Pompano Beach Florida is undergoing a renaissance.
RSL Consulting Group, LLC is on the front lines with City of Pompano Beach employees who are making it happen. Downtown Pompano is a multi-year, Pompano Beach Community Redevelopment Agency (CRA) project to revitalize and upgrade the downtown Pompano Beach area. (view PDF here) Pompano Beach is midway between Miami and Palm Beach, placed strategically to serve the needs of business and tourism for the whole East coast of South Florida.
To support the growth and sustainability of small and midsize business as the backbone of the economy, through the discovery and development of the untapped potential of the people in these organizations.
To become and remain the “go to” resource for management, leadership and organization development for the SMB market in Southern Florida; the Palm Beach to Miami region. We provide our clients with proven methods and concepts that support the achievement of their personal and business goals.
How we became involved
We moved here in late 2015 from of Greenwich CT, bringing our expertise and 38 years of business consulting experience. . .and not much else. We didn’t know anyone in the area, so the first move was to join the Pompano Beach Chamber of Commerce. This turned out to be the linchpin of our marketing strategy that enabled our growth and development in the region.
Meet Richard! February 28th, 2018
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As we got to know the business leaders in the community through our activity as an Ambassador for the Pompano Beach Chamber, we were welcomed as a potential provider of organization development solutions for the small and mid-size market. Our expertise in the area of management development and organizational and personal goal setting technology became known and sought after.
Early in 2017, the City of Pompano Beach City Manager responded to one of our emails and asked us to present our offering in a meeting with his Assistant City Managers and himself. We made our presentation and subsequently were awarded a contract for a pilot program. If it went well, we would be asked to continue with the process. On January 18th 2018 we kicked off our second group of middle managers in a 5 month management development program. Apparently, it worked!
What we have learned
We have learned about the regional needs for leadership and management development in the business and non-profit arenas through consistent networking at Chamber events and other venues. Our Purpose and Mission clearly define who we are for clients, prospects, vendors and the various communities we serve, including the people of Pompano Beach.
As we go forward in 2018, our commitment to delivering excellence and client satisfaction supports the continued growth of the City of Pompano Beach.
Richard Lewine – President, RSL Consulting Group
After a CEO and his or her leadership group has articulated a strategic Vision of the organization’s future, along with supporting strategy, an analysis of the organization’s current capabilities with respect to implementation of these strategies must occur.
Based on management’s assessment, the capabilities required for strategic implementation are then determined. The disparity between these two sets of capabilities will usually be caused by a group of “critical issues,” circumstances, systems, procedures, methods, policies, people, etc., which need to be modified, added or eliminated.
Addressing these critical issues begins the process of converting the strategic vision into operational goals that push the essence of the Vision down into the organization. This makes it possible for everyone to affect the ultimate outcome – realization of the Vision.
- The leadership group first clearly identifies those issues that must be addressed to move from the current situation to the required situation.
- Each member of the leadership group takes responsibility for their respective strategic categories.
- Critical issues in each strategic category are assigned to senior management with accountability for resolution.
- With great deliberateness, the leadership group begins the process of setting long range goals that precede the end point of the Vision, e.g. 3 years, 5 years, etc. These goals are drawn from the required situations which were determined earlier in the process. That is, these long range goals must be accomplished and the required situations must exist if the Vision is to be realized as presented. The critical issues are obstacles to be overcome in the process of achieving these goals.
- When the long range goals have been created, the group may more easily identify shorter term, annual goals, often represented by solutions to the obstacles in the long range goals. These shorter term goals are then handled in the normal goal setting process of the organization.
The two sets of goals described above are to be created within the guidelines established by the Vision with its supporting strategies; and governed by the philosophies, values and behaviors set forth in the organization’s statement of Mission. A constancy of purpose and consistency of performance will be ensured by frequent reference to the above two documents.
Richard Lewine is an Organization Development consultant in Pompano Beach Florida
12/05/2018 – Pompano Beach, FL
Across the country, women are speaking out in support of each other like never before. In reaction, the climate of the workplace is ripe for change.
A recent article in the New Yorker claims “The dramatic imbalance in pay and power has created the conditions for abuse. More and more, women are pushing for change.”
Joining the push for that change, Donna Jordan-Mitchell, Emmy award-winning former WHIO news anchor, announced today that she will be co-facilitating a new Leadership For Women® course for women in business in Pompano Beach, FL.
Jordan-Mitchell is an Emmy award-winning television and former anchor/reporter for WHIO-TV, a CBS affiliate in Dayton Ohio, where she broadcast the evening news. Jordan won a regional Emmy award for Outstanding Achievement in Anchoring News in 1993 and an Emmy nomination for Outstanding Achievement in Writing in 1997.
Supported by the Pompano Beach Chamber of Commerce, Leadership for Women® is designed to equip participants with the tools and skills to realize their potential and to build outstanding personal leadership qualities.
