Business Consulting
All Companies have challenges and the successful companies meet their challenges ‘head on’. What are your top goals for the current year and beyond?
What is the difference between Business Consulting and Business Coaching?
Business consulting and business coaching are related, but have some differences in method. Consulting is more interaction with every employee. Coaching is more interaction with select employees, with possible limited or no direct interaction with the remaining employees. Consulting is more project based with specific objectives. Coaching is more on-going with general continuous improvement objectives.
Business Consulting Engagement Components:
- Assessment and Planning
- Structuring
- Focusing
- Executing
- Measuring
- Rewarding
Assessment and Planning:
Perform an on-site assessment of the existing people, purpose and processes involved with the overall business and business functions. Determine the iMPACT of any problems, deficiencies or opportunity costs. Uncover Owner Vision, positive motivation and negative fear.
Structuring:
Work with Ownership and senior management to structure a Functionally driven Company, with detailed focus on a structure that generates the new business (sufficient and targeted), delivers (through operations/production) on sales promises and completes the financial cycle (cashflow and profits), consistently.
Focusing:
Clarify the Vision, Objectives and iMPACTS of a highly functional organization and how each function area relates to the other departments/functions. Facilitate the written expectations of each Function and Functional role in the Service/Warehouse area (similar in part to Job Descriptions).
Executing:
Training and Coaching management for each function. Design and implement weekly Communication/Training/Accountability meetings by Function area. Engage and empower Action personnel in participating in the engagement and designing and implementing the improvements, processes and action plans.
Measuring:
Designing and implementing Dashboards (KPI’s) for the functions designed to monitor the performance objectives. Management training on how to use the KPI’s to focus management time and actively manage. Measurements for the use of action team members to self monitor and move to best practices.
Rewarding:
Design and implement an incentive system that connects results with rewards (and consequences) for employees. The incentive system may or may not be fully implemented depending upon coordination with existing incentives and timing of improvement.
Business Consulting in Geneva, Illinois