Why should CEO2 and CEOing Interest me?
"Why should CEO2 interest me?"
It's because of the 4-part promise every leader implicitly gives to the people under his watch. "Join me," you said. "Join this organization, this team, and you will feel:
1. Challenged
2. Appreciated
3. Responsible
4. Part of something meaningful
These are the universal needs of engagement. If you're honest, it's what you're looking for right now.When people sign on with us, this is what we, as leaders, pledge to give them. Yet, how many times do those same people leave disillusioned, months or years later?
As leader and source for your organization, to keep your people engaged you must be able to deliver on all 4 parts of this promise at the same time. Amazingly enough, using our Accelerated Transformational Technology, you will be able to accomplish much of this in as little as 72 hours. And therein lies the miracle.
By the way, a miracle is simply the result of using a sufficiently advanced technology that others are not yet aware exists.
To create the miracle you are looking for, and to do it fast, you need only understand and leverage this amazing technology. But first, you need to experience it for yourself.
The Accelerated Transformational Technology we use to help CEOs ensure their continued growth in the face of a changing world is called CEOing, and it involves your personal commitment to explore three areas of focus
1. Self Knowledge
2. The Art of Relationships
3. Co-Creating A Game Worth Playing
at three levels of performance
1. Awareness
2. Mastery
3. Legacy
If you're ready to learn more about this highly transformative, yet easily sustainable technology, call me, Tom Voccola, at (805) 529-5694 to schedule a complimentary phone consultation.
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"I am genuinely in awe...of the magnificent and powerful team that took form before my eyes over the course of a single weekend...in awe that both individuals and departments were able to openly discuss and take positive steps toward resolving formerly 'impossible' issues...On behalf of the entire WEB team, we thank you."
- Al Ekert, Chairman/CEO/President, WEB Equipment Corporation
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How is CEO2 different from other management consulting, training or coaching firms?
"How is CEO2 different from other management consulting, training or coaching firms?"
- We begin with the leader.
- We focus on the Context of the Business, not the Content.
- We create rapid Clarity, Alignment and Engagement at every level in the organization.
- Our definition of engagement is people who feel challenged, appreciated, responsible and part of something bigger than themselves, something meaningful.
- Our Coaches are former CEOs and/or organizational leaders themselves.
- While others focus on trying to fix the environment, skills and behaviors, our process creates authentic, lasting change at the levels of Belief, Identity and Spirit
- We achieve organizational realignment in weeks, not years.
- We produce measurable results in less than 90 days.
- Our ROI has historically been at least 10:1.
- We guarantee the agreed upon results every step of the way.
- Our process, CEOing, is easy to implement, self sustaining and self improving.
What do you mean you begin with the leader?
"What do you mean, you begin with the leader?"
Before we do anything with your organization, we focus on transforming and expanding your view of the world so you can move from reaction to creation at will. At this point it's probably a good idea to define what we mean by transform. Quite simply, it means to suddenly shift to a new perspective from which you experience the world much differently than you did before. Some call this place enlightened or authentic leadership. You will experience a dramatic and meaningful shift in your perspective about yourself, the people you work with and the organization you lead. This shift in perspective will allow you to make new choices and create new opportunities you may have not seen before.
During our two day CEO retreat you will explore the topic of authentic leadership by first understanding Self as an individual, then as a leader, and finally how to use the transformational process to shift your organizational dynamics in a way that will inspire and engage your people.
You will articulate a compelling possibility for your organization framed as a Corporate Vision Statement. In addition, you will also design the key strategies necessary to make your Vision a reality. Not over years, but in the course of a few powerful months.
What can I expect to gain by attending a CEO Visioning Retreat?
"What can I expect to gain by attending a CEO Visioning Retreat?"
- You will complete a Personal Vision Statement that articulates your unique Passion and Purpose in life.
- You will have a new understanding of Self, humanity and how and why of leading by "inspiring" versus "requiring".
- You will learn how to access and create personal and organizational clarity, no matter what is happening around you.
- You will learn the process of rapidly bringing diverse groups into alignment.
