Staffing Industry Client
Hired as Executive Consultant to lead 30 year old company
through an organizational transformation.
Call Jim Direct: (281) 339-7279
The Challenges
- Stagnant Business Model – doing business the same way for 30 years
- New account activity – dormant
- Major Account Sales – non-existent
- Lack of formal employee processes
- Limited account management activity
- No employee training plan or curriculum
- Culture of blame vs. inspiration
- Employee morale extremely low
- All-time high turnover
- No value proposition
- No knowledge of expectations
The Approach
Introduced methodology, plan & timeline.
Utilized the following proven and highly effective deep dive process that I refer to as
“Hickey’s Habits” – The “Playbook”
Utilized the following proven and highly effective deep dive process that I refer to as
“Hickey’s Habits” – The “Playbook”
- Triage – Gap analysis
- Concepts – identify core competencies
Focus on what you do well - People – assess, IDP, career coaching &
establish an emerging leaders’ team
to identify future leaders - Execution – operational efficiencies leading to
sustainability & vast GM Improvement - Enhanced brand recognition – Make every client referenceable
Execution
Provided Executive Coaching to a newly appointed C-Suite Ownership Group
- Conducted company valuation exercise
- Established EBITA plan – goal of 12%
- Moved from subjective to objective evaluation of internal staff
- Coached, mentored and developed recent promotees
- Directed weekly operations call & re-introduced executive team to internal staff
Introduced, and incorporated Strategic Sales Methodology – Understanding the Buying Process
- Understanding how clients buy today
- Selling as a profession
- Becoming a “product of the product” via industry immersion
- Selling in the Clients best interest
Built Organization's Sales Pipelines - Retail & Large Account by Vertical and Subject Matter
- Contact chains
- Tools to enhance Prospecting
- Limit prospects for focus and effectiveness
- Capturing prospects from internal intel
- Dissecting prospects for entry
Facilitated Sales Coaching &
Mentoring of all Internal Staff
- Individual pipeline build how & why
- It is about the Math!
- Conducted weekly coaching & mentoring sessions –
using the contract as a closing tool - Instituted formal pre-call planning and usage
of agenda before any client interaction
Restructured & upgraded Field Operations and Area Director team
- Identified & recommended two newest AD Hires: Central and North Texas: both are flourishing under continued mentoring/development
- Advised executive team to invest in internal staff to develop future leaders
- Recommended promotion of newly appointed VP of Operations
Implemented Financial Tools
- Designed & implemented a new organization compensation plan based on achievable metrics – Includes all ranks within the organization and centered on GM productivity goals
- Introduced a formal budgeting plan to enhance and track future growth
- Designed new company pricing tool
Introduced Branch Action Planning to stimulate fill rate and accelerate unit growth
- Established new protocols, introduced and taught the “We wills” and Mass Customized concept for territory efficiency
- Introduced, taught, tracked & monitored the “5 critical things to be a successful Branch Manager”
Designed and delivered the Presentation that led to securing the client's largest account
- $15MM (initial annual revenue) onsite sale and growing – multiple location opportunity
- Wrote Company Website Verbiage for New Rollout
- Recommended and implemented Lead Generation page to capture website visitors
Contacts review – identified 25% of all Active Clients prime for a first-ever rate increase
- Established formal QBR format, designed to meet what is important to each client
- Secured thirty (30) “Reactivated Clients” through client feedback & commitment to excellence action planning
Workers Compensation Review
as a key differentiator
- Introduced as a Subject Matter Expert approach, leading to the acquisition of multiple new logos & Reactivated clients
- Established OSHA Risk Assessment training as a key differentiator. Offering to client led to the impending reduction for OSHA penalties and secured twelve (12) new requisitions
Introduced Direct Hire initiative by designing and facilitating training curriculum
- Let to largest fee obtained in company history = $25,000 & enabled the expansion of influence within the client environment
- Website review to drive prospect conversation
- Enhanced candidate skill market plan
Facilitated personally designed "Back to Basics" training for front line Field Leaders
- Using facts & data to drive business
- Financial acumen and the P & L
- Pricing to market conditions
- Leaving profits “on the table” – the power of unfilled orders
- Course correcting as a leader – running effective daily meetings
Impact
