Need a Speaker?
The Bailey Group consultants speak to professional groups, work teams and industry associations, and at conferences and other gatherings. We customize presentations to meet the particular needs of your audience. Below are just some of the topics we can speak on. To request a speaker, contact Martha Carlson.
Three Ways Your Employees Have Hit the Wall
Seasoned runners know that at a certain point in every race, they could hit a “wall.” If they can push through that mental/physical barrier, they seem to regain a new store of energy to finish the race. The same can be said of employees at the five-year mark, the next promotion or the next growth cycle of your business. This topic explains how to help your best runners push through the wall to high performance at critical points in your business — and keep investing themselves in your organization.
The Five Worst Personalities in Business
It’s easy to point to a difficult person and use him or her as a scapegoat for what’s holding your organization back. This topic looks at five difficult personalities and identifies your real barriers to growth and success:
- The “Aggressive Rainmaker” who burns bridges but brings in business
- The “Negative Nelly” who portends gloom and doom, is what if obsessed, and challenges all decisions
- The “Climber” who focuses mostly on promotions and power
- The “Maverick” who rarely follows policies or protocols but gets results, albeit with some risk
- The “Hermit” who doesn’t work well with others and is hard to read.
CEOs We’d Take to Dinner
Key traits of senior leaders who get the best out of their employees. The Bailey Group outlines the best qualities we’ve seen that lead to a high performance organization.
10 Traits of the New Average Worker
Explains what this new average worker looks like and shares what it will take to develop all talent in the future. Multi-generational perspective as well as higher demands on productivity will be explored. Challenges the assumption that everyone can be above average…not true in nature and not true in the workplace.
10 Traits of the New High Performer
Explores what the new high performer looks like and how to keep him or her engaged and productive as your organization changes, requiring different strengths and talents. If someone is not yet a high performer but wants to be, this topic will help leaders know what to discuss with their high potential talent.
Never Do These Things When Managing Talent
Too many organizations still default to the annual performance review to gauge the productivity and commitment of their people. This is just one thing to never do if you want a high performance organization. Learn about this and several other things NOT to do as well as what leaders and HR should do to demonstrate and reinforce that talent management is everyone’s accountability.
Top Ways to Hire for the Future
Addresses how organizations can hire for what their organization will look like in the future, not how it looks now. Don’t just fit people to the jobs you need done now; assess skills based on the talent gaps that must be addressed to ensure future growth. Learn how this changes approach to recruitment, interviewing, selection, development and organizational design.
Talent Management is Top Profit Center Today
The service sector has rebounded much faster than other sectors in Minnesota. Speculation is that service sectors know that their talent is what they sell…but this is true in all industries today. If you don’t have the people trained with the right skills to implement, no amount of business will make you profitable. Talent management is key to profitability in all industry sectors.
Evolution of Leadership – Circles of Mastery
Explore the three circles of mastery a leader moves through and how they often align with the three phases of business development:
- Self-mastery/start-up technical phase
- Managerial mastery/growth phase
- Organizational mastery/professionalization phase
Learn about the characteristics of each circle and stage and what it takes to move to next level.
Who’s in Charge? Five Signs of Leader Meltdown
Burnout or meltdown, whatever you call it, every leader is susceptible to it when the organization outgrows leader skill sets or strengths. Understand the five signs of leader meltdown and ways to survive/overcome them in the context of common organizational transitions:
- New product or service launch
- Industry or external change
- Talent management challenges
- Merger or acquisition integration
- Encroaching competition.
Leaders Raising Leaders
Learn more about the financial and managerial benefits of providing hi-potentials, mid-level and senior leaders with the skills to lead and develop other leaders — something that few organizations offer but is often at the heart of dynamic organizational alignment. From a training, coaching and alignment standpoint, we’ll discuss strategic actions that help each individual view their specific purpose within the common vision while also consistently sharing a clear vision and facilitating the goals of their team.
Gifts of Doom and Boom
Crisis and opportunity can bring out the best and the worst in people. This topic discusses how to rise above the uncertainty and fog to create a new vision for leaders. It will give two examples of doom and boom and how leaders can approach each.
Addressing Burnout, Developing Resiliency
Focus on the realities of what talent and leaders have gone through in the last few years and how to approach the next few with skills and attitudes that build resiliency no matter what gets thrown their way.
Jumping Off the Ladder: move up, opt out or maximize
At some point, every ambitious person hits a crossroads where they have to make a career leap. The logical step has been promotion to a higher level of leadership. However, this is no longer the only course of action.
