Launch Consulting

𝗗𝗼𝗻'𝘁 𝗴𝘂𝗲𝘀𝘀 - 𝗮𝘀𝘀𝗲𝘀𝘀! Leaders often operate out of guesswork when it comes to their people. And when they guess wrong, it has serious consequences for the company. 🚫 Missed opportunities—when you don’t understand what someone is capable of, you might not give them the chance they need to shine. 🚫 Misplaced roles—putting someone in the wrong role not only dampens their potential but can demotivate them and even lead to turnover. 🚫 Moral dips—nothing disheartens a team faster than seeing square pegs forced into round holes. It sends a message that the leadership doesn’t really know or care about its people. 𝗔𝘁 𝗟𝗮𝘂𝗻𝗰𝗵 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗶𝗻𝗴, 𝘄𝗲 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝗶𝗻 𝗺𝗲𝗮𝘀𝘂𝗿𝗶𝗻𝗴, 𝗻𝗼𝘁 𝗴𝘂𝗲𝘀𝘀𝗶𝗻𝗴. Our assessment tools are designed to give you a clear picture of where each person’s strengths lie and how they can best contribute to your team’s success. 🎯 Targeted Development—With precise assessments, you can tailor development programs that truly resonate with each individual's innate capabilities. 🤝 Enhanced Team Dynamics—Understanding the diversity of your team’s abilities allows for more effective collaboration and innovation. Don't let guesswork guide your leadership. Let's get intentional about how we understand and nurture our teams. Ready to replace guesswork with insight? Connect with us to learn how our approach can transform your team dynamics and drive real business results. #workplaceassessments #peopleanalytics #HRanalytics #psychologicalassessments #HR #HRstrategy

People respond to change differently. That means, as leaders, we can't treat everyone the same during change. Instead, we must recognize the diverse impacts of change on our employees and tailor our support to meet each individual's needs. Here are 4 strategies to successfully lead through change: 1️⃣ 𝗢𝗽𝘁 𝗳𝗼𝗿 𝗛𝗶𝗴𝗵-𝗤𝘂𝗮𝗹𝗶𝘁𝘆, 𝗙𝗿𝗲𝗾𝘂𝗲𝗻𝘁 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗦𝘂𝗿𝘃𝗲𝘆𝘀: Forget the annual, one-size-fits-all engagement surveys. Our favorite engagement survey platform is Engagement Multiplier (let us know if you're interested, and we can help you schedule a free demo). Engagement Multiplier specializes in high-quality, quarterly (or more frequent) pulse checks. This real-time insight allows you to adjust sails promptly, ensuring your team remains aligned and engaged. 2️⃣ 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺'𝘀 𝗡𝗮𝘁𝘂𝗿𝗮𝗹 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗲 𝘁𝗼 𝗖𝗵𝗮𝗻𝗴𝗲: Change is not just about new beliefs; it's about new actions. And everyone’s response to change is uniquely wired. Some stabilize, some adjust, and others initiate. Identifying your employees' tendencies is crucial for steering your organization smoothly through transitional waters. This is where our expertise shines. At Launch Consulting, we excel in mapping out the individual Modus Operandi (MO) of your team members, providing you with actionable insights to foster a cohesive and resilient workforce. Want to know what this could look like in your org? Schedule a complimentary Discovery Call using the link in the comments. 3️⃣ 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 𝗶𝘀 𝗞𝗲𝘆 - 𝗘𝘅𝗽𝗹𝗮𝗶𝗻 𝘁𝗵𝗲 '𝗪𝗵𝘆': Leaders are often steps ahead in understanding the nuances of change, which can lead to disconnects with their teams. Ensure your team is on board by clearly articulating the reasons behind changes, addressing concerns, and highlighting benefits. Remember, understanding breeds commitment. 4️⃣ 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗘𝗺𝗽𝗮𝘁𝗵𝘆: Empathy isn’t just about understanding; it’s about being present and accessible. Through town halls, open office hours, and regular updates, show your team that their voices are heard and their feelings are validated. Change can be a formidable force, but it becomes an opportunity for growth and innovation with the right strategies and a partner like us. ------ Are you ready to navigate change with confidence? Let's connect. Schedule a complimentary Discovery Call using the link in the comments 👇 #humanresources #hr #hrstrategy #changemanagement #leadership

