About The Stage™

“The most that any company can do is to give you a stage.

The singing you have to do yourself.^™”

. . . the late Francis S. Dammers,

mentor extraordinaire

The Stage^™ FOR BUSINESS PERFORMANCE

Interested in more about:

Innovative and entrepreneurial leadership style: avoiding the performance misfires and brushfires™ that derail businesses

If innovation is the result of “controlled chaos” . . . how much of what kind of chaos do you want, and how do you herd innovative cats?

Only about 10% of strategies are effectively executed . . . build “The Stage’™ to support consistent performance and execution

Recruiting, alignment, development, performance, retention: knots in the same rope.

Where do YOU invest your time, energy and resources: in activities that drive profit and value . . . or continuously fixing people and execution problems?

Call today to talk confidentially about your talent and performance goals.

Call 216.514.4121, or Email

Text Box: When an organization doesn’t fulfill its promise, the reason is rarely faulty vision or strategy. It is typically due to failure to acquire, engage, retain and focus the right talent — in order to consistently execute.

The Stage bridges the gap between strategy and consistent execution - to meet business goals. Strategy integrated with ‘lean’ business processes, talent, tools and technology, includes:

s Business, Team and Leadership Assessment, gap analysis, action plan/ triage/ intervention

s Leadership Performance Coaching

s Design, reengineering and transformation of talent and performance processes to improve business results:

Talent acquisition/ recruiting

Assessment - pre-hiring, development or promotion

Includes:

360 survey and interviews

Behavior-based interview

EQ/ Personality Profile

Alignment/ Assimilation/ Onboarding

Succession Plan & Implementation Systems

Development Plans & integrated systems

Performance plan, process, management & coaching

Retention

Diversity and Inclusion

s Capabilities assessment - individual and team

s Behavioral assessment. Personality profiles

s Change Management

s Project management and outsourcing:

Talent sourcing, recruiting, assessment, training and development

s Adjunct and Interim management

The Stage^™ bridges the gap between strategy and consistent execution -

to drive growth and value

human capital return-on-investment ROI R.O.I. talent Acquisition Retention Strategy integrated infrastructure systems tools training Process Design Business Process Outsourcing talent acquisition talent sourcing recruiting assessment performance Leadership Coaching Facilitation Development Strategic Planning Virtual interim teambuilding initiative Innovation Innovative culture Entrepreneur develop implement leadership development program assigned client group support business requirement development goals timeline client group manage facilitate consistent talent assessment process supports talent planning development needs consult executives assessment and development reports link talent development business objectives goals needs deliverables outcomes results development needs high potential individuals systematically related work experiences projects internal external development programs senior leaders forecast talent requirement create robust pipelines high potential identify critical development activities follow-up sponsor sponsorship vp vice-president vice president director manager project lead consult consultant facilitate collaborate leader team leader counsel coach executive coach performance coach leadership coach talent assessment job analysis consulting competency modeling and behavioral interviewing demonstrated ability translate business drivers into talent requirements a create implement enhance management processes large complex organizations business concepts tools functions business partner leadership development resources organization influence stakeholders issues development philosophy timely consistent execution effective assessment development verbal written presentation senior executive group understanding commitment direct direction recommendation gap analysis partner create win-win solutions critical successful execution diagnose triage technology integrate integrated integration process reengineer re-engineer transform transformation change management best practice leading analytic quantitative problem-solving excellent oral verbal written communication design develop competency model training strategic strategy process director consultant interim executive coach entrepreneur innovative innovator performance leadership development implement integrate recruiting process” “talent acquisition” “talent management” execution sustain retention retain “leadership development” coaching organization development “high potential” assessment goals motivated culture planning execution systems outcome direction advice counsel plan planning onboarding on-board assimilate assimilation assess assessment talent management strategy direction advice and counsel leadership lead and manage the talent processes services tools thought leader strategy execute execution achieve business strategies professional analytical planning assess performance talent review succession planning processes process talent strategy business outcomes results align alignment talent acquisition recruit strategy process gap analysis retention aligned to business needs leadership progressive urgent urgency priority prioritize deliver deliverable development and implementation global talent management strategy effective utilization human capital succession plan planning career development leadership development sessions OD approach implement strategic business plans and goals functional unit staff executive manager project implement implementing performance management link talent management practices 360° survey coaching intervention turnaround team intervention Succession planning top 200 top 100 executive assessing performance and potential developing differentiate development plans for senior executives improving improve development tools learning interventions meet business need leadership advice co-ordination management development pragmatic solution orientated approach deliver delivering leadership development leaders leader best practice best practices advise advice collaborate lead guide leadership teams tools processes program support talent assessment development succession management program earning and development design update orientation new hires design develop customized training intervention tool support follow-up coaching efforts materials HR initiatives performance management leadership development employee engagement surveys design business trend engagement tactical project management senior eadership development employee engagement surveys design business trend engagement tactical project management senior

The Stage™ is a registered trademark of MastersAmongUs, Inc.

Text Box: Performance Economics Q&A Q: What’s the return-on-investment in assessment and coaching for a developing or underperforming person? A: the complete assessment and six months of coaching costs less than 15% of the average cost to lose and replace a mid-level executive [not counting wasted leadership time, upheaval, lost team productivity, and potential legal actions] Q: Is coaching just talk, talk, talk? A: Coaching begins with an assessment; then continues with setting clear goals and developing an action plan to attain them. In the case of underperformance or dysfunction, a 360° diagnostic process is involved. The coaching process itself is driven by the individual’s timelines and goals. Often, practicing new behavioral and communication skills is involved. Sometimes, specific tools to support and/or track individual or team performance are developed. Often, ‘homework’ is involved to retain learning. Link to “Juicing Performance in a Tight Economy”

Supports business innovation, growth & value:

s assessments: pre-hire, promotion, succession, development. The primary competitive advantage is the ability to recruit, evaluate, engage and retain top talent

s leadership performance coaching, development, intervention, turnaround

s the ability to invest more of your time, enrgy

and resources in activities that drive growth

and value [instead of continuously fixing people, performance & execution problems]