Donna’s co-facilitator, Richard Lewine is founder and president of RSL Consulting Group, specializing in organization development for small to mid-size business since 1977.
“Working with [Richard] required some real soul searching, and it was at times challenging, but the return was incredible. I have used the skills I learned in every aspect of my life. It was an outstanding experience.” said Mimi Kehan, one of Lewine’s former CEO clients.
The course runs from January 9th, 2018 to June 5th, 2018. Women in all fields and levels of leadership are encouraged to register.
For more information and to register, visit the official course web page.
+1 (954) 366-1158
Over 35 years using the technology of goal setting to help individuals and organizations discover and develop their untapped potential!
Are you. . .
- Working on your own in sales?
- An entrepreneur with no one to talk to about your problems?
- CEO of an enterprise with growing pains?
- Falling off the performance wagon?
Do you. . .
- want some guidance in setting goals for your future?
- want someone to hold you accountable?
- want to work with someone with an objective point of view?
- want a confidant?
Identify your five greatest challenges and the goals you want to achieve to meet them. Then we’ll figure out how to measure your progress toward accomplishing them. Go here to download this one page Win-Win document. Fill this out, call me at 215-872-6025 or email email@example.com and we can chat about how I may be helpful to you.
While working with a client on the clarification of a job description, the conversation turned to expectations of outcomes. “How much of what by when” type of outcomes along with the systems used to generate them. I observed that since we were actually in the midst of an all encompassing organization development project of which this task was just one element, now would be a good time to examine my client’s expectations of her management people.
As is generally true, discussions about managers and management are based on the assumption that managers are supposed to manage the people who report to them as described in the organization structure/chart. In my experience of over 35 years in this field of OD consulting, this has been the conventional wisdom. Let’s look more closely at how and why this is a norm that is fraught with landslides and potholes.
Individuals are just that, unique. Each of us is motivated by our own needs and desires. A manager is hard pressed to satisfy the needs of myriad individuals and “manage” them like a herd of cattle. The manager can, however, manage the systems that the people use to accomplish the goals of the organization. He/she can ensure the availability of required resources, provide training, education and development opportunities to help the people discover and develop their untapped potential. He or she can clearly communicate organizational requirements and expectations of performance, enabling the individuals to live up to their commitments in their domains of responsibility.
If the people in the organization have been effectively matched to their jobs, and the execution systems are designed appropriately, then the outcomes expected will be realized if the manager focuses on his or her obligation of managing the systems.
My client got it! The Job description now points to another document that clearly defines the organizational goals and the various systems and components that enable measurable criteria to be used in evaluating the effectiveness of the systems and the people who use them.
Managing the complexity of organizational systems while developing people’s potential for improved performance is a daunting task. Let’s not add the burden of expecting one person to manage another. That unrealistic expectation is a predetermined resentment.
Organizations are only as effective at delivering results as allowed by the people that constitute its dynamic existence. Organizations as entities, are nothing more than a container within which people of varying disciplines ply their trades. Organizations are only names on paper in a courthouse or law office. So, in order to achieve organizational transformation, you need only to focus on the people.
For an organization to deliver “better performance”, “enhanced results”, “more revenue and/or profits”, the people that are the organization must behave differently, perform differently, converse differently, expect differently. Without this change, the current state becomes the future state… everything remains the same.
The moment an organization leader becomes aware of his/her need for personal leadership development, that organization will begin evolving. The leader needs to evolve from her current state in order to lead her organization to the desired results. Only then will the organization begin its evolutionary journey. Even though the outcome may be complex, this journey will lead to a more effective organizational outcome.
Harvard’s John P. Kotter says that, “leadership is about coping with change; management is about coping with complexity.”
Evolutionary Transformation calls for a process that looks something like this:
1) Leader’s Personal acknowledgment that he/she must make some changes (prerequisite for success!). This leads to →
2) Vision building which then requires →
3) Strategy Formulation supported by →
4) Executable Goal Systems requiring →
5) Leader/Manager Development that produces →
6) Enhanced overall organizational effectiveness.
The outcomes of this process include organizational planning and leadership development at all levels which yield the desired results… evolving from what the organization is at the moment of the leader’s recognition of the organization’s current state, to the desired state at some predetermined time in the future.
See how an effective system of goals can transform an entire organization…
How one company changed the meaning of customer appreciation.
Of the questions I receive from prospects regarding our Profile Evaluation System for job matching, by far the most common is “How do I know it will work?”
Generally, it’s a difficult question to answer for someone who hasn’t experienced the value themselves. If a potential client is truly interested in the system, but has doubts about it’s effectiveness, I’ll often propose that we set up a Profile for them, in order to show them how effective profiling can really be.
If I can get them to sit down and run through our evaluation system (as a future employee would), I know they will be sold! A client of mine once called it “One of the most insightful hours in my entire career.”
In truth however, it doesn’t really matter if it appears to work… What really matters is if it ACTUALLY works.