Your managers control the culture of your company. If they are exhausted, stressed, disengaged, and unfulfilled... What do you think your company culture is like? 🤔 𝗜𝗻𝘃𝗲𝘀𝘁𝗶𝗻𝗴 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴 𝗼𝗳 𝘆𝗼𝘂𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗶𝘀𝗻'𝘁 𝗷𝘂𝘀𝘁 𝗴𝗼𝗼𝗱 𝗛𝗥 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲—𝗶𝘁'𝘀 𝗮 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻. When managers are supported, the whole company benefits. Here are a few actionable steps to help your managers thrive: 1️⃣ 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗔𝗰𝗰𝗲𝘀𝘀 𝘁𝗼 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴: Offer continuous learning opportunities to help your managers feel confident in their roles. If it feels too daunting to establish these programs from scratch, consider platforms like Udemy and LinkedIn Learning that offer turnkey programs. 2️⃣ 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝗪𝗲𝗹𝗹𝗻𝗲𝘀𝘀: 53% of managers report feeling burned out (Microsoft Work Trend Index, 2022). 🥴 To ward against this stat proving true in your company, provide stress management workshops and mental health resources to help managers effectively handle stress and sustain high performance. A simple way to do this is to provide an annual health and wellness stipend, allowing managers to invest in the resources and activities that best suit their needs. 👉 We are also experts in coaching managers on reducing stress and stewarding their mental energy - ask us about our group workshops! 3️⃣ 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗪𝗼𝗿𝗸-𝗟𝗶𝗳𝗲 𝗕𝗮𝗹𝗮𝗻𝗰𝗲: Introduce policies that allow flexible working hours and remote work options to help managers better manage their personal and professional lives. According to Gallup, 58% of workers cited less fatigue and burnout as a benefit of remote/hybrid work. We realize this is a controversial topic but, more than likely, your managers are struggling with blurred or non-existent personal boundaries. This could be the right time to bring more flexible policies into your org. 4️⃣ 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗖𝘂𝗹𝘁𝘂𝗿𝗲: Regular feedback lets managers know where they stand and how they can improve, boosting their engagement and fulfillment. And don't forget: feedback is a 2-way street. It's important to provide a forum for managers to give feedback in return. >> Ask us about our favorite platform! 5️⃣ 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲 𝗮𝗻𝗱 𝗥𝗲𝘄𝗮𝗿𝗱 𝗧𝗵𝗲𝗶𝗿 𝗘𝗳𝗳𝗼𝗿𝘁𝘀: A little recognition goes a long way. Celebrate your managers' successes and acknowledge their hard work. This can be as simple as saying, "I noticed that you..." and "I saw how you..." By taking these steps, you're not just improving the lives of your managers—you're boosting your company's entire culture. Remember, a happy manager leads to a happy team. 👉 HR and company leaders, do you want help implementing these initiatives? Schedule a complimentary 30-Discovery Call with our team using the link in the comments. #companyculture #HR #employeeengagement #workplacewellness #management #talentstrategy #HRstrategy

Most of our clients are shocked to learn that 𝗮𝗹𝗹 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘁𝘆 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁𝘀 "𝗲𝘅𝗽𝗶𝗿𝗲" 𝗶𝗻 𝗮 𝘆𝗲𝗮𝗿 𝗼𝗿 𝗹𝗲𝘀𝘀. In fact, we frequently run into people who refer to the DiSC® assessment they completed 10+ years ago, not realizing those results are no longer valid. Here are a few more stats that may surprise you: MBTI® (aka Myers Briggs) expires in less than a month. StrengthsFinder 2.0® expires in two months. Predictive Index® expires in less than a year. These stats don't mean that personality assessments are all bad, but they do mean the value of the data is limited. More specifically, 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘁𝘆 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗮𝗿𝗲 𝘁𝗶𝗺𝗲-𝗯𝗼𝘅𝗲𝗱. This is why we utilize the Kolbe A™️ Index with our clients. This instrument does NOT measure personality or intelligence. Rather, it measures how a person instinctually takes action. This part of our minds - called conation - is UNchanging. After 20 years of testing (unheard of in the assessment world), the Kolbe Index is still shown to be reliable...in other words, the results DON'T expire. That means that 𝗼𝘂𝗿 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝗰𝗮𝗻 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝘁𝗹𝘆 𝗺𝗮𝗸𝗲 𝗹𝗼𝗻𝗴-𝘁𝗲𝗿𝗺 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀. 🙌 Good data = good decisions Choose your input wisely. 👉 HR and company leaders, are you basing your talent strategy on shifting data? Let's change that. Schedule a complimentary 30-Discovery Call with our team using the link in the comments. #peopleanalytics #psychologicalassessments #kolbeindex #talentoptimization #hr #hrstrategy #peopleproblems #assessments

