1. PINPOINT AND POINT 

• Pinpoint the root of your issues and what success looks like

• Point you in towards alternative solutions to achieve Desired Performance

OBJECTIVE

Assurance that you know where you are going and what is really stopping you from getting there. Too often leaders force change or change happens without a clear direction of success or a clear understanding of the issue. Pinpointing these two areas is an essential first step for any change.

OUTCOME

Setting out in the right direction saves time, money and morale. No more spinning your wheels working on the wrong problems and wrong goals. Solving the right problems, the right way by getting to the root which then puts you on the right path to achieve your desired results.

 2. REVIEW AND RE-IMAGINE 

• Review the current processes and people to determine process flaws, bottlenecks, and roadblocks including mindset and skillset challenges.

• Re-imagine the process and people that will best equip you to resolve the issue and reach your desired results.

OBJECTIVE

Ensuring that you review all existing processes and people with a fine toothcomb to ensure you identify the details behinds the issues. You also re-imagine a new way of getting where you desire to go. This step ensures that you don’t just keep doing the same thing over and over again expecting different results. Positive growth only happens when you are willing to let go of the status quo and sacred cows and be open to trying new ways.

OUTCOME

Setting the foundation to do more with less, experience explosive growth, reducing costs, and delivering better quality and service and greater profits.

 3. INFORM AND INITIATE

• You now begin to inform the people of the proposed changes / solutions / revisions to solicit their feedback.

• After you inform them, then you begin to initiate the change by creating tangible action steps, timelines and action owners.

OBJECTIVE

This step ensures your hard work up until now does not turn up on the shelf of unimplemented ideas and plans.

OUTCOME

This step ensures that the plan stays on track and any issues get addressed quickly.

 4. MANAGE AND MINIMIZE 

• Manage the change which includes and is not limited to: Testing to ensure the process makes sense. Training all people on the new process/change.

• Ensuring the change gets adopted with accountability and follow-up. You also ask questions and have frequent check-ins to minimize fear and drama. This is the stage where roadblocks get removed and barriers are torn down.

OBJECTIVE

This step ensures your hard work up until now does not turn up on the shelf of unimplemented ideas and plans.

OUTCOME

Achieve desired performance results with less effort, stress, and drama. Minimize making mistakes and showstoppers while delivering better outcomes and minimizing costs.

 5. EVALUATE AND EVOLVE 

• By now, you made the change happen and it's time to evaluate the success of the change by asking two questions: Did it solve the identified problem?

• Did you achieve the desired results? With those answers in hand, you either tweak what’s not working or you start the process over again with the next issue standing in your way of growth.

OBJECTIVE

Too often leaders implement change and rarely go back to evaluate its success or see how they need to evolve it. This step prevents you from losing momentum and going back to the way things were.

OUTCOME

Gain more confidence and ignite your passion for your business by instilling of culture of change and growth that leads to increased morale, job fulfillment and satisfaction and feel more optimisitc about the future direction. Everyone is happier, more efficient and productive . You begin to experience the ability to handle explosive growth with increased profits.