Course MAP

Results Business Execution Disciplines develops a variety of managing and business skills with specific focus on strategic planning and corporate culture, recruiting and retaining talent, leadership and supervising. In addition to that, the participants receive training in personal management skills (goal setting, organizational skills, time management, team work etc.)

The key element of the course is to create a consistent meeting rhythm for the leadership team and create a culture of accountability around execution.

Certificate of Completion:

Each participant is responsible for all readings, assignments and tasks and is evaluated upon completion of every module on a 100% scale.

Program Lengths: 12 months

Training Hours: 80 hours

Method of delivery: Blended: a combination of virtual weekly session and quarterly full-day classroom sessions

Course Capacity: 5 participants

Instructor: TBD

Course Price: CAD 13,000 per participant   *100% costs are for instructional fees

Phase 2: Powerful People Practices

Learning Objectives:

Leverage the foundation begun in phase one, and implement powerful people practices that attract, engage and retain the right people. The right people are those who fit the culture, are inspired by the vision, and consistently perform in their role. As with the previous phase a series of change management initiatives, sustainably implemented will ensure engaged employees who support and contribute to the growth of the organization.

Measuring Success:

Successful achievement of this phase requires the following be accomplished;

  1. Hiring practices have been implemented with 100% of hiring managers. These practices raise the probability of hiring the right people the first time, and filter out those who do not fit the culture, or cannot execute in their role. They are used consistently across the organization for 100% of hiring opportunities.
  1. Role scorecards have been developed for 100% of roles in the organization. This should begin at the very top of the organization and cascade to every role with no exceptions.
  2. Talent mapping is conducted at least once a year. This mapping exercise identifies A Players who need support & development, B Players who need support and development to achieve A Player levels of performance, and C Players or Culture Killers who must leave the organization in short order.
  3. Every team at least 2 levels below the senior leadership team, have undergone team effectiveness audits and implemented actions so they can achieve high levels of performance.
  4. Performance feedback practices have been implemented in a sustainable manner such that 100% of employees receive informal feedback at least every quarter, and formal feedback at least once a year.
  5. Employee engagement is quantifiably measured at least once a year, qualitative feedback is analyzed, and improvements in workplace engagement become change management initiatives. This quantifiable and quantitative employee engagement information is shared and discussed with 100% of employees in the quarterly Town Hall meetings. As well, progress and results from the change initiatives is shared in a transparent fashion.

Employee Engagement (10 hr)

Objectives of this Execution Module:

  1. Educate on the use of the Net Promoter Score/System (NPS) for measuring employee engagement.
  2. Define the ways to implement the system gathering critical employee feedback and establishing an NPS employee engagement score for the business.
  3. Implement a disciplined approach to using it systematically in their business.

Hiring the Right People (15 hr)

Objectives of this Execution Module:

  1. Educate on the concepts of the Topgrading methodology.
  2. Identify the best practices for implementing this rigorous process into the business.
  3. Create an implementation action plan, and follow up on its execution.

Building Great Teams (15 hr)

Objectives of this Execution Module:

  1. Educate on Lencioni’s Five Dysfunctions of a Team model.
  2. Conduct a leadership team effectiveness assessment using this model.
  3. Debrief the report details as a team and identify actions to address obvious issues.
  4. Follow through on the execution of those actions.

Performance Management (20 hr)

Objectives of this Execution Module:

  1. Align the leadership team around the need and value of conducting regular performance reviews with employees.
  2. Provide a structured approach and forms to conduct these reviews.
  3. Develop and execute an action plan to implement the processes

Talent Mapping (20 hr)

Objectives of this Execution Module:

  1. Introduce the Talent Matrix and Talent Map concepts to the leadership team.
  2. Conduct an evaluation of employees based upon this simple performance/fit matrix, and map each team.
  3. Conduct a review of the resulting Talent Map(s) identifying necessary actions to address obvious gaps and issues.
  4. Follow-up on the action plan.

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Business Execution Summit

Business owners and thought-leaders agree, the biggest challenge for organizations today is a lack of disciplined execution. The Business Execution Summit brings together business owners, leaders, and senior executives to share best-practices in the area of business execution.