Have you ever promoted a star employee, only to see them struggle in their new role? We recently helped a client with this exact problem. Their top performers were shining until they stepped into higher roles. They couldn't figure out why, so they asked us to step in. We discovered that the jobs required very different natural approaches — not just different skills. This was a big lightbulb moment for our client. (We love it when those happen!) So, what did we suggest? We offered two clear strategies: 1️⃣ Modify the role. If there's only one way up the ladder in a job, each step needs to fit how people naturally work best. Consider these points for your team: ↳ Can people reach the same goals but in their own unique way? ↳ Do we need to adjust the job or the work environment to better suit a different set of natural strengths? ↳ Are our current job demands based on tradition, or are they truly what’s needed? 2️⃣ Open up more ways to climb. If it’s tough to adjust the job itself, it’s crucial to offer more paths for advancement. Here’s a plan: ↳ Start by understanding what natural actions each job really needs. (That’s something we can help with!) ↳ Group similar jobs into families. For instance, operations and quality control roles might go together because they require similar ways of working. ↳ Make sure all the jobs in each group have similar demands. ↳ Offer various career paths that allow people to advance using their strongest natural talents. This approach might make career progression look more like a zig-zag than a straight line, but it ensures everyone is positioned to succeed using their innate strengths. Bottom line: Continuously placing people in roles that clash with their natural ways of working without making adjustments will likely lead to frustration and underperformance. Got a similar issue? We’re here to help. Click the link in the comments to schedule a free chat! #staremployee #topperformers #talentoptimization #careeradvancement #hr #hrstrategy #peopleproblems

Ever seen a whole department struggling with poor performance and low engagement? We recently helped a client with exactly this problem. Their largest department was dealing with low morale, burned-out managers, unmet goals, and a host of other issues. Several team members even retired or left to escape the high stress. New hires couldn’t keep up, and many quickly failed in their roles. It felt like the whole department was spiraling out of control. 🌪️ Here’s how we stepped in to help: 𝗢𝘂𝗿 𝗗𝗶𝗮𝗴𝗻𝗼𝘀𝗶𝘀: We had everyone, from the Director to each job holder, assess their role demands. This uncovered two major issues: 1️⃣ The roles didn’t fit the employees' natural ways of working, making their jobs harder than necessary. 2️⃣ There was massive confusion about roles. People weren't even clear on what it took to succeed in their jobs or their exact duties. 𝗢𝘂𝗿 𝗔𝗰𝘁𝗶𝗼𝗻 𝗣𝗹𝗮𝗻: Redefine the Roles: We divided the front-line role into two distinct positions, allowing employees to focus on tasks that suited them better. Align the Team: We reassigned team members to roles that matched their natural work styles. Bring in Support: We provided managers with targeted training, gave one-on-one coaching to all team members, and equipped everyone with tools to manage stress. Measure Engagement: We started running quarterly engagement surveys and set up an anonymous forum for feedback to keep track of morale. Improve Hiring Practices: We refined how we hire to ensure new employees fit the operational needs of the role, improving hiring success. 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 𝗔𝗰𝗵𝗶𝗲𝘃𝗲𝗱: ✅ Clearly defined roles that play to individual strengths. ✅ Significantly better hiring outcomes. ✅ A big boost in team morale and engagement. ✅ Managers who feel supported and confident. ✅ Increased productivity. Aligning job roles with employees' strengths is key. Just ask our client — it turned their struggling department into a high-performing team. Is your team facing similar issues? We’d love to help. 👉 For more insights or to discuss how we can assist your team, schedule a free Discovery Call. Click the link in the comments! #hrstrategy #talentoptimization #peopleproblems #hr #redefinetherole #stepin #highstress #majorissues

