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“With the perennial and emerging changes presented by today’s workforce, companies and managers will be challenged like never before. John’s speech provided clear direction and a compelling purpose about the coming workplace over the next decade. It was the kind of speech every employer needs to hear.”

Crystal Cedro, The Mundy Companies

 

John Grubbs is on target in identifying coming changes in the workplace and what your organization needs to be implementing TODAY to compete and attract the best talent. He's an engaging speaker, and you'll have better direction as a leader after attending one of John's presentations.

Jane Allison, Greater Shreveport Chamber of Commerce

 

My TIME to LEAD Blog

Cave People and Seaweed
(09/27/2012)
In a typical organization, three distinctive individuals can be identified based on activity, attitude, and contribution to the collective work. These individuals rarely identify themselves as one or another, yet all three persist in organization after organization. They do not wear tee shirts for identification yet you will recognize each of them once a description has been provided. Ironically, the separation of these identity groups is never really discussed or acknowledged by most organizations. Self-examination and a candid workforce will help you discover where most of the team members fall within this analysis.
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The Learning Spotlight
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Talent Leaving

 

Talent Score - Quantifying Your Team’s Talent

What is the collective talent score for your organization?  Can you measure how strong or weak your team is today?  Is there a way to mathematically know whether you are growing or contracting your collective talent?  Until now, most organizations simply never measured talent.  Organizations measure results and turnover, but have no clue why these results are achieved.  These same companies rely on classical human resource techniques to attract and hire talent, but never measure the impact from gaining or losing talent in a collective sense.  They rely on systems and processes but never quantify the individual talent that executes for the organization.  Remarkably, this lack of talent quantification has never really been discussed as necessity for organizational success.  Consider systems and process as one side of the coin while a talent score represents the other side.  Executives examine balance sheets and yet they never see talent sheets.

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John Grubbs

My Time to Lead Series (New)

Making the transition to leader is not easy and it is certainly not natural.  Yet most companies invest little to nothing preparing new leaders for their new role.  This often results in poor morale and higher turnover since many people just replicate what they have seen in the past.  This leadership "gap" is prevalent in most companies.  Our new and updated leadership series prepares leaders for this new role.  Our 3-day leadership series (non-consecutive days) includes an 86 page work book and a copy of “Listen Up Leader”.   We cover leadership essentials such as:

 

  • Making the leap from co-worker to supervisor
  • Learn the difference between communication and effective communication
  • Differentiate between accountability and blame
  • Set goals to communicate accountability as a supervisor
  • Recognize the essential nature of trust
  • Create an environment that promotes trust in the workplace
  • And much more…

Call (903) 295-7400 to book this series at your location!