People are by far a company’s greatest asset, but too often they are the last to be developed. This leads to higher turnover, siloed departments, tactical inefficiencies and teams that never rise above the abilities of the individuals who comprise them.
Does this sound familiar?
Many employees and even organizational leaders choose to leave dysfunctional cultures rather than address the challenge of transforming them. And it’s easy to see why. Human relationships are messy.
It takes a special set of leadership strategies paired with emotional intelligence to build world-changing teams. As you can imagine, finding someone who can train you in developing these skills is exceedingly rare.
Robert Shereck—Founding Partner and CEO of Legacy Transformational Consulting—started a successful semiconductor business in his early twenties. It generated millions in revenue, and Robert was on his way to becoming financially set for life, but something was missing. He wasn’t quite fulfilled.
As he led his company and talked with other business leaders, he was struck by the enormous gap between how teams typically perform versus what is possible when they are truly aligned and operating from a context of high performance. At this point, it was just an observation and nothing more, until he was put in touch with the CEO of a large clothing retailer who discussed organizational transformation.
Specifically, they chatted about the positive impact leadership development and executive coaching had on teams. Robert immediately recognized he wanted to be someone who transformed companies, but he didn’t yet have a vision for how to accomplish it. In 1989, he sold his company and decided to leave the electronics industry to help businesses build world-caliber, high-performance teams using the techniques he had perfected.
With his cofounder and wife, Gisèle Privé, they have spent the last 30 years advising businesses ranging in size from small to global enterprises—in more than 74 countries—on how to realize the hidden potential of their teams. Along the way, they added Tanya Privé to their executive leadership team after she had led two venture-backed companies in explosive growth before they were acquired.
Unlike traditional consulting firms, Robert, Gisèle and Tanya don’t enter an organization looking for problems and then make complex recommendations on how to fix things. You may already know the reason why. People don’t always like change. The solution often lies within the leadership team, but you have to disrupt the status quo to birth innovation.
Robert and Gisèle don’t necessarily advocate for change as the go-to solution. Their methods rely on altering how individuals view themselves and their organizations. How you and your team perceive the world has a direct impact on what actions you take. Your actions are tightly correlated to the results you and your team produce. A transformation generated from within has a profound and long-lasting effect on who you are and what your team becomes.
The point of their leadership development, executive coaching and team training is not to copy what other businesses are doing, but to elevate and expand the privately-held perspectives of executives and employees.
To begin operating as a high-performance team, you’ll need to adapt to highly effective techniques and a methodology we’ve refined over the last three decades, which has been delivered to more than 10,000 high-ranking business leaders all around the world.
You can choose between executive coaching, which utilizes one-on-one leadership development training, or team coaching. Executive coaching can be done in person or on the phone, and the metrics for performance are established from the start. For high-performance team coaching, everyone is typically brought together for an in-person session that spans 2-3 days, depending on what program you choose.
Legacy Consultants generally starts sessions by asking teams to consider the history of their organization. Next, the team is invited to reflect on the present to see what mistakes and successes brought them here. After considering these facts, everyone is asked to articulate a company future that is not predicted to happen, but would be a huge win for the team. From there, the training moves into how to become a high-performing team and deliver on a future in which everyone is excited to bring to fruition.
All too often, businesses tie the past, present, and future together in a way that leads to the same outcomes year after year. More of the same. And this is the big tragedy in how teams and leaders tend to operate.
Transformation is possible without making forced changes.
When individuals alter how they see themselves and their purpose within their organization, they start to behave differently.
For example, organizational psychology researchers found that a hospital custodian who only sees their role according to the tasks they must perform will likely not go beyond the basic duties of their job. But someone who sees the same role as being instrumental in helping patients recover will take action to improve how the organization operates.
When this kind of seed begins to germinate, people see new possibilities.
And that’s when new ideas develop, new connections are made between departments, impossible goals get implemented (and achieved), and more than anything else, people and teams rise to higher levels of performance.
Get in touch to learn what Legacy can do for you.