Consulting

At Lead Self Lead Others, we put together the right consulting team and provide organizations with the expertise they need to move their corporate story forward.  

We enjoy taking a confidential look at the inner workings of an organization, offering our perspective on what needs to change, and providing the strategy and resources required to brings those changes into existence.  

As with all our engagements, we design a custom change strategy based on the specific needs we discover.

Our consulting begins with a simple conversation with no expectations.  During the initial connection, the LSLO consultant or consulting team will use their training to identify the needs of the organization and our recommended path forward.  This information is put in the form of a written consulting proposal.

We have consulting expertise in the following areas:

Corporate Culture Improvement

Most leaders tout the importance of culture but few can demonstrate a consistent use of their leadership power to ensure that corporate culture continually improves.  

Why? Simple. Shaping culture is hard work and does not come to most leaders naturally.

This is one of the reasons to bring Lead Self Lead Others to the table.  We’re able to provide unbiased feedback based on what we see and hear – and what we also know about shaping corporate culture.

We are hired to tell the truth and to help leaders stay on track on critical culture-shaping activities. A healthy culture is what helps keep a company’s best employees from going to work for someone else.

Below is a sample list of questions we empower companies to be able to answer with excellence:

Leadership Development:  What are you doing to develop your current leaders and the next generation of people who will lead and manage your company?

Succession Planning:  What is your strategy for making smooth transitions for your key leaders in the company or is everyone going to work there forever?

Interviews / transition:  What are your processes for conducting smooth transitions both in and out of the company?

Corporate Statements:  What statements represent your vision, mission, and values and who in the company can articulate them?

Acquisition & Merging Cultures:  What is your strategy for merging two cultures together or are you just going to hope for the best?

Strategic Planning:  What are your strategic growth initiatives for the next 1-3 years and can we get a copy of them?

Performance Evaluation:  What is your system you use to provide ongoing feedback to your employees regarding their performance in their responsibilities?

Communication:  What systems do you have in place to consistently speak to your employee group and hear their honest feedback?

Small Business Infrastructure

When working with a small business we know we’re going to find key leaders wearing multiple hats, because they do not have the resources yet to hire someone else. But we also find a variety of places where the business is stuck.

This is a good reason to bring Lead Self Lead Others to the table.  We’re able to bring the much-needed energy and expertise to bring about the desired change and growth.

Leadership Development:  What are you doing to develop your current leaders and the next generation of people who will lead and manage your company?

Succession Planning:  What is your strategy for making smooth transitions for your key leaders in the company or is everyone going to work there forever?

Delegation:  Which of your key leaders and managers are causing a bottle neck because of their lack of delegation and what is your plan to solve this problem?

Interviews / transition:  What are your processes for conducting smooth transitions both in and out of the company?
Corporate Statements:  What statements represent your vision, mission, and values and who in the company can articulate them?

Strategic Planning:  What are your strategic growth initiatives for the next 1-3 years and can we get a copy of them?

Performance Evaluation:  What is your system you use to provide ongoing feedback to your employees regarding their performance in their responsibilities?

Communication:  What systems do you have in place to consistently speak to your employee group and hear their honest feedback?

Nonprofit Consulting

As compared to for-profit companies, nonprofits are much more focused on their purpose and cause for existence than the profit and loss side of things.  

However, they often wonder why their donor base does not give more.

People who have the ability to give substantially want to know that their donations are being well-managed.  When a nonprofit learns excellence in business and management practices they become much more attractive to their supporters.

The consulting team at Lead Self Lead Others has extensive experience in working with nonprofits and we are very familiar with the unique dynamics between passion with purpose and lack of resources.  Helping non profits further their cause is very fulfilling work.

Leadership Development:  What are you doing to develop your current leaders and the next generation of people who will lead and manage your company?

Succession Planning:  What is your strategy for making smooth transitions for your key leaders in the company or is everyone going to work there forever?

Delegation:  Which of your key leaders and managers are causing a bottle neck because of their lack of delegation and what is your plan to solve this problem?

Interviews / transition:  What are your processes for conducting smooth transitions both in and out of the company?

Corporate Statements:  What statements represent your vision, mission, and values and who in the company can articulate them?

Volunteers:  How do you recruit and retain high levels of volunteerism for your organization?

Strategic Planning:  What are your strategic growth initiatives for the next 1-3 years and can we get a copy of them?

Performance Evaluation:  What is your system you use to provide ongoing feedback to your employees regarding their performance in their responsibilities?

Communication:  What systems do you have in place to consistently speak to your employee group and hear their honest feedback?