Our associates have decades of global experience designing, leading and delivering similar projects with a diverse group of clients including public and privately held businesses, the military, and with amateur, professional and extreme athletes.
Our clients consistently report being satisfied with the pragmatic, symbolic and financial return on their investments. Traditional KPI’s (Net Promoter Scores, retention/new business rates, efficiency, absenteeism etc.) only tell a part of the story…
Success is also relflected in people’s reports that they’re:
- Less tolerant of their own and their team-mates non-performance and non-conformance… and that it’s quite good fun and a lot less stressful operating this way (more accountability).
- Coordinating more effectively
- Wasting less of their time waiting for things that should have been done by others.
- Wasting less time by minimizing work-arounds (avoiding the folks who are incompetent and/or unpleasant) and overburdening the people who do a good job and are fun to work with.
- Spending more time doing the things that they are supposed to be doing. Operationally they’re getting to do the job they were hired to do, the job that they’re good at and that they like doing. It’s a win-win situation – good for them and good/profitable for the organization.
- Start and finish meetings on time and leave satisfied that the meeting had been a good/productive use of everyone’s time.
- Working in a more trusting, less stressful environment.
- Continuously innovating and growing the business.
- Proactively addressing breakdowns and opportunities.
…and then there are the numbers. The numbers below are not specific to BUT are reflective of results we’ve been able to consistently reproduce. Though extremely conservative, they’re demonstrative of potential financial ROI and intended purely as the opening to a more interesting conversation.
|Organizational/Team Information||Group #1||Group #2||Group #3||Total|
|Total # of Employees||20||100||200|
|Average Fully Burdened Salary/Cost||$250,000||$150,000||$80,000|
|Total Annual Labor Costs||$5,000,000||$15,000,000||$16,000,000||$36,000,000|
|Pre-engagement Performance Metrics||Group #1||Group #2||Group #3||Total|
|Commitment Fulfillment Rate*||60%||60%||60%|
|Annual Labor Expenditure||$5,000,000||$15,000,000||$16,000,000||$36,000,000|
|Costs for Fulfilled Commitments||$3,000,000||$9,000,000||$9,600,000||$21,600,000|
|Costs of Unfulfilled Commitments||$2,000,000||$6,000,000||$6,400,000||$14,400,000|
|Post Engagement Performance Metrics||Group #1||Group #2||Group #3||Total|
|Commitment Fulfillment Rate||70%||70%||70%|
|Costs for Fulfilled Commitments||$3,500,000||$10,500,000||$11,200,000||$25,200,000|
|Costs of Unfulfilled Commitments||$1,500,000||$4,500,000||$4,800,000||$10,800,000|
|Equivalent FTE Gain||2||10||20||32|
*Gartner, McKinsey, and the American Management Association claim that the typical western worker fulfills his/her commitments (on time, on budget, as scoped) 30-60% of the time… and these numbers have gone down of late due to excessive cost cutting. For the sake of demonstration, this model assesses pre-engagement performance at 60% and the organization enjoying an improvement of 10%.
Questions to ponder, what is the opportunity cost associated with:
- The time freed up by people consistently doing what they say they’re going to do when they say they’re going to do it… and if they can’t, giving each other a heads up?.
- Working in a productive mood?
- More trusting relationships with each other internally, your suppliers and your customers?
- Being committed to operating as a high performing team and less tolerant of organizational non-performance and non-conformance?
- Enhanced capacity to effectively innovate (with all that time you now have on your hands)?