The following is a wonderful email I received from a long time client, who until not to long ago, was skeptical about our Profile Evaluation System. They truly gave a whole new meaning to customer appreciation.
“Approximately one year ago we acquired another business. The business was located hundreds of miles away and it was unlikely that any of the employees would be willing to move. For that reason, we needed to hire several individuals, train them in a new application, and have them ready to man a help desk, all within three months. Following our now ‘chiseled in granite’ policy, no offers were made until the individual had been Profiled and the Profile clearly showed the prospective employee met our standards.”
“After six months, we sent a questionnaire to all of our new customers and asked them for their appraisal of our efforts. Below are a few of the comments we received. Of the almost 100 responses we received, there was not one negative comment.”
“I just wanted to let you know how much I appreciate all of the help and support that has received recently from your organization…
…Additionally, Jim was able to make the batch process run as a cron job. This is something that no one at the ‘old organization’ could ever do. Believe me, this accomplishment was no small feat. Jim is to be commended!”
“I want to express my appreciation of the work that your organization is doing to fix/improve…
…I do not usually compliment vendors. Being responsible for capital investment projects, finding competent vendors is difficult. As far as your organization goes, I am impressed.”
“Much improved communication to your customers (us)”
“Identified issues with software and proactively take steps to inform customers and correct the issue(s) in a timely fashion either through patch(s) or software releases”
“A HelpDesk who actually calls you back when they say they will and not getting a busy signal or voice mail”
“…has never told us ‘I don’t know what to tell you’ which was a standard line from before was the primary support. I actually have a high degree of confidence now in support that I did not have before.”
“Don’t stop what you’re doing now . . . . Its such a good difference we don’t ever want to see anything resembling our old support. We are judging others by standards has demonstrated and continues to display. They’re a tough act to follow”
“These responses tell, far more eloquently than I could, how well our employees are doing. One of the key reasons for hiring these individuals was because of what we saw in their Profiles.”
“If you would like to verify what you have read in this document is true, please ask Rich Lewine for my name and telephone number and call me. I will be happy to talk with you further about our experiences.”
I couldn’t have said it better myself!
Get Your Free Profile Assessment
Don’t go it alone!
Making great hiring decisions is important in every organization, but it can be hard to see the “real” person during an interview of a promising candidate.
Watch Richard’s 2-minute video in which he explains how the Profile Evaluation System cuts through the fluff to simplify the entire hiring process.
Learn why the Profile Evaluation System should be on your desk when making those important hiring decisions…
Watch on YouTube
After you watch the video, get your first profile FREE!
By assessing applicants and current employees with The Profile Evaluation System, you as an employer are able to identify an individual’s true talents and objectively compare candidates. You can also generate questions for interviewing, develop specific training and development programs, and give insight into the best approach for managing an employee for greater success.
Why Use a Testing and Assessment System?
- It’s easy to rely too much on how someone presents themselves in an interview as well as the individual’s past, which many people believe is the best predictor of the future.
- Many job seekers at the professional level have been coached to present themselves appropriately and provide the answers the interviewer is looking for.
- A good assessment encompasses various tests to measure the mental aptitudes and personality factors of an individual, in relation to the requirements of the job..
- The Profile Evaluation provides an independent, objective analysis of a job candidate and ensures thay treated fairly without regard to race, color, age, religion, sex, or national origin.
The Profile report contains succinct information to tell the employer:
- Which candidates they should avoid hiring.
- Which candidate best fits the job.
- Which candidate is the best choice for transfer or promotion.
- How to focus the training and management of an employee, to achieve greater success, more quickly.
As an example, if an individual has a high propensity for stress (as demonstrated by a restless nature and underdeveloped ego) they are more likely to lose focus and concentration on the job. As a result, there is an increased likelihood of mistakes being made, sales being lost, and/or tasks not being completed on time.
When the The Profile is properly implemented and utilized in conjunction with other standard hiring and interviewing procedures, it provides an objective comparison of the candidate, to the job… improving the employer’s ability to make good hiring decisions.
Know Your People. Your first profile evaluation is free. Get It Now…
Congratulations! The economy is getting better and your business has grown right along with it. To keep your momentum, you decide you need to hire a new, commissioned outside sales person.
In our last blog we discussed the costly mistake of a ‘bad match’ hire. Today, we look at a good job-match and how it will benefit both parties.
Again, you’ve sifted through the applications, searching for candidates with a high energy level and an outgoing personality. And there’s one guy that stands out from the rest. You landed on… Jack!
POSITION TITLE: Sales Rep (Commissioned Outside Sales)
JOB DESCRIPTION Commission based sales position serving the rapidly growing senior community. The ideal candidate will possess a high energy level, outgoing personality and be results oriented, with demonstrated success in sales. (Experience in the senior care sector is a plus).
Find out why hiring Jack is the right decision and how you could know this even before you hire him.