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Do you run your company like a bobsled team or skeleton rider?

February 22, 2018

ISSN# 1545-2646

Do you run your company like a bobsled team or skeleton rider?

The Winter Olympics competition has been ongoing for a couple of weeks now.  Many medals have been won and many athletes achieved their victory while others have fallen from the grasp of glory.

This week I ask you to consider the nature of how you run your company.

In the Winter Olympics, there are a couple of sports which use generally the same course but are approached with very different tools, skills, and attitudes. These sports are the Bobsled (team sport) and Skeleton (single rider).  If you are not familiar with these two activities, basically in Bobsled, a team of either 2 or 4 people pushes a sled into a downward ice-covered track which is maneuvered and the quickest time to the finish line wins. In Skeleton, the same ice-covered track is used but in this event, a single rider hops onto a sled, head first and maneuvers to the finish line.

In the first event – Bobsled, teamwork is essential to the end result and success.  In the second – Skeleton, it is a rider and their sled against the track. Neither of these sports is for the light of heart.  With speeds of 75+ for Skeleton and 90+ for Bobsled, the people involved MUST know what they are doing or it can end in disaster.

With respect to how you run your organization, are you sliding head first with bold determination and broken bones be forgotten about? Or are you finessing a team of highly skilled talents to maneuver your company through the various twists and turns which the marketplace throws at you?

Now that you have your own picture of you running your company, how do your employees feel?  Do they have the same picture you have in your head?

This week take a moment to ask your team members how they view you and your running of the company.  If you have never asked them, you might get some strange looks. They will be cautious about how they may initial answer because it is out of the ordinary for you to inquire about their opinion. If you have previously sought their opinions, then make sure you listen to their thoughts.  It might help you better understand how you are perceived in your company.

You may want to be looked at as the driver of the 4 man Bobsled team but are acting like the Skeleton driver jumping upon their sled and heading headfirst into danger.

It is your business, leading it is very much in your control or maybe not. Let JKL Associates at (313) 527-7945 refine your leadership so not only can you get the thrill of victory but enjoy the ride.

Questions or comments – email us at partners@jklassociates.com or call our Office at (313) 527-7945
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 Copyright – JKL Associates 2018

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Are you interviewing or selling?

February 15, 2018

ISSN# 1545-2646

Are you interviewing or selling?

One of my clients referred me to another business owner to see if I could help him with his hiring challenges. As is my standard way to begin a new client relationship, I needed to get a broader understanding of what the perceived challenge is and then dig deeper to identify the real underlying challenges which are causing or contributing to the situation I was being asked to help resolve.

I engage the owner in some general conversation and then begin to narrow in on some statements he made regarding the most recent people which were hired into his organization.  The statements tended to be about the candidates.  This or that was not right and he wishes he would have known about these things before he hired them and started to train them.

Does this sound familiar to you?  It is a common thing that businesses today are faced with.  Trying not only to attract the best candidates but to also figure out if they can fit into your business. As most of you already know from past communications, JKL Associates brings a suite of tools to our clients that can help in identifying the demands of the job. The impact the job can have on the person who will be doing the job and how well various resources align with the job demands. This week is not about those tools but we would be more than happy to assist you with those needs.

The more the owner and I discussed the hiring process, approach and results, the more I detected the step of the process which was not being executed correctly. The step was being done (face to face interview) but the results were less than effective. The company did a pretty good job of attracting people to the job. Their initial communication did reduce some of the time wasted on the wrong candidates. They would then stumbled during the interview.

To demonstrate my hypothesis I suggested observing a candidate interview, so we moved forward. Now the candidate was in the building and sitting at the conference table awaiting the interview. The candidate looked very studious, well presented and looking reasonably confident.  It was not the persons’ first interview.  Upon the company interviewer entering and greeting the candidate the conversation then ensued. While the interviewer gazed at the resume and then looking at the candidate, for the next 15-20 minutes the company person talked about the job, the business, the departments, products and just about everything a “hired” employee would like and need to know.  Unfortunately, this was a candidate and they were not yet hired.  The next couple of minutes, some actual pertinent and legal questions were asked and then the interview began to wrap up with the questions – “Do you have any questions for me?” A couple of exchanges happened and the interviewer asked when they could start and made an offer of the job to them.