IQ vs. EQ vs. Be True: The next big leap for leaders
First we talked about hard skills for leaders, then so-called “soft skills,” but now emerging leaders are saying that soft skills are the new hard skills. Skills such as listening, empathy and even a third-eye insight are expected in great leaders. This topic will discuss the evolving leader in terms of skills, strengths and priorities and how they’ve changed.
The Reluctant Retiree: Thoughts on Transitioning the Boomers
The Baby Boomers are supposed to begin their mass retirement in 2012, but wait a minute…are they really leaving? Thoughts on effectively leveraging, retaining, and transitioning the knowledge and connections of Boomer leaders while helping them move on to the next stage of life with grace and enthusiasm.
Mission Succession: Building a team you can be proud to leave.
Addresses the needs of the eager or reluctant Boomer leader who wants to leave but is anxious about their team’s future. What is in their control and what is out of their control with regard to their team’s success after they’ve departed?
Five Big Mistakes With Employee Surveys
Surveys seem like a quick solution to learning the true motivations, concerns or level of satisfaction among employees. But employers can make mistakes along the way in the process, goals and follow-up required for true impact. The Bailey Group’s Jan Dick presents five mistakes that organizations make with employee surveys and how you can avoid them.
Gut Check - How to Align Leadership Instinct with Hard Data to Take Action
Strong leaders have trust in their own observations and judgments to make decisions, but it is always easier to back up their instincts with facts and data. The Bailey Group’s Leigh Bailey explains why it’s important not to wait too long to act on your gut, but skipping to a quick solution isn’t effective either. Leigh provides four proven tips for taking the right action and getting high performance results.
Driving Growth – 9 Drivers to Fire Up Your Workforce
The Bailey Group’s Barb Taylor sees a continuing disconnect between what leaders think their employees want (money and rewards) and what really keeps people content in their work. While money and rewards are important, your top performers are looking for the “right fit.” After working with employers and high-performing leaders for the last 25 years, Barb presents the nine important drivers that result in “right fit” and career satisfaction. She’ll also explain the biggest reason your top performers won’t stay without them.
Open for Business - Why Your Top Talent is Looking for New Opportunity Now
Your top talent has sacrificed and pushed through challenging times in the last few years: experiencing frozen or reduced compensation, seeing 401(k) reductions, producing more with fewer resources. The Bailey Group’s Martha Carlson explains why they are ripe for the picking by astute recruiters who recognize your shining stars. To gauge your flight risk of top performers, Martha presents a picture of awareness and action that must take place in the coming months to avoid losing your best assets…and along with them stability, knowledge, clients and profits.
Five Equals One More: Achieving More from Every Employee Without Burning Them Out
Barb Krantz Taylor, MA, LP, a Co-Principal and Executive Coach at The Bailey Group, will provide insight on how to ramp up productivity at your organization by addressing the personal preferences, motivations and strengths of your people. When every person counts and resources are at a premium, here are the steps to support morale, satisfaction and that extra effort while avoiding burnout and turnover.
When We Became Me: Living up to Mission, Vision and Values
Jan Dick, Organizational Development Practice Leader and Consultant at The Bailey Group, will discuss the nature of organizational trust and the benefits of revisiting and renewing a focus on mission, vision, values and culture. She will share how mission, vision, and values provides a foundation and a springboard for decision making, communications and performance.
Talent Pipeline Management - Building a Bench with Versatility
Jan Dick, Organizational Development Practice Leader and Consultant at The Bailey Group, will take us beyond typical succession planning. Build a bench of talent that is robust. Attract candidates equipped with skills necessary for the future who are retained and successfully deployed. Learn how to assess your talent gaps and identify and effectively manage high potential leaders early in their tenure.
Start-Up to Growth - Taking an Entrepreneurial Company to the Next Level
Leigh Bailey, Executive Coach, Author and Founder of The Bailey Group, provides a first-hand account of his own experience as a business owner and stories from the leaders he has coached since 1989. Gain insight on the pitfalls and strategies to move from upstart to upsized organization while navigating economic, personal and industry trends.
Leadership Versatility - From Glass Ceiling to Fluidity
Martha Carlson, MBA, CPCC, Co-Principal and Executive Coach at The Bailey Group, shines a light on the opportunities and structures of leadership that today’s women leaders may not realize exist for them. She debunks the myths around women as leaders while outlining a more fluid approach to work and life. Changing the conversation about glass ceilings and work vs. home to individual values and style, Martha defines the questions that every woman should consider to build a fulfilling career.
