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
In the COS diagram to the right, you will see that the process consists of eleven stages divided into three rings: seven on the outer perimeter; three in the second; and one in the middle.
Let’s begin by exploring the second area, which consists of the three main foundations of any business:
Vision
Picturing excellence – what the organization wants to create in its best possible future. It is a description of what is possible. Creating this image of the future 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. It is summarized in a clear, short, inspiring statement that focuses attention in one clear direction by stating the purpose of the company’s uniqueness.
Organizational Values
The principles, the standards, the actions that people in an organization represent, which they consider inherently worthwhile and of the utmost importance. They include how people treat each other, how organizations conduct their business and about what is most important to the organization.
Then we proceed to the outer part of the circle:
A program for fulfilling your potential
PERSONAL GROWTH
- Establish a growth/development plan for each employee, manager and leader.
Conveying meaning and obtaining understanding
COMMUNICATIONS
- Improve methods of company communications: Determine the right frequency of messaging.
- Assess the best formats: company meetings, team meetings, video, newsletters, and emails.
- Involve staff in suggesting and implementing improvements.
Developing goals and strategies for future action
PLANNING
- Establish a strategic and tactical business plan.
- Create long- and short-term goals to meet the business plan’s based on realistic revenue and profit targets.
- Make adjustments as necessary to stay on track.
Aligning resources in relation to goals
ORGANIZATION
1. Create and/or improve the organizational structure to meet the business plan.
- Utilizing Business Mapping
- Create a Business Model to support strategic objectives
- Developing Process and Procedures
2. Define roles and responsibilities.
3. Delegate projects and responsibilities:
- Assign the right person for the right task
- Provide guidance without micromanaging
- Hold people accountable
- Acknowledge success
Recruiting, selecting, developing and retaining people
STAFFING
- Align staffing with the business plan.
- Hire the best people.
- Get the wrong people off the bus.
Measuring performance and taking appropriate action
CONTROLLING
- Create measurements to ensure proper execution of the business plan.
- Compare performance versus plan on a regular basis which is one of the major vital factors for accountability to business plans and budgets – commonly referred to as the ‘Goal and Control Process’.
Inspiring self-motivation in people to achieve goals
LEADERSHIP
- Inspire, empower, encourage, challenge, and lead by example.
- Attributes of a great leader: create a clear vision; recognize potential in others; develop trust; encourage excellence; demonstrate integrity; show empathy; have a sense of humor; maintain humility; display passion for the company vision and mission; exude confidence and courage; and manage the business with a unique style.
- A great leader assumes these responsibilities: create and communicate the vision; see the big picture; recognize and assume risk; discover strengths in others and encourage their growth; and set the example for organizational values.
- The COS process starts with a 360-degree feedback of leaders with professional surveys of participants, partners, supervising managers, peers, and direct reports.
- Identify major common themes: strengths and weaknesses.
- Investigate and problem-solve variations of the plan.
Last, but not least, the all-important center:
RESULTS
- Communicate the Vision, Mission, and Organizational Values to the entire organization.
- Analyze shortfalls and celebrate victories.