In a matter of 30+ minutes, the now hired person knew a lot about the company but the company knew very little about the person they just hired. This happens too often and costs companies lots of training and turnover dollars.

The interviewer did a great job selling the candidate on the “Greatness” of working for the company. Unfortunately, they still don’t have a clue if the person even aligns with the company culture, the job demands and other aspects of the company and job.

This week, don’t assume your hiring process is not the problem.

I will not dispute that the challenges of attracting talent and keeping talent are most organizations top priority.  If your turnover is high, it might not be because you are attracting the wrong people.  It might be that your process is hiring people you should pass on because they are not a fit for the job or the business.

Regardless of the business or industry, people are going to be the difference in your long-term success.  The better you are at bringing the right talent into your company and them being happy will be the most significant leap forward you will take this year.

Talent acquisition process not living up to your needs? Give JKL Associates a call at (313) 527-7945 to have that first conversation about helping you reduces your challenges.

Questions or comments – email us at partners@jklassociates.com or call our Office at (313) 527-7945
Become a Fan on Facebook ? www.facebook.com/jklassociates
Link up on LinkedIn ? www.linkedIn.com/in/jklassociates
Follow us on Twitter ? www.twitter.com/@jklassociates
 
 Copyright – JKL Associates 2018

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Does your “Brand” assert credibility?

February 8, 2018

ISSN# 1545-2646

       

Does your “Brand” assert credibility?

I remember my first drive behind the wheel of a Porsche 911. It was a clear blue sky day and my wife and I had flown to San Francisco for vacation.  It was our plan to travel up and down the Pacific Coast Highway to visit the big cities and small towns.  Spend some time in the vineyards of Napa Valley, stop by Pebble Beach and all the other things mid-westerners do when visiting California. The original plan was to just rent a car but then I decided to upgrade and take on a totally new driving experience.

It was the mid 80’s and a Porsche 911 was the real deal.  A street legal race car.

Being from the Detroit area, the Big 3 had their muscle cars.  Big block engines that went fast but mostly in straight lines.  A Porsche 911 was more than just fast.  It had handling finesse. Having grown up in the racing world, the 911 had numerous world championships in its history.  As a result, the “Brand” had and still, today has credibility.

Well enough for storytelling of the past, the reason I bring this aspect of “Brand” credibility to top of mind this week is that your company may or may not have such a fundamental foundation. I’m not suggesting that you must attain the level of racing car history to make a name for your business.  What is important is that your “Brand” be protected by your company, your employees, your customers and you.

During a time when everyone is given a medium to express their opinion through such social media tools as Facebook, Pinterest, Snapchat, Yelp etc., your business and the products and services you bring to the marketplace are exposed to potential brand defamation. Even more is that these opinions may or may not be from people who have actually transacted business with your company.  As the business owner, you need to take steps to make sure you (or a trusted third party) are paying attention to the reputation of your business in the virtual/social media world.

More and more people are given ratings on your business and the level you perform at when they are searching the web for products and services you bring into the marketplace.  They start formulating a decision on whether to do business with you way before you even know your company was a consideration.

This week take some time to investigate what people see when they look you up on the internet.  Be very critical of what displays by putting yourself in the shoes of a future customer who knows little about your business.  Is what they see the message you want them to read?  Are the pictures telling the story you want them to know? Are the third party provided reviews adding or subtracting credibility from your “Brand?”

Your business and the ability to attract and retain customers is critical to what your brand tells and delivers to the marketplace.  Does yours stack up to your competitions?

By the way, the 911 experience was so enjoyable and impactful that upon returning to Michigan I began the search to purchase such a 911 for my wife and I. The first one was a 1984 Dominican Red 911 Targa. Yes, the car lives up to the “Brand” credibility.

Not sure where your “Brand” credibility stands? Give JKL Associates at (313) 527-7945 to begin the conversation.

Questions or comments – email us at partners@jklassociates.com or call our Office at (313) 527-7945
Become a Fan on Facebook ? www.facebook.com/jklassociates
Link up on LinkedIn ? www.linkedIn.com/in/jklassociates
Follow us on Twitter ? www.twitter.com/@jklassociates
 
 Copyright – JKL Associates 2018

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Out slewing windmills

February 1, 2018

ISSN# 1545-2646

 

       

Out slewing windmills

During a recent trip through rural America, I came upon a windmill farm. There were numerous windmills for miles in each direction. The weather that day as you can see from the photo was clear and not overly gusty.  The wind was just a gentle continuous flow of activity.