Grown Up or Groaning - Invigorating the C-Suite for Organizational Momentum
Leigh Bailey, Executive Coach, Author and Founder of The Bailey Group, has experienced the ups and downs of leadership and also understands the pressures of the C-Suite. He emphasizes that senior leaders are the key to driving strategy and change. He will describe who senior leaders must be today, how to pull rather than push change in the organization and how to demonstrate personal investment. Leigh will also help you visualize the qualities of senior leaders that will be necessary at the next level of growth, so as to assess current leadership.
763-545-5997
Need a Speaker?
The Bailey Group consultants speak to professional groups, work teams and industry associations, and at conferences and other gatherings. We customize presentations to meet the particular needs of your audience. Below are just some of the topics we can speak on. To request a speaker, contact Martha Carlson.
Three Ways Your Employees Have Hit the Wall
Seasoned runners know that at a certain point in every race, they could hit a “wall.” If they can push through that mental/physical barrier, they seem to regain a new store of energy to finish the race. The same can be said of employees at the five-year mark, the next promotion or the next growth cycle of your business. This topic explains how to help your best runners push through the wall to high performance at critical points in your business — and keep investing themselves in your organization.
The Five Worst Personalities in Business
It’s easy to point to a difficult person and use him or her as a scapegoat for what’s holding your organization back. This topic looks at five difficult personalities and identifies your real barriers to growth and success:
CEOs We’d Take to Dinner
Key traits of senior leaders who get the best out of their employees. The Bailey Group outlines the best qualities we’ve seen that lead to a high performance organization.
10 Traits of the New Average Worker
Explains what this new average worker looks like and shares what it will take to develop all talent in the future. Multi-generational perspective as well as higher demands on productivity will be explored. Challenges the assumption that everyone can be above average…not true in nature and not true in the workplace.
10 Traits of the New High Performer
Explores what the new high performer looks like and how to keep him or her engaged and productive as your organization changes, requiring different strengths and talents. If someone is not yet a high performer but wants to be, this topic will help leaders know what to discuss with their high potential talent.
Never Do These Things When Managing Talent
Too many organizations still default to the annual performance review to gauge the productivity and commitment of their people. This is just one thing to never do if you want a high performance organization. Learn about this and several other things NOT to do as well as what leaders and HR should do to demonstrate and reinforce that talent management is everyone’s accountability.
Top Ways to Hire for the Future
Addresses how organizations can hire for what their organization will look like in the future, not how it looks now. Don’t just fit people to the jobs you need done now; assess skills based on the talent gaps that must be addressed to ensure future growth. Learn how this changes approach to recruitment, interviewing, selection, development and organizational design.
Talent Management is Top Profit Center Today
The service sector has rebounded much faster than other sectors in Minnesota. Speculation is that service sectors know that their talent is what they sell…but this is true in all industries today. If you don’t have the people trained with the right skills to implement, no amount of business will make you profitable. Talent management is key to profitability in all industry sectors.
Evolution of Leadership – Circles of Mastery
Explore the three circles of mastery a leader moves through and how they often align with the three phases of business development:
Learn about the characteristics of each circle and stage and what it takes to move to next level.
Who’s in Charge? Five Signs of Leader Meltdown
Burnout or meltdown, whatever you call it, every leader is susceptible to it when the organization outgrows leader skill sets or strengths. Understand the five signs of leader meltdown and ways to survive/overcome them in the context of common organizational transitions:
Leaders Raising Leaders
Learn more about the financial and managerial benefits of providing hi-potentials, mid-level and senior leaders with the skills to lead and develop other leaders — something that few organizations offer but is often at the heart of dynamic organizational alignment. From a training, coaching and alignment standpoint, we’ll discuss strategic actions that help each individual view their specific purpose within the common vision while also consistently sharing a clear vision and facilitating the goals of their team.
Gifts of Doom and Boom
Crisis and opportunity can bring out the best and the worst in people. This topic discusses how to rise above the uncertainty and fog to create a new vision for leaders. It will give two examples of doom and boom and how leaders can approach each.
Addressing Burnout, Developing Resiliency
Focus on the realities of what talent and leaders have gone through in the last few years and how to approach the next few with skills and attitudes that build resiliency no matter what gets thrown their way.
Jumping Off the Ladder: move up, opt out or maximize
At some point, every ambitious person hits a crossroads where they have to make a career leap. The logical step has been promotion to a higher level of leadership. However, this is no longer the only course of action.
IQ vs. EQ vs. Be True: The next big leap for leaders
First we talked about hard skills for leaders, then so-called “soft skills,” but now emerging leaders are saying that soft skills are the new hard skills. Skills such as listening, empathy and even a third-eye insight are expected in great leaders. This topic will discuss the evolving leader in terms of skills, strengths and priorities and how they’ve changed.
