Definitely. No matter what the size of your organization, engaging your people and aligning your culture to your strategy can have a huge impact on your business results and capacity to grow. Why? Smaller organizations are highly dependent upon their people and tend to build loyal and lasting relationships with their customers or clients. We love that!

We’ll help you get the maximum impact from your budget, no matter what it is. Our solutions are highly scalable and cost effective.

Not necessarily. That all depends on your unique situation. Are you getting the results you expect? We can help you increase engagement and align your culture using either your current survey or our EE2.0 survey. Our solutions are customized to your organization and your goals.

No problem. Our approach is flexible because our clients have unique goals and situations. We will help you make engagement work for your circumstances.

Our program is based on years of research across various industries. This experience makes our system easy to implement. Still, we strive to customize our program to help you better align your culture with your strategy and guide your manager development to the areas that are most critical to your business. Getting the impact you want is the most important goal we have.

Our research and development programs cross industries including, but not limited to: healthcare, manufacturing, service and financial industries, food service, and retail. We have worked with just about every size of organization in every industry. If people are key to the execution of your strategy, we can help!

No. We can work with nearly any survey results. Our Manager Connection™ focuses on getting you better business results by engaging people, developing great managers, and aligning your culture to your strategy.

Engagement is a uniquely personal, psychological connection to work. There are 5 foundations to engagement (present in most well-developed instruments):

• knowing the outcomes that are expected;
• having a positive and mutually supportive relationship with one’s manager;
• feeling one’s talents are well utilized;
• seeing the value of one’s contributions; and
• continuing to grow and develop.

Technically, we measure engagement using EE 2.0. The questions on EE 2.0 have been linked to organizational performance and productivity. However, the true test of engagement’s impact is on business results. Did they improve or not? That is what we are interested in. We know that engagement that does not help to “move the needle” won’t have the lasting impact it should.

There are survey vendors, training companies, and consultants. We are the only organization that

• Focuses directly on improving business performance.
• Has a proven system to drive cultural alignment throughout the year
• Has a state of the art instrument and system to measure engagement
• Can deliver customized reports at the manager level in 14 days from survey close; and
• Adapts to the client’s needs rather than requiring the client to adapt to ours.

Our senior consultants have over 40 years of experience with the banking industry; from small regional banks to international banks and mortgage bankers.

Reports help people own engagement. Seeing how the data looks on every team encourages action. That is why we believe it is essential that reports are provided for every team with 4 or more respondents.

Our reports are designed to encourage dialogue, not replace it. They invite questions and perspective. We know that managers are not data analysts. That’s why we have developed specific, personal recommendations and discussion questions to “jump start” their use of the information for each report.

Maybe most importantly, people need to see a difference. We know the faster the data is provided back to the organization (post-survey) the better. That way people don’t lose confidence in the process or deny the validity of the data. That’s why we deliver a report that is simple, customized, easy to interpret, and starts a conversation in 14 days after the survey closes to every work unit where 4 or more people responded.

Manager connection is our systemic, ongoing system for cultural alignment; it bridges the gap from survey to survey and aligns people to strategy throughout the year. Our approach involves three of the most critical constituencies: Front line supervisor/leader/manager, HR/OD, and leader.

The Coffman organization has deep expertise in all aspects of organizational change.

• Our communication experts create comprehensive plans to communicate the program (change initiative) before, during, and after the survey/assessment is completed. Carrying the themes and messages of the program throughout the year in powerful, high-impact methods.
• Our consultants are steeped in change management methodology and have decades of successful experience in large scale organizational change. Using their expertise regarding creating high performance cultures and how to successfully implement change, they ensure successful project outcomes.
• We offer a highly-customized yet scalable solution that is virtually limitless in terms of its capacity to engage and align your people to your goals with little investment of time or money on the part of the organization.
• After 30 years of research, we never stop learning with our clients and improving our impact.

Our clients are our partners and our friends. We build strong relationships with our clients to ensure the program is successful. It starts with careful planning at the onset of the project to make sure we are completely aligned to deliver the desired results. Leveraging our comprehensive project plan and years of experience we work closely with our clients to exceed your expectations. We clearly define roles and tasks. From there, it is a matter of constant communication, continual improvement, and support.