We help you and your leaders to develop a highly engaged and productive strength-based culture where employees trust the people they work for, love their work, and enjoy the people the work with.



Over 60% of Lean, Six-Sigma, TOC, and other continuous improvement initiatives fail. Over 70% of new strategies, products, and change initiatives fail.  Over 99.99% of all organizations fail to put in effective solutions to these issues.  They also fail to but in simple solutions that drastically improve productivity, reduce waste, enhance skills, and strengthen management practices.

Albert Einstein said that, “insanity is doing the same thing over and over again & expecting different results.” Albert The answer is so simple – but so incredibly obscure.

What if you could turn on a switch, and reduce mistakes, errors, and lack of conformance to critical processes in your organization by 80%? That is a typical outcome!

People are the key to your organization’s success. They are also the reasons for failure. Learn how the right kind of accountability and tools can solidify change, help you meet targets, and reduce people related defective performance, not in some marginal way, but dramatically.


Employee engagement is the heart of the organization.  It is the fuel that leads to results. High employee engagement is a sign of a healthy, sustainable organization. Substantive research shows that employee engagement significantly increases productivity, customer satisfaction, innovation, profitably, and earnings. It also reduces turnover, safety incidents, absenteeism, quality defects, and shrinkage. High productivity is one outcome of employee engagement.

One of our top goals is create a passionate and highly engaged environment.  We've had tremendous success when we've used a highly inclusive approach to assessing and improving an organization. We identify and focus on the strengths of people, and we strive to help them to succeed.

We will help you, your leaders, and your people to effectively discover their passions and natural talents. We will use our popular book to help guide you through this process.



Gallup and The Great Place to Work Institute (producers of the “FORTUNE 100 Best Companies to Work For”) have been collecting and analyzing vast amounts of data for decades on what constitutes a great and productive workplace. Through their ongoing research, it is clear that what employees want most is a trustworthy leader. In other words, employees want to trust the people they work for. Employees also want to have pride in the work that they do. Furthermore, they want to work in an environment of camaraderie, where they enjoy the people they work with.

People are most productive when they are able to focus on and use their strengths. Gallup found, after researching 1.4 million people and 50,000 teams, that there was only one question that consistently and more effectively predicted whether a person was part of a high performance team. The question was, “at work, do you have an opportunity to use your strengths every day?”

Leaders of great organizations create cultures that deeply value their people.  They create an environment of both high performance and caring. They create a strengths-based culture by identifying and developing the strengths of their people to achieve organizational and personal goals. Their employees are passionate, feel empowered, and take pride in what they do.

Please call us to discuss how we can partner with you to improve profits and to create a passionate workplace. Our phone number is 1-385-251-8435.


  • According to an ongoing study by Gallup involving over 25 million employees around the world, only 13% of employees are engaged in their jobs. That means that only one in eight workers feel they are making a positive contribution and are committed to their job and organization.
  • After analysing the emotional intelligence profiles of a million-plus people, Travis Bradberry, the author of Emotional Intelligence 2.0 and the cofounder of Talentsmart, found that on average CEOs have the lowest EQ scores of any job title. Ironically, the best performing CEOs are those with the highest EQs.
  • Based on a study conducted by Gallup from 2005 to 2008, what the average person values most in a leader is: Trust, Compassion, Stability, and Hope.
  • According to The Great Place to Work Institute, employees most importantly want to have trustworthy leaders. Unfortunately, trust is an increasingly scarce commodity. Those leaders who are genuinely trustworthy and develop trusted relationships will be in greater demand.
  • Trustworthy leaders have integrity. They are that ones the others can rely on. They care, they want the organization to succeed, and they want their people to succeed.