We'll sit down with you and discuss those problems and challenges... free of charge. In this initial meeting, we'll speak in-depth about the issues, and we'll give you our initial, frank thoughts. We'll also determine, with you collectively, whether a further relationship between us could be beneficial. Regardless of that outcome, we will leave you with working thoughts, suggestions and advice - an "outsider's insight," if you will - to the challenges you are currently facing.

Again, we typically approach an engagement by first identifying the "pain," or financial impact. Our recommended solutions path will be unique to that pain and your needs, and could include:

Management & Executive Development

Except for a handful of charismatic leaders mentioned in every history book, management - and leadership, for the most part - is learned skills and behaviors, and is certainly critical path to any organization's success. This can include line supervisors, management and most significantly, the senior leadership team. Coaching, at the executive and management levels can be a rapid, personalized path to skill-building. Training and facilitated learning discussions (via local sessions or "retreat-based") are solid foundations for all levels. Succession planning helps organizations develop real bench strength - so necessary today for continued success.

Human Resources Strategies, Structure & Focus

Human Resources is, contrary to the beliefs of some, not simply about "people." It's a business discipline about "business." A discipline that happens to utilize the "people" element (literally, the human Resource) to contribute financially to an organization's success. Pardon the grammar, but it ain't about picnics, parties, and dress codes. It's about metrics, measurable returns and real strategic contributions. Some organizations may want assistance in creating that strategy focus in their own internal HR function. Some key deliverables can include compensation (base, sales, incentive and executive) plan design and implementation, effective benefits plan design and cost management/control, and establishing relevant business processes and procedures so managers are not confronted with re-invention with every issue.

Not all planning is 5-8 days of highest-level strategy (though we can certainly facilitate that process). Much real planning, to be effective, occurs at the functional level, and is how the organization actually carries out the ideas, plans and vision from the "strategy" level. That functional planning should be every bit as real, structured and correctly facilitated as the other so organization direction may be carried out "where the rubber meets the road." Additionally, though a large part of any planning succeeds based on facilitated discussions, we use modular programs to help us guide you through that process.

W. Edwards Deming remarked that "the system" is responsible for as much as 80% of the errors (your challenges, problems or issues) faced in an organization. Identifying those systems issues, such as organizational structure, control, processes, and accountabilities can sometimes play a significant role in setting the stage to succeed.

Knowledge is a cornerstone of performance, and virtually all demonstrable skills (yes, including leadership and management) are learned skills. Triangle Performance has teamed up with an incredible training materials development firm called 360 Solutions, LLC, providing the best materials offered today. These materials, coupled with our experienced, dynamic facilitation efforts, yield real, measurable results from our training efforts. Additionally, we believe training is best done in manageable bites, rather than a 3-5 day "forced march;" each program is modular, with modules taking from 3-5 hours to complete.

Successful management performance begins with ensuring the right person is in the right role. Triangle Performance has successfully recruited for such positions as President & CEO, Division President, CFO, Director(s) of Sales, Operations, and Human Resources, and numerous line and staff managers. Additionally, we've implemented sound recruiting practices and programs for companies that allowed them to continue their own recruiting efforts with greater success - including demonstrable improvements in employee and management retention.

We have several clients today that need a variety of solutions and support on an ongoing basis. Instead of accomplishing a series of independent projects, they have asked us to manage their human resources function on a true "outsourcing" basis. With this retained relationship, all our other services are available, along with unlimited advice and consultation, for an agreed, fixed fee. Incredibly cost-effective for most companies, this allows an organization to create and maintain cutting-edge, high-impact initiatives and processes, for an investment considerably less than maintaining the necessary human resources talent in-house. Just imagine... recruitment, staff and management training, employee relations, benefits plan design and cost control... this and more included in a single monthly fee.