#COOWON ALTERNATIVES 2016 PROFESSIONAL#

The first and most immediate results reported by the COO and CEO were around better time management, with better delegation, process automation and employee empowerment and trust, as well as with having a newfound buffer from micromanagement and constantly putting out fires in the business.

#COOWON ALTERNATIVES 2016 PROFESSIONAL#

Through weekly coaching and/or implementation calls with the CEO and COO, we shared updates from across the business, set priorities for both the personal and professional development, as well as monitored engagement progress against project goals. Throughout the engagement, we met and spoke with numerous executive- and mid-level employees to coach them to achieve alignment of their personal mission, vision and values with those of their team and company, to create clear and predictable career pathways, With regard to tracking job performance, we set up the existing HR system to track employee data to further improve performance and improve employee motivation. Lastly, we helped rewrite and clarify job descriptions to clearly define and benchmark performance, create clear career pathways within the company, as well as set clear guidelines for promotion and higher pay. We likewise designed and up-scaled the on-boarding process for executives with executive coaching and a developed program for ramping up quickly within the first 100 days. Meanwhile, we designed and rewrote from scratch their Employee Handbook to outline all benefits, work and compliance policies. In the first month, we started by working with the COO and CEO to help tell their brand stories clearly, starting with their story of taking care of grandparents, building other companies, immigration and struggle before starting HealthFlex.Īt the same time, we strategized and designed their schedules and management/leadership practices to improve their time management, helping them to automate, outsource and delegate more effectively to staff, VAs and set up systems for improved internal communication, project management and productivity, freeing up precious time during the week for strategic planning, brainstorming sessions to improve client service and branding, delivering constructive feedback to staff, as well as leveling up their mindset and decision-making as leaders and managers through executive coaching. We started the engagement by customizing our proven SDMI (Strategy, Design, Motivation, Implementation) process for Healthflex's specific needs. The on-boarding process was piecemeal and insufficient, especially for a slew of new executive hires.

The Employee Handbook did not capture their culture or processes well. The CEO and COO found themselves frustrated with mediocre employee performance and motivation, lack of a compelling brand story, lack of time and help to focus on strategic issues, top staff departures and lack of an overarching strategy, design and systems to underwrite the crazy growth and scaling. Internal communication was limited to staff meetings and an internal texting platform, hamstringing information flow and efficient decision-making.

Many employees were frustrated with lack of recognition, poor information flow and decision-making pathways, lack of clarity and progress on their career pathway within the company and promotion and higher pay guidelines, with performance reviews only once a year. Particularly thin on the Human Resources function, with just an HR Coordinator and Recruiter with an aggregate of 2 years experience, they reached out to HR, Talent & Systems Consulting for help with designing a superior employee experience and employer brand, a clear and proven talent management strategy to decrease turnover and for leadership and management coaching. 5000 company in 2018, 2019), CEO Sofia and COO Alex Koshevatsky found themselves over-stretched and exhausted from having to micromanage every part of their business. Background: Patients, families, and healthcare professionals in the Bay Area and beyond trust HealthFlex to deliver excellent home care services.Īfter taking their home health company from a family business in 2012 to breakneck growth with 200 staff and 300 clinicians in a few short years (Inc.

Coowon alternatives 2016