Circle Of Success®
An Accelerated Business Management and Leadership Development Process designed for Companies and Entrepreneurs.
Circle Of Success®
An Accelerated Business Management and Leadership Development Process designed for Companies and Entrepreneurs.
What Is Circle of Success®
Circle of Success® (COS) is a dynamic, year-long, intensive management and leadership development process designed to help individuals and organizations reach their goals quickly. The customized Circle of Success process addresses specific needs and identifies the critical opportunities particular to the individual and organization. COS is the only process available to companies for achieving dramatic, measurable improvements to revenue, earnings, enterprise value, and quality of life. The COS process focuses on every aspect of management and leadership, as well as individual personal growth in every position of the organization.
Participants in the Circle of Success® process are the individuals that want to:
Become better decision-makers, able to see and execute opportunities for adding value.
Develop consistent, customer-focused relationships throughout your organization.
Lead teamwork that ensures a superior experience for shareholders, customers, and prospects.
Generate critical new service and product offerings to add value in challenging markets.
Accelerate earnings growth in existing and new geographic markets.
Create customers for life who rely on you and your organization for all their business solutions.
Streamline the efforts of people and processes across all positions.
Ensure profit-driven activity toward daily, weekly, quarterly, and annual goals.
Generate, track, and report these and related achievements on a 30-day results cycle.
Circle of Success® Management and Leadership Process
PLATINUM LEVEL
Phase 1: 360° Organizational Feedback
The Circle of Success begins with in-depth information gathering and vital indicator analysis. We conduct 360° internal and external feedback surveys, assessing the participant’s strengths,
weaknesses, opportunities and threats by interviewing peers, direct reports, supervisors, and other key outside influences.
Phase II: Management and Leadership Development Workshop
After Phase I is completed, the participant is teamed with 12-16 executives from all industries for a comprehensive 2 1/2-day workshop, designed to increase personal management effectiveness and business performance while focusing on key organizational and personal growth strategies specific to the participant’s area of responsibility. Participants learn the DISC® language 4 dimensions of observable behavior to examine natural and adaptive behaviors and how they influence consequences in the work environment.
Participants leave the workshop with a comprehensive “How-To” instruction manual reinforcing Jim White’s essential factors for enhanced performance including specific professional and personal growth goals, action plans, timelines, control checklists, time management exercises and the acclaimed “9 Keys to Personal and Professional Success”.
Phase III: Feedback Report Follow-up Sessions
Within 2 weeks of completing the workshop, each participant will receive a 1 hour one-on-one session with their JL White Workshop Leader/Senior Consultant to review the goals, action plans, timelines, management abilities and additional work developed during the workshop. They will examine progress toward these goals and hurdles that need to be overcome.
The feedback session is followed by a 1 hour meeting with the participant’s manager to review the results of the workshop and the feedback session. The JL White Workshop Leader /Senior Consultant will perform a gap analysis of the participant’s self-review of management abilities vs. those of the manager.
If needed, The manager meeting may be followed by a review and coaching session, up to 1 hour in length, between the participant and his/her manager, mediated by the JL White Workshop Leader/Senior Consultant.
Phase IV: Session Two
Six weeks after the original workshop date, all of the participants will meet together, with their Workshop Leader/Senior Consultant, for a 4-hour session to evaluate progress made on the personalized goals that were developed during the workshop. Barriers will be identified and necessary adjustments will be made to assure that the management tools presented in the workshop are being maximized while goals are being accomplished.
Phase V: Quarterly follow Up Sessions
All of the participants in the Management and Leadership Development workshop will again gather with the Workshop Leader/Senior Consultant, at the end of each quarter after the original workshop date for four (4) hours. They will closely examine progress toward their one-year goals, acknowledging successes and creating strategies for overcoming any barriers that may be impeding advancement toward these goals. This session will include personal coaching and fine tuning of action plans and timelines.
Phase VI: Circle of Success Revisited
One year after the original workshop date all of the alumni will attend a 1-day accountability session to share experiences from the prior year and revisit all components of the Circle of Success. All participants will review their 1-year goals and the steps and corrective action they made to reach them. The Circle of Success Revisited workshop reinforces Jim White’s Essential Factors for Enhanced Performance and sets participants on a secure path toward personal and professional success.
Phase VII: Year-Long Executive Coaching Services
One of the greatest values of the year-long Circle of Success Management and Leadership Development Series is the coaching support from the participant’s dedicated JL White Senior Consultant/Coach. Each participant receives up to 90 minutes of phone and/or e-mail support every month of their 1-year program. Their Workshop Leader/Senior Consultant/Coach will assist with any issues and provide coaching on personal growth and all management and leadership functions.
Let’s Take A Deeper Look
The Circle of Success® is built as three concentric rings, and each one plays a distinct role in the process. At the core is the foundation everything else is built on. Surrounding it are the seven disciplines where that foundation gets put into daily practice. And at the very center is the outcome all of it is working toward.
Here’s how the three rings fit together.
The Foundation: Vision, Mission & Organizational Values
Vision
Picturing excellence: what the organization wants to create in its best possible future. Creating this image requires the ability to expand one’s sense of possibilities and then focus on what new initiatives can lead to success.
Mission
The core purpose for which an organization is created, summarized in a clear, short, inspiring statement that focuses attention in one clear direction.
Organizational Values
The principles, standards, and actions people in an organization represent and consider inherently worthwhile — how people treat each other, how the organization conducts business, and what matters most.
Built on That Foundation:
The Seven Disciplines
With Vision, Mission, and Values in place, the seven outer-ring disciplines turn that foundation into daily practice:
PERSONAL GROWTH
Establish a growth and development plan for every employee, manager, and leader.
COMMUNICATIONS
Improve the frequency and format of company communication — meetings, video, newsletters, email — and involve staff in suggesting improvements.
PLANNING
Establish a strategic and tactical business plan with realistic long- and short-term goals, and adjust as needed to stay on track.
ORGANIZATION
Align the organizational structure to the business plan, define roles and responsibilities, and delegate with accountability: the right person for the right task, guidance without micromanaging, success acknowledged.
STAFFING
Align staffing with the business plan, hire the best people, and move on from those who aren’t the right fit.
CONTROLLING
Create measurements that ensure proper execution of the plan, and compare performance against it regularly — the Goal and Control Process, one of the vital factors in accountability.
LEADERSHIP
Inspire, empower, and lead by example. The process begins with 360-degree feedback from participants, partners, managers, peers, and direct reports, identifying common themes and problem-solving against the plan.
The Outcome, at the Center:
RESULTS
Everything in the two rings around it exists to produce this: Vision, Mission, and Organizational Values communicated to the entire organization — shortfalls analyzed, victories celebrated.