Recognizing employee achievements can increase retention rates by up to 31%. (SHRM, 2018). Here are 7 simple strategies for building a culture of appreciation: 1️⃣ 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝗣𝗲𝗲𝗿 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗣𝗿𝗼𝗴𝗿𝗮𝗺𝘀: Encourage employees to acknowledge each other's accomplishments. This not only boosts morale but fosters a supportive environment. 2️⃣ 𝗖𝗿𝗲𝗮𝘁𝗲 𝗠𝗼𝗻𝘁𝗵𝗹𝘆 𝗔𝘄𝗮𝗿𝗱𝘀: Establish a monthly award system where employees are recognized for specific achievements, such as 'Innovator of the Month' or 'Team Player Award'. 3️⃣ 𝗨𝘁𝗶𝗹𝗶𝘇𝗲 𝗣𝘂𝗯𝗹𝗶𝗰 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗺𝗲𝗻𝘁: Use company meetings or internal newsletters to publicly acknowledge individual and team successes. Public recognition can be highly motivating. 4️⃣ 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗲𝗱 𝗧𝗵𝗮𝗻𝗸 𝗬𝗼𝘂 𝗡𝗼𝘁𝗲𝘀: A handwritten note from a manager or executive can make employees feel valued for their unique contributions. 5️⃣ 𝗢𝗳𝗳𝗲𝗿 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀: Recognize employees’ achievements by investing in their growth—offer courses, workshops, or conferences that align with their career goals. 6️⃣ 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗠𝗶𝗹𝗲𝘀𝘁𝗼𝗻𝗲𝘀: Acknowledge both work anniversaries and personal milestones like birthdays, creating a culture that values each employee as a whole person. 7️⃣ 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗦𝗲𝘀𝘀𝗶𝗼𝗻𝘀: Incorporate positive recognition into regular feedback sessions, ensuring employees know their hard work is seen and valued. Feeling a bit overwhelmed? Pick just one of the strategies above and start there (our personal favorite is handwritten notes). Let's not just say 'thank you'—let's show our team they are indispensable to our success. #EmployeeRecognition #Retention #TeamAppreciation #HRStrategies #Leadership

Believe it or not, only 4% of employees feel fully connected to their company's mission 😲 Here's how you can change that: 1️⃣ 𝗠𝗮𝗸𝗲 𝘁𝗵𝗲 𝗠𝗶𝘀𝘀𝗶𝗼𝗻 𝗮 𝗗𝗮𝗶𝗹𝘆 𝗚𝘂𝗶𝗱𝗲: Don’t let your mission statement just hang on the wall—use it in your everyday decisions, plans, and tasks. Talk about how everyday work fits into the bigger mission in meetings and reviews. 2️⃣ 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗦𝗲𝘁 𝘁𝗵𝗲 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: Leaders should be the champions of the mission, talking about it often and showing it through their actions. When employees see their leaders really believe in the mission, they're more likely to believe in it too. 3️⃣ 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗹𝘆: Help everyone see how their personal values and goals line up with the company's mission. Running workshops or team activities can really help with this. 4️⃣𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗠𝗶𝘀𝘀𝗶𝗼𝗻-𝗗𝗿𝗶𝘃𝗲𝗻 𝗦𝘂𝗰𝗰𝗲𝘀𝘀: Give shoutouts or rewards for actions that push the mission forward. Recognizing these efforts shows everyone how important the mission is. 5️⃣ 𝗞𝗲𝗲𝗽 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗚𝗿𝗼𝘄𝗶𝗻𝗴: Offer training and development that helps everyone understand and contribute to the mission more. When people grow, the mission grows. 6️⃣ 𝗪𝗼𝗿𝗸 𝗼𝗻 𝗠𝗶𝘀𝘀𝗶𝗼𝗻-𝗙𝗼𝗰𝘂𝘀𝗲𝗱 𝗣𝗿𝗼𝗷𝗲𝗰𝘁𝘀: Let people work on projects that make a direct impact on the mission. It’s a great way to show how their work contributes to the company’s goals. 7️⃣ 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Set up ways for everyone to share how they think the mission is doing and where it can improve. Make it clear that the mission is a team effort and everyone’s input is valued. By using these steps, you can turn your company's mission from just words into a real driving force. Let’s get everyone on board and move forward together. 🚣 #MissionAlignment #EmployeeEngagement #Leadership #TeamBuilding #OrganizationalCulture #HRStrategies

🌟 Fulfillment Fact Friday: Fulfillment is key to retention. Employees who report high levels of job fulfillment are 59% less likely to look for a new job in the next 12 months (LinkedIn, 2020). Keeping your best talent starts with creating a fulfilling work environment. What steps is your organization taking to increase fulfillment and retain top talent? #workplacefulfillment #employeeengagement #productivity #employeewellbeing #wellbeingatwork #humanresourcesconsulting #HR #humanresources #leadership #workplaceculture #organizationalsuccess #fulfillmentfactfriday

Did you know that 75% of employees would stay longer at a company that listens to and addresses their concerns? (Forbes, 2021) Creating channels for open feedback transforms workplaces into ecosystems of growth, trust, and fulfillment. Listening is the first step towards a fulfilling work environment—let's make it a priority. 📣 Need help? Schedule a complimentary 30-min Discovery Call using the link in the comments 👇 #EmployeeFeedback #WorkplaceTrust #OrganizationalGrowth #HRLeadership #EmployeeRetention