ONE ON ONE CONSULTING
And as a result, you may even feel a little (or a lot) frustrated with yourself, because you know that you are smart, so why can‘t you work it out?
Dov Baron works one-to-one with a select number of international, high performing individuals from a variety of backgrounds that spans leadership, business, sports and the arts.
Even though he loves this work his time is at a premium, therefore he cannot work with everyone who would want to work with him.
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COMPANY TEAM CONSULTING
Soft Skills Are The New Bottomline!“The talent war is over, talent won..."
Shane Green, Author of Culture Hacker
Today, many industries are facing unprecedented challenges in retaining high-value employees.
In many verticals this is no longer a problem-it's a crisis!
On average, 42% of employees are looking to leave their job at any given time.This alarming statistic was reported in the Gallup Business Journal (Feb 22, 2017). It's almost too terrifying for most companies to think about losing such a percentage of talented, highly-prized employees.
There's nothing worse than investing heavily in recruitment and training - if your star employees are gone before they've even covered costs. But what if your employees not only generated a positive roi - they became active recruiters?
That would be a real advantage.
Today, many industries are facing unprecedented challenges in retaining high-value employees. Law.com figures that a highly-developed professional is worth 1.5 to 2 times their annual salary to replace. Companies are battling several converging trends. Millennial prospects are not in love with the idea of big business or working for big companies. Social networks and sites like Glassdoor.com mean that prospective hires can get a "warts and all" image of prospective employers very easily. And, with more venture capital flowing around than ever before, being actively recruited has never been more lucrative to employees.
For example in financial services and Tech along with many other industries this is no longer a problem - it's a crisis.The obvious solution has been to throw more money and perks at employees. This has not only demonstrably failed, it's led to a remuneration arms race that has exacerbated the problem.
This presentation is dedicated to the economic upside to finding a solution to the employee retention crisis, or preventing one from happening in the first place.
Discovering the very SOUL of your organization
can change everything
Strategic Overview.Using Socratic Questioning we take a look at not only where your organization presently is, where you want it to be and access any potential road blacks and invisible factors to reaching your highest projected outcomes.
Outstanding Assets, Achievements, and Traits.What is it that has made your organization great? Very often the things that make a company great are the things that we see as normal and everyday. This is also known as 'unconscious competence'. It's the place where we take our own magnificence for granted. Uncovering your (organizations and leadership) hidden genius can be the difference between being "one of millions" or "one in a million".
Under Leveraged Human CapitalThink about a time (it could be right now) when your company/organization was doing really well and things were going great. As a leader , we'd all like to take credit for those outstanding organization and team's results. However, if we're completely honest, you may want to admit that the mantle for the company's success doesn't rest on our shoulders alone. In fact, it may have very little to do with us. But if we apply that same level of honesty we also may not be sure what specifically is driving the success. Most often what makes a team (or a person) excel are 'invisible factors' that no one has considered. In fact, we've found that as much as 50% of what makes a team or a leader is successful comes down to these invisible factors. These invisible factors are most often held in your Under Leveraged Human Capital.
License to address and optimize.It's One thing 'to know' it's something else all together 'to do'. Everything prior leads us to this point. This is the point where you decide to dive in and fully commit. It's at this point where we've begun to uncover the hidden drivers and stoppers of the organization. From here in we can begin eliciting the SOUL Purpose of your organization. This is the fire that burns in the belly of your organization. When it is fully surfaced and formed it become the magnetic force that pulls not only the ideal people to work for you, but it also pull the ideal clients, making them both evangelical about the why of what you do.
In their book Firms of Endearment, marketing professor Rajendra Sisodia and his co-authors explain how companies that put employees 'and customers' needs ahead of the shareholders' desires outperform conventional competitors in stock-market performance by 8:1.
In the classic business book,Built to Last, Jim Collins and Jerry Porras reveal that purpose- and values-driven organizations outperformed the general market and comparison companies by 15:1 and 6:1, respectively, and, as the title suggests, these are the companies that outlast their competition.
