“People quit bosses. The research proves the old saying: People leave managers, not companies. 57 percent of employees have left a job because of their manager. Furthermore, 14 percent have left multiple jobs because of their managers. An additional 32 percent have seriously considered leaving because of their manager. Source: DDI”
“Gallup data show that 67% of U.S. employees are disengaged at work, 51% say they're actively looking for a new job or are open to one”
“A Gallup poll of more 1 million employed U.S. workers concluded that the No. 1 reason people quit their jobs is a bad boss or immediate supervisor. 75% of workers who voluntarily left their jobs did so because of their bosses and not the position itself.”
People Rarely Apply Classroom/Seminar Topics
(which are ‘pre-determined’; like time mgmt., teamwork, personalities, etc.)
Once Back to the Workplace
But with the “I.O.C. Development Initiative”—development topics are based on how they have been working to date, in their workplace, according to those they work with—
as identified by Dr. Debbie Quinn Ph.D., M.S., B.B.A.
This brings out what’s missing. Identifies what would be most key to growth
(& you may not even be aware).
Some examples:
Some examples:
The I.O.C. development initiative drives better workplace results (all sectors, all sizes). It identifies those specific areas that would propel the work effectiveness of average or higher-performing employees and leaders. Development is based on perceptions of strengths & potential areas of development identified by Dr. Debbie Quinn, Ph.D., M.S., B.B.A. This is achieved through 30-minute conversations with designated people the participant works with (observers). All meetings (with participant, observer, & manager) are 1-on-1. The handful of goals are then agreed upon by participant, manager, and Dr. Quinn. Development is based on how they have been working to-date, in their workplace, according to who they work with. This leaves the participant highly motivated to dive in and act. To accommodate all candidates, clients often ‘rotate-in’ participants throughout the years.
Unlike others, I.O.C. provides written reports of 1) Initial feedback, 2) Midstream and 3) Final written progress report of all the tangible workplace accomplishments/ROI (according to those in the workplace) for each of the established goals.
Typically, participant meets an average of 2 hours/month over 10 months. S/he practices and applies between skill-building meetings. 10 months, since it takes time for behaviors & ways of looking at things to change and become engrained.
This blends business with psychology. I started out with a Bachelor in Business Admin. and over a decade in business (from F500 mgmt. to industrial entrepreneurship). Always wanting to create I.O.C., I went on to earn my Masters & Doctorate in psychology. This gives you a consultant that can 1) relate to various business scenarios & take a very practical approach. 2) The psychology aspect gives me better ability to handle obstacles and galvanize growth.
Professional Affiliations; Member of:
Some returns are directly quantifiable
Other returns are not as directly quantifiable, while priceless in value
If you’re like other clients I’ve worked with over the past 20 years, you will feel transformed; more accomplished and capable with improved interpersonal connections.
~ Offering Exceptional References upon Request ~
For your convenience, services provided either:
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