Challenge

The leadership team was overly reliant on the co-founders to make decisions and drive strategy.

Leaders were 'doing' the work instead of 'leading' the work, leaving them drained at the end of the day and the staff frustrated.

Solution

Shift from Management to Coaching Style Leadership
We trained the entire leadership on effective coaching methods. They learned how to unlock their own potential and then build that same capacity across their entire staff. 

Results

The leadership team became empowered to drive key initiatives without over-reliance on the partners.

Top talent was retained because they were given ever increasing opportunities for growth and promotion.

Challenge

The culture was reactive and everything was treated as urgent. A relentless pursuit of perfection often paralyzed the staff, and was hindering creativity and innovation.

Solution

Peak Performance System
We helped the leadership team de-prioritize or stop work that wasn't tightly aligned to business growth goals.

We showed them how to streamline their project management and daily operations to increase productivity and decrease wasted, unfocused time.

We taught the entire company positive psychology, benefits of active recovery and how to create flow state on demand.

Results

Almost immediately, staff reported getting more done in less time and feeling that they were bringing their best selves to work. 

With a focus on high-leverage activities, and working in flow state, the leadership team decreased hours worked by 11%, and staff decreased total hours worked by 16%, while simultaneously increasing output.

While other companies struggled to bring remote workers back into the office, Truth's office was full of motivated, engaged employees who returned voluntarily.

Challenge

Leadership knew they needed to reduce turnover of their top talent to hit their ambitious goals. 

Solution

Right People, Right Roles & Peak Performance Training
Truth's leadership took a close look at their internal talent and began to build a career ladder.

We then provided Peak Performance training to every single employee.   

Results

Four top performers were promoted within 90 days of our work with Truth, effectively retaining A-players and signaling to the rest of the staff that there were ongoing opportunities for advancement.

A new senior leader was recruited and named the genuine focus on peak performance and employee wellbeing as a driving factor in her decision to accept the offer.

Staff reported that the combination of peak performance training, shifting to a 35-hour work week, and the overall shift in company culture transformed Truth into a company that they wouldn't dream of leaving.