- You will understand the difference between Management and Leadership and how to move from one to the other with ease, elegance and authority.
- You will articulate an inspiring Vision for the organization that will open up the possibility for true empowerment of Self and others.
- You will create the personal and strategic organizational initiatives necessary to attain that Vision.
- You will examine the difference between context and content and how to leverage that difference in the organization at every level.
- You will learn how you can let go and trust yourself and others in a way that creates the momentum that will pull you forward faster than you could ever push.
At the end of your two days you will be left with a profound choice. Will you choose to be authentically you, or will you go back to being what others have always expected you to be?
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"What I learned from Tom (Voccola) helped prepare me for this job. And Tom's book, The Accidental CEO, teaches leadership principles that are crucial to success for any CEO. It will play an important role in the success of many current leaders and indeed, will launch the careers of many more."
- Pamela Popeilarski, CEO, Tropicana Hotel & Casino
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What exactly is CEOing?
"What exactly is CEOing?"
CEOing is an inquiry into what it takes to Create an Extraordinary Organization. It can be practiced by anyone. There is no one way to CEO - to Create Extraordinary Organizations. Your organization is unique, and has its own unique opportunity to be extraordinary. CEOing is itself a unique process that builds this desire to be extraordinary into every level of the organization. It creates an exciting new context for the business. CEOing creates what leaders have been looking for all along. An
1. Aligned
2. Engaged
3. Innovative work force.
CEOing gives your people what they have been looking for as well. An opportunity to be:
1. Challenged
2. Appreciated
3. Responsible
4. Part of something meaningful
And it all begins with you. Literally. If you have been the CEO for more than a year your organization is a direct reflection of who you are being. If you are brand new to the organization, it will be a direct reflection of the previous leader. Either way, you will need to quickly re-align your people to a new direction. That's where we come in.
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"The CEO2 process gave me an opportunity to point my people in a new direction. CEO2 helped me do that by rapidly transforming the group right before my very eyes."
- Ray Inge, Director of Human Resources, Los Angeles MTA
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I've never seen any of this soft stuff last. Why should I believe yours is any different?
"I've never seen any of this soft stuff last. Why should I believe yours is any different?"
You shouldn't believe me. In fact I would prefer it if you didn't believe a word I say.
We have all seen so much in our careers that doesn't work. Promises that are never kept. Programs that fail to deliver. Social contracts that are routinely broken. We've become a workplace of skeptics where bosses are regarded as idiots and employees helpless and hopeless. (The Dilbert myth) Employees roll their eyes whenever management brings out yet another program to "fix those people!" And so they should. Because most of the programs are doomed to failure before they are even begun. They address the wrong things and are simply wrong headed. And, even when they do work, management will ignore the results or take actions that effectively cut the meaning out of the program.
As executives ourselves, we've implemented TQM, installed ISO 9000, and tried reengineering. Not much of it worked, but some of it did. And that's where we began, with what did work. We saw, for example, that the average person never came to work to do a bad job, yet time and again we, as leaders, seemed to let them down. Believe me, it is painful to realize how arrogant, dismissive and know-it-all we were then. But hey, they say that the best saints were once the best sinners. We speak to you with all humility.
What we know now that we didn't know then is that there are six levels of organizational change. Not just the three we were taught as managers. Six ways we can inspire and engage people. Anyway, these six levels are, from the most effective to the least:
- Spirit
- Identity Leaders inspire
- Belief
- Behavior
- Capability Managers require
- Environment
Management endeavors to control the bottom three levels of behaviors, capability and the environment. These approaches offer limited sustainable results.
CEO2 is different in that we work at the levels of Belief, Identity and Spirit. These are the levels that describe and define true leaders and leadership. Leaders understand, for example, that the truth about beliefs is that all beliefs are not true. There are Limiting Beliefs that hold us back at every level. And to change limiting beliefs you must first be able to recognize and acknowledge them. The moment you do, most people are open to letting go of those beliefs that no longer serve them and are open to installing empowering beliefs.