In doing a little research on the area, this particular wind farm generates about enough electrical power to support some 15,000 homes and businesses in the area. Not too bad for a renewable source of energy. Now there are multiple sides to the windmill farms popping up in rural America but I’m not going to get into that debate or discussion.

These windmills were all working in unison for a common single purpose.  They were capturing the action of the wind and turning it into a useful resource for the community.

This got me to thinking about small business teams all working with the same common purpose.  Collectively putting their best efforts forth for the common good of the business and ultimately the consumers they provide goods or services to.

For machinery, getting these windmills to work together and produce electricity is fairly straightforward.  On the other hand, getting people on teams and having them orchestrate collectively is quite a bit more challenging. With people, attitudes, behaviors, skills, and baggage come with each of them to the team and company. It is the masterful conductor of the people who can understand how all of them fit together to create beautiful music or just plain old results.

Like in Don Quixote and his fighting of windmills, as business owners, you too can sometimes fight imaginary enemies right inside your organization. Generally speaking, your employees work and want to contribute to the success of the business. In turn, they are compensated and are treated with a good environment, benefits, perks and the like. The hidden enemies come when these expectations begin or have broken down.  These soft hidden expenses come in the form of high turnover, lots of paid time off (PTO) for sick days and many other indirect activities which reduce performance.

This week, examine your team. Look at which resources might be windmills, just simply spinning around and around and not contributing to the company purpose and goals. These resources, rather than producing value and delivering results are just putting in time.  It sounds harsh, but if there are reasons the team member is not able to contribute then those need fixing. If the team member is just out of place and does not fit into your company’s success culture, then maybe it is time for both parties to separate their ways.  This would be valuable to all concerned.

Wondering how to objectively look at your team? Call JKL Associates at (313) 527-7945 to arrange for a complimentary initial conversation on taking your team to the next level.

Questions or comments – email us at partners@jklassociates.com or call our Office at (313) 527-7945
Become a Fan on Facebook ? www.facebook.com/jklassociates
Link up on LinkedIn ? www.linkedIn.com/in/jklassociates
Follow us on Twitter ? www.twitter.com/@jklassociates
 
 Copyright – JKL Associates 2018

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Forget what you know to grow

January 25, 2018

ISSN# 1545-2646

 

       

Forget what you know to grow

I recently attended a business conference where the theme of the event was Reimagine Excellence. The content, speakers and engaging conversations were right on target for where business is right now in our marketplaces.

Our economy is more energized than in previous cycles.  Business leaders, owners and managers are actively trying to figure out what is taking place in each of their industries, so they can position their business to take best advantage of this energy. People in the business space are trying to reformulate for that next level of success.

The barrier is that it is easy to say and even give thought to reimagining, reformulating, rethinking but to actually do it is quite a bit harder. For to give up what has been previously successful for some new or different way to get to the next level is almost like telling yourself what helped you get here was insufficient to take you further.  The fact of the matter is – you would be correct.  What mind set and tolls which you have used to create success to date will need to be completely rethought going forward.

It is not that you must push it all out of your brain, (you just can’t do that) but what you must do is not let it be the barrier to moving beyond what made you successful to date.

The world is moving at a different rate than it was just a few years ago.  The amount of information options or media noise that is coming at you and the amount of noise (your information) which you are responding too is exponentially growing.  What that means is the amount of noise you built your business model on will implode on itself unless you upgrade your skills and thoughts to process the noise more effectively and efficiently in the marketplace.

Now not all the noise or data filling the air is worth thinking about.  There is plenty of noise just for the sake of noise.  There always has been and always will be noise.  The difference is the volume is turned up and your speakers (thought processes) are not skilled to handle that capacity.  Your skills were developed at a different level.

Think of it this way.  A go cart racer develops skills when initially driving 30-60 miles per hour (MPH).  If the skills were to remain stagnant at that level, as they moved to higher end racing class moving 100 plus MPH then they would likely underperform and would be a danger to others on the race track who have passed them up in skill development.

