Eileen uses all of her experience and knowledge to help her clients gain insight into what they want to change. Then she supports and challenges them as they implement the changes. She often uses the Leadership Effectiveness Assessment – LEA 360™ process to clarify the leadership behaviours that are taking the most time and energy and those that are taking the least. Then she looks at what is appropriate for the individual client’s future leadership. She supports and challenges them as they implement the identified changes.
Here are some comments from satisfied clients.
David MacAulay, President, SureShot Dispensing Systems®
The first comment is from David MacAulay, President since 2004 of Sure Shot Dispensing Systems®, an innovative and successful manufacturing company of 70+ employees.
“Our initial 360 review pointed to some developmental opportunities as individual executives, and identified some important developmental opportunities for the group as a whole. Each executive had personal responsibility for taking advantage of their individual developmental areas, and we collectively took responsibility for required group development.
One of the key identified deficiencies of our collective group was in the area of creating excitement, an important leadership tool. Eileen coached us thoroughly on many different means of creating more excitement and we began a development plan to incorporate these tools into our regular manner of operating. These efforts (along with other sound business practices) gave rise to a steady and obvious increase in the level of employee engagement within the company, a goal we had established for ourselves at the outset of the LEA 360 program.
We now conduct an annual business conference attended by all employees, and nowhere is the impact of the LEA 360 program more evident than in that annual gathering. Many outside visitors from private industry (big and small) as well as government bodies have been highly impressed with the level of employee engagement evident in those two day sessions. Importantly, for those of us who participated in Eileen’s training, the imprint of her coaching is clearly evident throughout these sessions.
In terms of impact on company ROI, the impact of a high level of employee engagement can be summarized in only one word-immeasurable. We do not have a way of capturing and consolidating the many impacts of this attribute. One small example perhaps that is illustrative only would be in the amount of scrap created in our production facility annually. Scrap has decreased by 80%, while quality measures have actually increased. This one small improvement has contributed over $150,000 to our bottom line. I mention it only because it is something that is measurable in concrete numerical terms. Realistically, though, it pales in comparison to the impact of a group of employees bringing forth improvement ideas, and being understanding and receptive when changes on various types are required.
More recently, I re-engaged with Eileen on the LEA 360 program because of aspects of my own leadership style that were interfering with the achievement of maximum results. Once again, I found the exercise extremely beneficial, and I continue to work with Eileen to monitor progress and provide on-going coaching.
A couple of thing I appreciate in particular about Eileen. She is passionate about what she does, and consequently is a very serious student on all issues related to leadership. This gives her immense credibility in my eyes. Secondly, she is very prepared to share “home truths” in a manner that we need to hear even though many times we’d prefer to ignore these realities.
If your clients are serious about improving and taking advantage of Eileen’s expertise, she can have an immense positive impact on their businesses.”
Rakesh Jain, CA, Green Jain Chartered AccountantsRakesh Jain, President and Owner of Green Jain Chartered Accountants and Principal in Veracap Corporate Finance Ltd. He was answering questions on his experience working with Eileen Pease and the LEA 360.
How has Leadership 360 impacted your development as a leader?
It has confirmed most of my own perception and was helpful in identifying one key activity that I had thought was being done well, however the staff responded contrary to my perception.
How has setting goals affected your Business?
We have always set goals in our business. I created a Balanced Scorecard for our business 7 years ago.
How has your time management, goal setting and planning improved?
I now implement a process through Eileen’s help that covers off the one deficiency she identified.
What is your overall perceived value of Leadership 360?
Excellent tool. We did it this process on an anonymous basis.
How would you rate your Return on Investment?
How did you measure your ROI?
Based on qualitative feedback regarding employee engagement
What type of system did you use to measure your bi-weekly, monthly and program goals?
We use a balanced scorecard.
What quantitative improvements (reduced turn over, increased productivity, etc.) have been realized as a result of implementing Leadership 360?
Our quantitative improvements have always been exemplary. Our client response time has increased significantly.
How much has productivity increased?
Well in excess of our cost to implement the program.
How much waste and idle time have been reduced?
Well in excess of our cost to implement the program.