Today’s leaders are laser-focused on preparing their organizations for the future.  As shifts in the economy, business and workforce impact your operations, leading your organizational transformation requires the commitment to say “yes” – to insure progress, success, growth and profits.  Visionary leaders say “yes” to building a forward-thinking organizational strategy, to change, to innovation, to leadership authenticity and to sustaining a dynamic workplace.

Trends indicate a need to create a new workplace model, in order to retain experienced executives and also attract a new generation of employees.  In a constantly changing environment, leaders are also expected to manage change, spark innovation, achieve growth and increase profits along the way.  To meet this growing challenge, conscious leaders need to generate new energy, focus on solutions and build sustainable foundations to ensure the continual health and growth of their executive teams, their workforce and their organizations.

Kim Ann Curtin applies her leadership lessons and insights, gained from veteran Wall Street executives, to guide transformations and achieve success in all industries and organizations. This unique presentation begins with a review of the Universal Needs Checklist, helping you to assess which of your needs are currently being met or neglected, as well as how to move toward 100% needs fulfillment for yourself, your executive teams and your workforce.

Say “yes” to building a healthy, “forward-thinking” organizational strategy

• Re-engaging the proven “systems thinking” Deming principles to maximize the collective potential of your organization and sustain your workforce
• Build a “forward-driven” organization that will thrive in the future, based upon resilience, innovation, collaboration, shared goals and authenticity

Say “yes” to change

• Become a conscious and energetic catalyst for change
• Energize and prepare your organization to profit from the opportunities that external changes create

Say “yes” to innovation

• Inspire and cultivate an innovative atmosphere that energizes your workforce and also helps to grow revenue
• Create a dynamic culture that accepts failure, recognizing it as a step toward innovation – learning from mistakes and moving forward

Say “yes” to practicing leadership authenticity

• Build empathy, vision and trust
• Develop key communication and listening skills ensure a deeper understanding of organizational issues vs. superficial hearing
• Leadership authenticity and mindfulness accelerate success and unlock unique leadership capacities

Say “yes” to sustaining a dynamic workplace

• Authentic leaders create an environment that inspires loyalty and longevity
• Visionary leaders encourage a dynamic that solicits and values employee contributions

Organizational culture can be your greatest asset – or your greatest liability. “Culture fit” is a major factor in productivity and talent retention, as well as a powerful recruitment tool.  To compete in today’s highly competitive business environment and talent market, leaders are reinventing the workplace by engaging talent, creating a common vision and aligning their culture with their strategy.

In today’s transparent technological environment, organizations need to proactively define their corporate culture – to avoid having it defined for them on social media. Visionary leaders are recognizing the compelling business case to create a positive organizational culture. This need drives leaders and organizations to adopt a new operational model consisting of highly engaged and flexible teams, driven by authentic leaders.  This dynamic work environment creates trust, values contributions, inspires loyalty and offers a defined path for learning and career development.

Kim Ann Curtin applies her valuable leadership lessons and insights, gained from veteran Wall Street executives, to organizational culture transformations – and success – in all organizations. Her unique presentation begins with a review of the Universal Needs Checklist, helping you to assess your own progress toward needs fulfillment and also better understand the fundamental needs of your workforce.

If You Build It…They Will Come & Prosper

• Design a dynamic culture that inspires engagement and values contributions.
• Demonstrate authentic leadership with trust, vision, understanding and resolve.
• Reinvent the workplace. Invigorate your teams and empower your workforce.
• Build strong foundations with a culture focused on workforce needs, diversity and inclusion.
• Feature a robust learning environment – to maximize employee opportunities and success.

Culture Converts Business Strategy into a Reality

• Be a “corporate culture hero”. Inspire employees to adopt a shared vision.
• Highlight the organization’s values and philosophies as a competitive strategy.
• Promote positives – collaboration, contributions, new ideas and innovation.
• Harness the power of diversity as a business strategy – to maximize value and expand awareness in a competitive environment.
• Integrate people, networks and teams to maximize organizational advantages.

Don’t try to fit a round peg into a square hole!

• Align employees with your company strategy – to create a shared vision and reduce stress.
• Select talent to insure a good cultural fit – to maximize productivity and minimize turnover.
• Avoid misconceptions. Engage in genuine and truthful communications upfront.

Employees are your most valuable asset. Visionary leaders recognize the critical need to adjust their organizations to meet new workforce expectations – to increase productivity, strengthen workforce stability and create legends…one employee at a time.  It is critical for all organizations to maximize talent recruitment, development and retention efforts. Successful workforce transformations are built upon a solid foundation of strong leadership, teamwork and employee engagement.

High turnover leads to growing costs in training and recruitment, as well as loss of productivity.  A dynamic organization fuels innovation, values training, respects employees, and connects and inspires everyone.  A dynamic organization proactively embraces evolving workforce trends – new technology models, remote workers, unique work styles, social media and cultural and generational diversity.  A dynamic organization aligns their talent with their strategies to engage and motivate employees, foster strong relationships, generate energy and build mutual trust.

Kim Ann Curtin applies her valuable leadership lessons and insights, gained from veteran Wall Street executives, to fuel successful talent transformations in all industries and organizations. Her unique presentation begins with a review of the Universal Needs Checklist, helping you to assess your own progress toward needs fulfillment and also better understand the underlying needs of your workforce.

Building a Dynamic Corporate Culture

• Align your workforce with your organizational mission. Give your employees a purpose.
• Focus on leadership authenticity to accelerate success from the inside out.
• Champion ambitions. Fuel employee passion and engagement by demonstrating vision, rewarding contributions and building relationships.
• Avoid costly talent turnover by offering options and incentives – incorporate new technology models (BYOD), integrate remote workers and support unique work styles.

Building Effective and Inspired Teams

• Maximize the potential of remote teams. Use a personal approach to drive long-term performance– build individual relationships with team members to utilize their strengths.
• Tap into the unique strengths of each generation – from technological proficiency and social media expertise to best practices, historical perspectives and organizational knowledge.
• Discover opportunities in a culturally diverse workforce – communicate different perspectives, create new energy and respond to a wider range of customer needs.
• Build flexible teams. Realign talent with projects, based upon skills and priorities.

Building an Innovative Organization

• Make work a group adventure! Encourage employee engagement in ongoing creative processes and exploration of new opportunities.
• Applaud success but accept failure as a learning experience – recognize employee ideas.
• Act as a leadership catalyst for innovation and change. Exude positive energy, explain shared goals, inspire collaboration and challenge employees to reach their full potential.