This is the ever-present challenge for business owners, leaders and most specifically managers and supervisors.  Managers/supervisors typically work very diligently to achieve a level of work performance where they are responsible for a group of people and deliverables.  Those skills are honed in at that defined level.  For the manager/supervisor at that point in time, they are performing at a high level.  You need them to forget all that they have learned to get to that level and embrace the future by being willing to fail to grow. This is where many managers and supervisors hunker down and fall into protecting their territory at all cost.  They inhibit others from growing.  They can actually begin to tear down those encroaching on them so that they don’t have to climb higher.  It becomes a painful drain on company resources and company profits.

This week I challenge you to look at your middle management team and ask yourself if they are growing or holding your business back.  It is difficult to look at this because in many cases you have a number of years invested into these people. They are at some level of value to you and your business.  Not being true to them or yourself only places an additional strain on the relationships and the growth of your business.

Pit of your stomach feeling a bit uneasy about having to look at your team through a different set of lenses? It is time to call JKL Associates at (313) 527-7945 so the process is productive for all involved..

Questions or comments – email us at partners@jklassociates.com or call our Office at (313) 527-7945
Become a Fan on Facebook ? www.facebook.com/jklassociates
Link up on LinkedIn ? www.linkedIn.com/in/jklassociates
Follow us on Twitter ? www.twitter.com/@jklassociates
 
 Copyright – JKL Associates 2018

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All the Kings Horses

January 18, 2018

ISSN# 1545-2646

All the Kings Horses

As the nursery rhyme tells it – all the kings horses and all the kings men could not put Humpty Dumpty back together again.  Why?  Maybe the horses nor the men possess the right skills for the job.

Chess is a strategic game made up of various playing pieces.  Each piece has certain defined movements or “Skills” by which they move about the board. The horse or “Knight” for example moves in an “L” shape of one chess board square right or left, up or down by 2 board squares right, left, up or down. This defined set of movements can be used to capture the opponents pieces and place the king in check or checkmate.  This movement profile does not allow the piece to move more or less than that “L” shape.  On the other hand the “Bishop” can move multiple board squares but can only move diagonally on the same color square it started at the onset of the game.  This set of movement skills are also used to capture and place the opponents king at peril.

The chess pieces are like the staff in your business.  They come to you with a certain defined profile of talents.  At the beginning of the relationship you interview to see how the skills they bring align with the strategic needs you have in your business.  You assess whether you need Knights, Bishops, Rooks or Pawns. Each of which brings certain skills and movements to your company. You being the master chess player deploy the resources to accomplish your goals of the business.

The challenge for business owners is that they don’t really understand what resources they need.  What skills are critical to the role the person is in. What the “Key Accountability” items are which the role contributes to the success of the organization.

Most companies know the tasks or duties to be done on a daily or weekly basis and which person does them because they have always been done that particular way. When looking to bring on talent, the first step is to review the job description which to often has a list of things the job does.  It really does not focus on how or why the role exists and the critical value it must bring to the growth of the organization.

If you are not a chess player, then this article is placing you at a disadvantage of appreciating how each piece on the board strategically contributes to the success of winning the game.  The odd feeling in the pit of your stomach about being a bit out of sorts with the knowledge is what should also happen when you are not aligned with the understanding of talent in your company.  If you are guessing at the best use of the talents in your company, then you are playing the strategic game of success without knowing how the movements of your team fit together.

This week, look at your company as the chess board.  Look at your team talent as the players/piece in the strategy you are trying to accomplish.  What are the skills, talents, movements your team players bring to the growth game? Do you know what the Key accountabilities are for each role in the company?  Are the talents you have on the team aligned to achieve those measurement points?

2018 is just getting rolling so there is still time in the chess match to step back, review the board and make strategic changes to achieve a win.

Need to better understand your “Key Accountabilities” of the role in your organization? Give JKL Associates at (313) 527-7945 so we can help you, and all the kings horses and men rebuild your future success.

