Culture

The values, norms, systems, symbols, language, assumptions, beliefs, and habits that companies build up over time. -FORBES

86%
CultureIQ

Of employees who feel that their senior leadership listens to employees.

90%
CultureIQ

Of employees at winning company cultures who express confidence in company leadership

12%
Deloitte

Of executives believe their companies are driving the ‘right culture’

28%
Deloitte

< 1 in 3 executives say they don’t understand their company’s culture

94%
Deloitte

Of executives believe a distinct workplace culture is important to business success

88%
Deloitte

Of employees believe a distinct workplace culture is important to business success

82%
Deloitte

Of respondents to this survey believe that culture is a potential competitive advantage

495%
CFO

Highest cumulative returns for 13 companies that have appeared on Fortune’s annual 100 Best Companies to Work For list every year

Creating a culture of engagement requires more than completing an annual employee survey and then leaving managers on their own. It requires an organization to take a close look at how critical engagement elements align with their performance development and human capital strategies.

4X
Forbes

Increase in revenue growth for companies with strong cultures

HIgher Employee Engagnement
Gallun

24% Less Turnover
14% Increase in Productivity

BETTER CUSTOMER OUTCOMES
Gallun

10% Higher Customer Ratings
20% Increase in Sales

PROFITS & SUCCESS METRICS
Gallun

4X Success Rate
21% Greater Profitability

Nearly 1 in 5 employees reported that their companies don’t formally measure employee engagement at all - Deloitte

64%
Deloitte

of organizations still only measure employee engagement annually, despite the emergence of tools to do so more frequently

8%
Deloitte

of respondents said they measure employee engagement on a monthly or more frequent basis

46%
Deloitte

of companies report that they’re prepared to tackle the engagement challenge

Importance of Frontline Leadership

A 2014 Harvard Business Review report uncovers that only 12% of the businesses surveyed invest sufficiently in their front-line managers. Yet, as much as 95% of your operational throughput flows through their hands.

Saftey
Cost
Delivery
employee retention
customer satisfaction
importance-graphic

Common Supervisory Opportunities

Leadership skills must be developed in people. Frequently, the most skilled worker is promoted to be the new supervisor. Lacking extensive training, the individuals fend for themselves, often repeating the approach of a previous supervisor or reverting to the skills that made them an effective operator.

Leading
Guiding
Directing
Follow-up
experiential knowledge

Unique Approach to
Supervisory Training

The majority of the training (>95%) is delivered in real-time as the action of the day unfolds. Our team of unsultants provides coaching and mentoring side-by-side with your frontline leadership team.

supervisory skills
Performance
avoiding problems
motivating employees
sustained behaviors

Supervisory Analysis

In addition to direct observation of individual supervisors during the Analysis phase, we conduct a Supervisory Opinion Survey to measure the level of understanding and adoption of core management principles.

Survey-tablet

Aligning Goals & Strategies

A key element of designing a customized leadership training and development curriculum is aligning corporate/plant goals and strategies with the skills and behaviors of supervisors.

goals
strategies
cadence activities
ongoing alignment

Management Development

While skill and behavior development is conducted side-byside on the plant floor or in the work environment, we do provide workshops to introduce each leadership concept.

Roles & Responsibilities
Line Balance / Capacity
Culture / Change
Lost Time / Opportunity
MOS
Follow Up & Coaching
Problem Solving
Organization / Time Management
Reporting / Data Analysis
Attitude & Behaviors
Coaching & Confrontation
Continuous improvement

Customized to Achieve Full Operational Potential

Our approach to Leadership Training and Development is unique because it is customized to the needs of each of our customers. No organization or plant in the world is exactly like yours. We augment basic leadership training with the skills that you need to deliver your product to your customers on time with the promised quality, while maintaining the work environment that is conducive to those objectives.

Customers

and the products you sell

Commitments

to customers and employees

Culture

desired and actual

Capital

MOS Specific Leadership Elements

The heartbeat and ultimate success of your minute-byminute operations is the Management Operating System (MOS) that your leaders employ to run their area without problems and to its full operational potential. We design your custom leadership training and development program around the skills needed to operate your unique MOS.

Encompassing:

forecasting
planning
scheduling
preparation
coordination
execution
follow-up
measurement
evaluation

Supported by:

skills
behaviors
tools
controls
KPI’s
standard operating procedures
daily, weekly, and monthly cadence

Cultural Performance Management

A key element of The Powers Company approach to Leadership Training and Development comes from implementing key metrics that measure and promote the behaviors necessary to sustain your culture. Good results without the proper behaviors are a happy accident that may not repeat itself tomorrow.

Your culture is

the sum of the behaviors and attitudes of your entire team. It drives the actions of individuals to deliver upon your mission statement, and to achieve corporate goals and strategies. It helps employees and leaders understand the reasons behind their job responsibilities, priorities, processes and measurements, as well as their importance in the overall success of the company.

culture is

the approach that people bring with them to start the day, and it is the way they perceive their accomplishments at the end of the day.

Sustainability

Sustaining and building upon the skills and behaviors that are developed during a Leadership Training and Development program is a hallmark of The Powers Company’s unique approach. Classroom training alone rarely sustains beyond the end of the PowerPoint slides.

By working side-by-side with your frontline leaders and applying the skills in the context of fixing issues, avoiding problems, and improving performance, they internalize these new practices.

metrics

A series of metrics are installed that measure leading
behaviors as well as financial results.

cadence of meetings

We further this effort by installing a cadence of meetings with specific objectives and content. These are led by senior management with the specific objective of sustaining the newly developed skills.

skill and behavior lists

Another product of our engagements is a set of skill
and behavior lists for all leadership roles that become tools for on-boarding, skill/gap assessment, and future training needs.

tools

We also provide a set of tools that help you audit
the compliance of leaders to their new expectations.

Learning Management System

The Powers Company provides an optional Learning Management System based upon core leadership principles coupled with the unique elements developed for your operations.

POWERS PARTNERS WITH GLOBAL LEADERS TO ALIGN WORKPLACE CULTURE WITH PERFORMANCE

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