to do with the success of the overall organization.  Clarity projects include looking a business transitions, the business model, defining a vision and mission, creating a value ladder, etc.

3) People - This is the biggest opportunity for most organizations.  Does every single one of your people have the opportunity to do what they are best at doing every single day?  Then you are missing out on untapped talents.  When you can identify the strengths of your people, you can put them in positions where they "hit the ball out of the park" every single time.  People projects include strengths assessments, motivational studies, community outreach, organizational structure, etc.

My clients are deliberately working through a system (People-Centric Planning) where they are identifying, prioritizing, and executing projects that are improving these areas of their business.  They are seeing some amazing results.

Where is your organization? 

This is just one a series of TRUE stories told about clients who have implemented People-Centric Management into their organizations and the dramatic results it brings.

The client had a long history of sales growth... slow and steady sales growth.  It was predictable and it was unexciting... just a few percentages a year.  With the shift the economy, this type of growth was no longer acceptable, so the Core Team focused it's attention on sales and a Sales Project was launched.

Immediately, management went to this team and offered to hire a Sales Manager for their sales force.  The team discussed this idea and rejected it.  Instead, over the next 3 months, the team worked on clearly defining their Unique Value Proposition and their sales process.  At the end of the 3 months, they presented their findings, which included a request to hire a Sales Manager.

The team became a part of the hiring process and a Sales Manager was brought on-board.  With the UVP and sales process defined, the Sales Manager hit the ground running with the full support of the sales team.  That was 8 months ago.  This month, they hit their sales target... for the entire year!  In other words, they saw a drastic increase in sales.

Now you might be asking whether or not the company could have seen that sales spike more quickly if they had just hired the Sales Manager when management made the suggestion.  I brought this question to the team.  The answer was resoundingly, "no".  "It wouldn't have been our Sales Manager", one team member responded.  The Sales Manager would have hit immediate resistance and confusion.  The team wouldn't have bought in to the role and it would have taken several months or longer to repair the damage.  They would've been running uphill.

However, with 3 months of engagement and clarity, the Sales Manager entered with complete buy-in and the synergy was amazing.  They were running downhill simply because the key stakeholders were engaged in the decision.

Sometimes "how" decisions are made are even more important than "what" decisions are made!