QUESTIONS OR COMMENTS – EMAIL US AT PARTNERS@JKLASSOCIATES.COM OR CALL OUR OFFICE AT (313) 527-7945

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COPYRIGHT – JKL ASSOCIATES 2018

Posted in Assessments, Business Builder, JKLAssociates, Perpetuation, Promise Culture, Purpose, Talent Engagement, Transition, Vision

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Desktops to Dashboards

January 11, 2018

ISSN# 1545-2646

Desktops to Dashboards

When you hopped in your car to travel to the office today you just may have looked at the gas gauge on your vehicle’s dashboard to verify the status of fuel to cover the travels for the events of the day. Maybe you have a business meeting across town. Maybe you have a child’s sporting event right after work. Maybe you were just headed directly to the business. Regardless of what makes up your travels you may have referenced the gas gauge to make sure you had enough to cover the miles you were going to travel. Running out of gas is just not a great thing to happen. More importantly it is something you do have control over.

This reference to your gas gauge on your dashboard to make sure you are prepared is directly related to the running of your business. Not just in getting you to where you need to be in your car but more about using the indicators of the performance of your business to make sure your business has enough gas to get it to where you want it to go.

These days our businesses are tied into technology. This technology give us feedback on the metrics we choose to manage. If you are manufacturing something, you get feedback on production volume, quality etc. If you are in logistics or distribution, then you get input on inventory turns, counts, shipments etc. If in a service business, you may track billable and non billable hours as indicators. All of these indicators are metrics which give insights into how the business is performing. You have or set standards by which you evaluate current run rates and make adjustments when performance falls outside of those ranges.

The question for you this week – Do you have gauges set up to track your business?

When the business started – that infamous plan on the paper napkin, it most likely did not include metrics or gauges to see how your business was performing. Similarly, early cars did not have gas gauges either. They showed up on the scene in the 1920’s, some two decades after the automobile was first introduced to the world. So now it is time to add gauges to your business dashboard if you don’t already have them in place. If they exists, then maybe consider upgrading them or at least validate they are giving you the correct feedback to make the best decision for your company.

For years these performance indicators have been in the form of paper trails, many of which came after the fact and were present to the owner from a financial person of one sort or another. The first evaluation was, is the bottom line black or red! These financial reports, a month or so after the fact was the standard for many years. Unfortunately this data decision making model was like driving your car forward while looking in the rear view mirror. You could see what happened but not what was about to happen.

Much like the addition of the gas gauge to the automobile, the rear view mirror also needed to be added. It arrived much sooner on the vehicle as an extension of mirrors used on bicycles. It is important to know what happened so you can learn from history. It is critical these days to be able to plan and forecast what is coming at you so you can navigate to a better outcome. Getting back to the original statement about checking your gas gauge this morning. It was about forecasting your events of the day and was your vehicle ready to support the miles to be traveled?

We take the dashboard gauges in our car for granted. They light up each time we turn the key or push the start button. They immediately give us input and if we neglect them they have backup warning lights which remind us to inflate tire pressure or turn off the turn signal.

Your business needs to be viewed through the lens of the business dashboard. What key indicators do you need to know each time you start up your business? Things such as cash flow, accounts receivables, account payables, sales pipeline, backlog etc. need to be at your fingertips. If you have a business management system (software application), maybe it has a dashboard you can reference as the splash screen on your computer. If not then you need to have access to your financial data to gain important insights into how much gas you have in the tank.

Driving your business looking in the rear view mirror and ignoring your gauges? Call JKL Associates at (313) 527-7945 – your business mechanic.

QUESTIONS OR COMMENTS – EMAIL US AT PARTNERS@JKLASSOCIATES.COM OR CALL OUR OFFICE AT (313) 527-7945

BECOME A FAN ON FACEBOOK ? WWW.FACEBOOK.COM/JKLASSOCIATES

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COPYRIGHT – JKL ASSOCIATES 2018

Posted in Assessments, Business Builder, JKLAssociates, Perpetuation, Promise Culture, Purpose, Talent Engagement, Transition, Vision

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The Rocket has cleared the launch tower

January 4, 2018

ISSN# 1545-2646

The Rocket has cleared the launch tower

2018 is now in full motion. The holidays are wrapped up and you and your team are back from well deserved time with family and friends.

Much like the efforts of planning a rocket launch, you and your team have already invested time and resources to defining the mission objectives for 2018. At that moment the clock ticked 00:00:01 on January 1st, your business plan went from “The Plan” to “The Mission.” As much as the effort was for getting the plan ready, now the mission is in motion. The effort, energy, focus of the organization and “give it all attitude” must now be at its peak.

