1. 2015 © Copyright Tools 2 Succeed, Inc.
Navigational Tools for LEADERS
The Most Successful Companies
Invest in Their People
The Compass Series

2. 2015 © Copyright Tools 2 Succeed, Inc.
Presentation Outline
 About Tools 2 Succeed
 The Compass Series
 Workshop Topics
 Benefits
 Methodology
 Features

3. 2015 © Copyright Tools 2 Succeed, Inc.
Services We Offer
 Leadership Development Training
 Sexual Harassment Training
 Executive Coaching
 Employee Engagement Surveys
 Outplacement/Career Services
 PHR/SPHR Exam Certification Preparation
 HRCI, SHRM, and PMI Recertification Credit

4. 2015 © Copyright Tools 2 Succeed, Inc.
About Sheryl Tuchman
 Founder and CEO of Tools 2 SUCCEED, Inc.
 Senior Professional in Human Resources (SPHR)
 SHRM-Senior Certified Professional (SHRM-SCP)
 Certified Professional Coach
 Registered Career Coach
 25+ years business and technical experience
 State of California Multiple Subjects credential

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Listen Up! Communication
Hold Them Accountable!
Supervisory Skills
Teamwork Works!
Building Trust & Collaboration
Time Management
Emotional Challenges
Conflict Management
Feedback is My Friend
Managing Change
Attitude is Everything
Keeping Score on Organizational Goals
Team Dynamics
Empowering Others for Success
Focus on our Customers
The Compass Series
Navigational Tools for Leaders

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Compass Series Benefits
Improve financial results by:
 Turning supervisors and managers into leaders
 Building a culture of commitment and
collaboration
 Exploring ways to truly partner with customers
 Increasing productivity
 Reducing turnover

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Increase Productivity
 NY research firm Basex found that office distractions account for
2.1 hours per day for the average worker.
 Assume average manager earns $60K annually.
 Lost annual productivity would be $15K+/manager.
 A major benefit of The Compass Series is increased productivity.
 Even reducing distractions by 10 min/day/mgr pays for the series!

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Reduce Turnover
 *Turnover costs can reach 150% of employee’s annual compensation.
 Assume average employee salary is $50,000 annually.
 Cost of turnover can reach $75,000 per employee who leaves.
 For a company of 100 employees with a 10% annual rate of turnover,
annual turnover cost can reach $750,000.
 Additional costs difficult to measure may include:
– customer service disruption, emotional costs, loss of morale,
burnout/absenteeism, loss of experience, continuity, “corporate memory”.
 A major benefit of The Compass Series is reduced turnover.
 Retain just 1 employee and you’ve paid for the series 30 times over!
*Bliss, W. Cost of Employee Turnover. Small Business Advisor; Branham, L. Keeping the People Who Keep You in Business: 24 Ways to Hang on to Your Most Valuable Talent . (AMACOM).

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Compass Methodology
• Emphasis on skills rather than theory
• High-Performance Concepts
• Engagement: Fun & Interactive
• “Spaced-Repetition” Learning

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“People feel and act like partners in the business”
HIGH-PERFORMANCE ORGANIZATION TRADITIONAL ORGANIZATION
Customer-focused. Internally focused.
Decentralized structure with autonomous,
self-regulating work units.
Centralized and bureaucratic structure.
Planning and coordination done by work teams. Planning and coordination by management.
Jobs are broadly defined.
Employees possess multiple skills.
Specialization and narrowly defined jobs.
Many ways to achieve same level of
performance.
One single best way to do a job.
Minimum of rules.
Values and common sense govern behavior.
Uniform, strictly-enforced policies.
“Do things by the book”.
Department boundaries determined by task
inter-relationship (product- or process-focused).
Dept. boundaries determined by similarity of
function (Engineering, Manufacturing, etc.)
Training focuses on total employee
development (e.g. business understanding,
teamwork, etc.)
Training focuses on technical skills.
Rewards based on effectiveness of team. Rewards based on individual performance.
Employees viewed as partners. Employee viewed as tools of management.
Quality of life of employees is imperative. Alienated and unhappy employees accepted.

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Stages of Organizational Development
High Performance
 Excellent performance results
 Growth from new business opportunities
 Excellent processes, structure, & systems aligned to strategy
 High involvement & empowerment of people
 Respect for people is a part of the culture
 Good communication and information sharing
Stability
 Consistent performance results
 Basic processes, structure, systems in place
 Adequate resources in place
 Some clarity of goals and direction
 Consistency of priorities
 Well-defined policies & procedures
Chaos
 Inconsistent results
 Crisis & short term focus
 Shifting priorities, lack of clear direction and goals
 Processes, structures, and systems not in place
 Unclear policies & procedures
 Lack of teamwork
 Inadequate people & resources
Where do YOU
place your team or
your organization?
Stages of Organizational Development

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Compass Series Features
 Proven Materials
 Accountability Partners
 Performance Plans
 Workplace Assignments

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Performance Plans
• Participants set “SMART” goals at each workshop:
 Specific
 Measurable
 Achievable
 Realistic
 Time-Bound
• Goals and progress are shared with Accountability Partner.
• May also be shared with supervisor, team, class.

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Accountability Partners
 Participants choose Accountability Partners.
 They share their goals and progress.
 Questions are provided to discuss between
workshops.
 Participants share their experiences at the
next workshop.

15. 2015 © Copyright Tools 2 Succeed, Inc.
Contact Us
Sheryl Tuchman, SPHR, SHRM-SCP
Founder and CEO
Tools 2 Succeed, Inc.
(818) 581-4888 x801
(800) 207-1306 x801
www.Tools2Succeed.com