Done For You - The Smart Guides Method

$42,000.00

Description

  • TSF implements business management system at client location (2-Day Implementation)
  • Fees include travel and conference room rental ($2.5K allocated)
  • Support the business management system for 36 months
  • Provide quarterly and annual meeting materials
  • Provide detailed facilitator guides for Integrator
  • Email, Glip, Phone business support


What You’ll Do Before the Meeting

We have an intake form that asks many questions about you and your business. By completing this form, we’ll have a good understanding about what’s going on with you and your business. This will allow us to be far more productive on the call.

What Happens During the Meeting
We are going to explore the challenges you told us about and we’ll look to potential solutions that best meet your needs. At the end of the day, stress is a function of unknown outcomes. Whatever is stressing you is simply a matter of having a plan to face it.

What Changes After the Meeting
You’ll know what actions you can take to improve anything you face. You’ll know what options are available to you to make that happen. And you’ll know if we are the group to help you or if going in another direction is best for you.

How Business Owners Get What They Want!

Clarity

Clarity is a matter of answering 7 key questions

  • Clarity of Purpose – Why do we exist as a company?
  • Clarity of Beliefs – What do we believe that are non-negotiable behaviors?
  • Clarity of Direction – What do we want to achieve 5 years from now?
  • Clarity of Attraction – Who is our ideal audience and why do they choose us?
  • Clarity of 2 Year Outlook – What should we look like 2 years from now if we are on track to our 5 year goal?
  • Clarity of Goals – What should we be focused on this year to be on track with 2 year outlook?
  • Clarity of Priorities – What must we focus on this quarter to be on track with our 1 year plan?

Accountability System

The accountability system is the foundation to clarity

  • We expect people to understand who does what. That’s structure.
  • We expect people to know their roles. Those are role sheets.
  • We expect people to know their priorities. Those are prioritized roles articulated on role sheets.
  • We expect people to know how to do the job we hired them for. Those are the seat holders’ responsibilities.
  • We expect people to cross train and know how to help out in other areas of the business, where we train them to do so. That’s teamwork.

Therefore we must drive home the Accountability System clarity.

  • Clarity of Structure – Leadership seats and practitioner (technician) seats identified where accountability is a must.
  • Clarity of Roles – role sheets identify all the roles performed by any given seat holder and the top 80% of a days activities in that seat are known as the high performance activities (HPA’s) that are included on the structure diagram.
  • Clarity of priorities – leaders prioritize the roles on the role sheets.
  • Clarity of tasks – leaders document their processes and build training curriculums for each seat depicting what gets done, why it gets done, and how to do it efficiently and effectively.

Meet Staff Expectations

People have expectations from us too…

  • Clear understanding of why you exist – they either resonate with that or not.
  • Clear understanding of how to behave – they like your values or not.
  • Clear understanding of where this company is headed – they either like that bus or not.
  • Clear understanding of who to serve – they either appreciate that or not.
  • Clear understanding of what to expect over the long haul – they either like your 5-year plan or not.
  • Clear understanding of what to expect over the next 2 years – they either like the direction or not.
  • Clear understanding of what’s important this year – they either get behind it or not.
  • Clear understanding of what the next 90 days will require from them – they are either up for it or not.
  • Clear understanding that you’ll provide them what they need to do their job well – they like what you are providing or not.
  • Clear understanding of what their job and roles are – they are either onboard with that or not.
  • Clear understanding of what is important for them to be working on – they either agree with these priorities or not.
  • Clear understanding of how to perform their roles your way – they are either coachable or not.
  • Clear understanding of what it means to be employed here – they are either on board with that or not.
  • Clear understanding of what they can expect from their fellow team members – they either like the culture or not.