A brief history lesson can help in consolidating your focus for 2018.

The space race started in the late 1950’s and the next 10 years demonstrated the great ingenuity of engineers and other support team members to place a person on the moon and return them home safely to Earth.

The late 70’s redesigned space exploration so that in 1981 a reusable space craft “The Shuttle” was launched.

While all these remarkable feats of engineering were taking place, the public became disinterested in space exploration. Just another launch and it all seemed routine. Then in 1986 Challenger exploded on takeoff bringing realism back to the dangers of exploration.

I bring these events back to top of mind for you to consider this week as you launch another calendar year with your organization. Is your organization running only on routine? Are your team members thinking they have everything completely under control? Does your mission plan take into consideration changes which may happen but you won’t know until they are right in front of you?

Maybe you don’t consider your business like launching a rocket but the success of your mission is just as critical. When a rocket launches carrying human life then the stakes for no mistakes is paramount. Your business, each day it opens, has people’s lives at stake. They look to you as employees that good business decisions are made which will ultimately provide a paycheck. This allows them to sustain their personal and family life. Your customers depend on you for goods and services. Your reputation of being there for both customers and employees alike is your mission critical objective each and every day you open your doors.

So this week, take the time to frame your business as something more than a routine of processes and procedures. Yes, these are very valuable in conducting your business but understand that your business is part of many lifelines for staff and customers in the marketplace.

Company culture gone stale with a bland feeling of routine? Call JKL Associates at (313) 527-7945 and allow us to assist in moving your culture to a “Promise” based environment.

QUESTIONS OR COMMENTS – EMAIL US AT PARTNERS@JKLASSOCIATES.COM OR CALL OUR OFFICE AT (313) 527-7945

BECOME A FAN ON FACEBOOK ? WWW.FACEBOOK.COM/JKLASSOCIATES

LINK UP ON LINKEDIN ? WWW.LINKEDIN.COM/IN/JKLASSOCIATES

FOLLOW US ON TWITTER ? WWW.TWITTER.COM/@JKLASSOCIATES

COPYRIGHT – JKL ASSOCIATES 2018

Posted in Assessments, Business Builder, JKLAssociates, Perpetuation, Promise Culture, Purpose, Talent Engagement, Transition, Vision

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Happy New Year – 2018!

December 28, 2017

ISSN# 1545-2646

Happy New Year!

During the last few days and seconds of 2017 may you be thankful for all the opportunities that you have been given to take part in. May you look to the future with wonderment so that all your 2018 dreams, goals and success can be realized.

In 2018, reach higher and wider than you have in the past and enjoy what comes your way!

Happy New Year!

QUESTIONS OR COMMENTS – EMAIL US AT PARTNERS@JKLASSOCIATES.COM OR CALL OUR OFFICE AT (313) 527-7945

BECOME A FAN ON FACEBOOK ? WWW.FACEBOOK.COM/JKLASSOCIATES

LINK UP ON LINKEDIN ? WWW.LINKEDIN.COM/IN/JKLASSOCIATES

FOLLOW US ON TWITTER ? WWW.TWITTER.COM/@JKLASSOCIATES

COPYRIGHT – JKL ASSOCIATES 2017

Posted in Assessments, Business Builder, JKLAssociates, Perpetuation, Promise Culture, Purpose, Talent Engagement, Transition, Vision

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Merry Christmas

December 21, 2017

ISSN# 1545-2646

Merry Christmas

May the birth of our Lord and Savior – Jesus Christ, bring you and your household peace and many blessing this Christmas season!

QUESTIONS OR COMMENTS – EMAIL US AT PARTNERS@JKLASSOCIATES.COM OR CALL OUR OFFICE AT (313) 527-7945

BECOME A FAN ON FACEBOOK ? WWW.FACEBOOK.COM/JKLASSOCIATES

LINK UP ON LINKEDIN ? WWW.LINKEDIN.COM/IN/JKLASSOCIATES

FOLLOW US ON TWITTER ? WWW.TWITTER.COM/@JKLASSOCIATES

COPYRIGHT – JKL ASSOCIATES 2017

Posted in Assessments, Business Builder, JKLAssociates, Perpetuation, Promise Culture, Purpose, Talent Engagement, Transition, Vision

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