Harvard professors John Kotter and James Heskett, in their book Corporate Culture and Performance, found that firms with shared-values-based cultures had a massive 400% higher revenues, 700% greater job growth, and 1200% higher stock prices as compared to companies in similar industries.
Still think soft skills aren't important?
In Dov Baron's work with very well-established organizations, he will often ask the leaders to tell him the core purpose of their organization. More often than not, they can't give an answer beyond "making a profit."
When he challenges them to dig deeper, they will often say something like, "Look, we are already a (X) million-dollar company. Clearly what we are doing works so why would need another reason?"
That's a good point - as long as the marketplace stays exactly the same. But you only need to look to the recent American presidential election to know that change is the byword of the times. We live in arguably the most disruptive time in the history of business, and if leaders don't adapt, we will find ourselves being directly affected by those changes and under threat at every turn.
Remember - if you continue to do what worked yesterday,
you are following a recipe for failure tomorrow.
In order to keep the best employees, a leader must be able to clearly articulate the purpose or SOUL of their organization. Furthermore, such a leader must be aware that even if they themselves have never been on social media, their organization will inevitably end up being seen there. Therefore, it's important to the reputation of themselves and their companies to not only walk their talk, but also to embody the very purpose of the organization.
Knowing, eating, breathing and living the SOUL Purpose of your organization is what will tap into and bond your people's hearts, souls and minds to your organization.
It's the thing that will help people give their best, even when times are tough, but we all know that worker engagement is at an all-time low. Without purpose, people have only a vague idea of what they're supposed to do. They are preoccupied with filling time rather than contributing. And believe it or not, making more profit for the company isn't really a great motivator of individuals! As a result, leaders may see activity and busyness, but it's often frenetic, disorganized, and focused solely on short-term goals. If this is not re-directed, it the results can be devastating.
The point is that - yes, a well-designed strategy and its effective
implementation are required for business success, but you must be
aware that neither of these will inspire your people to maintain
engagement during troubled times.
As a leader, it's easy to say, "I'm too busy for this SOUL purpose stuff," but there is a huge bottom-line benefit to being purpose/cause-driven. In order to leverage these skills, leaders must first clearly identify and articulate what truly matters by asking themselves and their senior team members:
- Beyond making money, why are we in business?
- What difference do we want to make in the world?
- When the day comes that our organization dies, what would we want on its headstone?
- In order to reach that end (the tombstone), what purpose or cause must become most important to us?
As you do this work, be clear that unless you dig below the surface, all you will create is a manufactured purpose statement. Or to put it bluntly, a useless watered-down version of a mission statement that no one cares about, including you.
As rational and logical as we like to think we are, it's important to remember that we are all emotional beings. And what sets people hearts, souls, and minds on fire is always driven by those emotions.
For that reason, the key to finding the true purpose and cause of your organization will require you to dig deep into what matters for everyone involved.
But be certain of this - it's absolutely a treasure worth digging for
if you want your business to not just survive, but to thrive!
CAN YOU AFFORD TO WAIT?
Dov is someone who has a unique style and the ability to cut right through the BS to get to the heart of the matter. As my mentor he has given me clarity and focus in my life and because of that my businesses have soared. When you mentor with Dov, listen and apply to what he has to say you will get massive results.
Ron Huizenga, Speaker
Without hesitation, Dov Baron is the most AMAZING human being I've ever met. His wisdom, intelligence and business save is second to none. Investing into myself through Dov Baron's programs is the best return on investment I've ever made in my life.
Igniting Your Passion for Life
Dov Baron IS a change on the planet. I have no doubt that anyone who comes in contact with him - whether in his own Mastery Events, in his speaking engagements, on his radio show or simply through Social Media has come in contact with a man who is a giant among men.
Radical Results Coaching