The Reluctant Retiree: Thoughts on Transitioning the Boomers
The Baby Boomers are supposed to begin their mass retirement in 2012, but wait a minute…are they really leaving? Thoughts on effectively leveraging, retaining, and transitioning the knowledge and connections of Boomer leaders while helping them move on to the next stage of life with grace and enthusiasm.
Mission Succession: Building a team you can be proud to leave.
Addresses the needs of the eager or reluctant Boomer leader who wants to leave but is anxious about their team’s future. What is in their control and what is out of their control with regard to their team’s success after they’ve departed?
Five Big Mistakes With Employee Surveys
Surveys seem like a quick solution to learning the true motivations, concerns or level of satisfaction among employees. But employers can make mistakes along the way in the process, goals and follow-up required for true impact. The Bailey Group’s Jan Dick presents five mistakes that organizations make with employee surveys and how you can avoid them.
Gut Check - How to Align Leadership Instinct with Hard Data to Take Action
Strong leaders have trust in their own observations and judgments to make decisions, but it is always easier to back up their instincts with facts and data. The Bailey Group’s Leigh Bailey explains why it’s important not to wait too long to act on your gut, but skipping to a quick solution isn’t effective either. Leigh provides four proven tips for taking the right action and getting high performance results.
Driving Growth – 9 Drivers to Fire Up Your Workforce
The Bailey Group’s Barb Taylor sees a continuing disconnect between what leaders think their employees want (money and rewards) and what really keeps people content in their work. While money and rewards are important, your top performers are looking for the “right fit.” After working with employers and high-performing leaders for the last 25 years, Barb presents the nine important drivers that result in “right fit” and career satisfaction. She’ll also explain the biggest reason your top performers won’t stay without them.
Open for Business - Why Your Top Talent is Looking for New Opportunity Now
Your top talent has sacrificed and pushed through challenging times in the last few years: experiencing frozen or reduced compensation, seeing 401(k) reductions, producing more with fewer resources. The Bailey Group’s Martha Carlson explains why they are ripe for the picking by astute recruiters who recognize your shining stars. To gauge your flight risk of top performers, Martha presents a picture of awareness and action that must take place in the coming months to avoid losing your best assets…and along with them stability, knowledge, clients and profits.
Five Equals One More: Achieving More from Every Employee Without Burning Them Out
Barb Krantz Taylor, MA, LP, a Co-Principal and Executive Coach at The Bailey Group, will provide insight on how to ramp up productivity at your organization by addressing the personal preferences, motivations and strengths of your people. When every person counts and resources are at a premium, here are the steps to support morale, satisfaction and that extra effort while avoiding burnout and turnover.
When We Became Me: Living up to Mission, Vision and Values
Jan Dick, Organizational Development Practice Leader and Consultant at The Bailey Group, will discuss the nature of organizational trust and the benefits of revisiting and renewing a focus on mission, vision, values and culture. She will share how mission, vision, and values provides a foundation and a springboard for decision making, communications and performance.
Talent Pipeline Management - Building a Bench with Versatility
Jan Dick, Organizational Development Practice Leader and Consultant at The Bailey Group, will take us beyond typical succession planning. Build a bench of talent that is robust. Attract candidates equipped with skills necessary for the future who are retained and successfully deployed. Learn how to assess your talent gaps and identify and effectively manage high potential leaders early in their tenure.
Start-Up to Growth - Taking an Entrepreneurial Company to the Next Level
Leigh Bailey, Executive Coach, Author and Founder of The Bailey Group, provides a first-hand account of his own experience as a business owner and stories from the leaders he has coached since 1989. Gain insight on the pitfalls and strategies to move from upstart to upsized organization while navigating economic, personal and industry trends.
Leadership Versatility - From Glass Ceiling to Fluidity
Martha Carlson, MBA, CPCC, Co-Principal and Executive Coach at The Bailey Group, shines a light on the opportunities and structures of leadership that today’s women leaders may not realize exist for them. She debunks the myths around women as leaders while outlining a more fluid approach to work and life. Changing the conversation about glass ceilings and work vs. home to individual values and style, Martha defines the questions that every woman should consider to build a fulfilling career.
Grown Up or Groaning - Invigorating the C-Suite for Organizational Momentum
Leigh Bailey, Executive Coach, Author and Founder of The Bailey Group, has experienced the ups and downs of leadership and also understands the pressures of the C-Suite. He emphasizes that senior leaders are the key to driving strategy and change. He will describe who senior leaders must be today, how to pull rather than push change in the organization and how to demonstrate personal investment. Leigh will also help you visualize the qualities of senior leaders that will be necessary at the next level of growth, so as to assess current leadership.