Perhaps you’ve handpicked your team. Perhaps you’ve inherited your team. Or maybe you’ve got a mix of both. You know they can do better. You need them to do more. Instead of flogging them or wishing it would be different, you’re ready to invest, to give them tools, insights, and a plan of action to take it to the next level.
You see through the agendas, the politics, the cliques, and the turf. You want them to care as much about the overall success as they do about their own. You are counting on them to deliver. The organization’s future depends on it.
What if each one of your direct reports had one place to access customized information about their own leadership style and skills? What if they could learn about how others really perceive them? What if they knew how their boss felt about them? Meaningful changes and improved results rarely occur when grounded in wishful thinking, ignorance, or assumption. Instead, individuals respond when they are given clear facts and held accountable to an action plan. That’s what the Leadership Portfolio can do – it specifies attributes and actualities, many of which can be quite positive and reinforcing. From there, the leader can make adjustments, enhancements, and improvements, further developing their skills and their contribution. For the manager of the leader being evaluated, the Leadership Portfolio is an exceptional reference for effective coaching and development.
You’ve heard the talk about high-performing teams. You believe you’ve got good people aboard but they’re not really acting like a team. You’re not sure if they have each other’s back. There seem to be issues around trust. Things don’t feel in synch but no one’s talking about it. Those that are talking have their own best interests in mind. There is a way to find out what’s going on. It’s called Discovery. Discovery is a customized interview feedback process. The participants are kept anonymous and their feedback to our open-ended, individualized questions is completely confidential. Everyone’s responses are aggregated and comingled. Trends are extrapolated and reviewed. The deliverable is an insightful and revealing report of verbatim comments gathered from those interviewed. It’s a candid and comprehensible way of getting to the heart of the matters at hand. It might even uncover some things you didn’t realize were there.
Team effectiveness is dependent upon team communication. The quality of the team’s work, to a large extent, depends upon the quality of the information shared. The ability of team members to understand and communicate information enables them to work together collaboratively. A team’s cohesiveness depends on building strong relationships among team members. Communication is critical. When team communication skills are strong, it raises the chance that good ideas and best practices will be shared openly. Team members can be hesitant to provide input for fear of being criticized or having their ideas dismissed. Teams that can establish an open, positive and supportive environment among team members are in a better position to hear those good ideas and learn from the best practices of the group. The process for building or improving team communications is a simple and powerful one. Each team member completes a leadership assessment. The results are compiled and aggregated revealing a composite team profile of communication styles and behavioral tendencies. Once identified, the team members can work on communicating with others in the style and tone to which they are most receptive.
"Ken and Judi Medlin were sent to us from Heaven. Four years ago, we had reached a plateau in growing our business. We had tried a variety of new ideas but nothing seemed to work. Our people were frustrated and getting concerned. Our leadership was under pressure and for the first time in my career I honestly didn’t know what to do to fix it. Based on a previous working relationship, we were introduced to Ken and Judi and engaged them to coach us. Prior to our meeting, they interviewed each of us and put us through a few tests to learn more about our dispositions and decision-making processes. I immediately knew Ken and Judi were going to be invaluable to our company. They accurately diagnosed an issue that four seasoned executives were unable to see. They helped us through the integration and the result was astoundingly simple and effective. Over the next several years we would work with Ken and Judi on similarly complex problems only to see them come up with seemingly simple and practical solutions. Ken and Judi work very well together and bring years and years of experience in coaching, organizational development and management. They are clearly both very bright and very dedicated to the clients whom they serve. We’ve found immense benefit from their coaching even in times when things are going well. They have helped us to anticipate and address issues before they become major problems. You might say that The Medlin Group was able to get us out of the ditch several years ago and that they’ve kept us from going back in since. Our company is on pace to grow by 30+% this year and while we’ve executed well, we would not have had the plan in place if not for The Medlin Group. I recommend them to any company, struggling or not. Whatever fees they charge are not enough. There will be no question as to the value they bring to the table after you’ve had a session with them. "
CEO and Founding/Managing Partner
The Medicus Firm