Leaders also understand that people define themselves by the roles they play and the teams they play with. When you give people an organization they are proud to be a part of, you help them redefine themselves. This is in itself very powerful. But if you can also help a man understand who he really is, that's where you fully tap into the power of Purpose and Passion.
Finally, leaders understand the power of belonging as the power of Spirit. The idea that we are not alone in the world, that a greater Power guides us, that other people understand our plight. Great leaders and great teams know the feeling. Many combat veterans know the feeling. It's special. It's powerful. It never fades.
This is why we are different. This is how we deliver on the promise. This is why we guarantee our work.
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"Sales guys don't get too excited about training. Over the past 30 years I've been to most of them. Intellectually stimulating, but rarely lasting. The CEO2 approach was remarkably different. It challenged us in ways that normal training could never do. We examined our beliefs, our identity and the degree to which we were connected to one another as people. It made a profound difference to me personally as well as professionally."
- Charles Beck, former Vice President Sales
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What makes CEOing sustainable?
What makes CEOing sustainable?
Engaged people. People who feel challenged, appreciated, responsible and part of something meaningful at every level in the company. People that choose to work 'in' and work 'on' the organization at their level of responsibility. Our approach inspires people to be engaged for themselves first, and for the company second. What that means is they know why they are working and how it aligns with who they are as human beings. Having people work for you because they choose to work for you is a lot better than having people work for you because they need a job. Our work is full of suble distinctions that shift the meaning of work from survival to possibility. The method we use to ensure continued growth in the face of changing requirements is called CEOing and is guaranteed to produce the following results:
- A critical mass of engaged employees at every level in the organization. Up from the national level of 26% to over 80% within 6 months as measured by organizational survey and improved performance to goals
- Improvements in throughput and a dramatic reduction in fire fighting and overtime
- Organizational processes reviewed and re-designed by employee teams within 120 days without prodding by management
- Every department emotionally accountable to their internal customers
- Every department emotionally rating mission critical inputs monthly
- Department ratings are posted on the company intranet monthly
- Relationship improvements with customers, vendors and co-workers
- Senior staff are empowered by the employees for company growth and direction
- A culture of support and empowerment replaces the culture of command and control
- A successfully empowered CEO of an Extraordinary Organization
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"All leaders of great companies will tell you that their greatest asset is their people. I think this is especially true for a small company like OEN. So how do we, as leaders of the business, grow and manage this most precious asset? Tom Voccola gave us the insight and tools to take a group of very special and talented people and turn them into an exceptional team. In my 20 years of running start-ups, I have never had a greater or more exciting and valuable experience than we had with Tom Voccola and CEO2."
- Curtis Overstreet, Chairman, Optical Entertainment Network
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What are the CEO2 Deliverables?
What are the CEO2 Deliverables?
- A critical mass of engaged employees at every level in the organization. Up from the national level of 26% to over 80% within 6 months as measured by organizational survey and improved performance to goals
- Improvements in throughput and a dramatic reduction in fire fighting and overtime
- Organizational processes reviewed and re-designed by employee teams within 120 days without prodding by management
- Every department emotionally accountable to their internal customers
- Every department emotionally rating mission critical inputs monthly
- Department ratings are posted on the company intranet monthly
- Relationship improvements with customers, vendors and co-workers
- Senior staff are empowered by the employees for company growth and direction
- A culture of support and empowerment replaces the culture of command and control
- A successfully empowered CEO of an Extraordinary Organization
How do I know if this is right for me?
"How do I know if this is right for me?"
Leadership is an art, and as such originates in the heart. It focuses on what works, on possibility. Management is a CRITICAL science and thus orginates in the head. It focuses on what doesn't work and survival. You will know if CEOing is right for you if you just listen to your heart. How do you know which is which? Well, the head will generally focus on what you don't want. Your heart will focus on what you desire. Listen to your heart.
However, if you insist on listening to the head...
The average CEO has five quarters to get it right. We offer guaranteed results now, not three years from now. Choose.
When is the right time to call?
"What is the right time to call?"
There are critical leadership situations in which you may find it wise pick up the phone for some outside assistance. You may even find yourself in more than one of these situations at the same time.
1. You're in a good place, things are smooth, stable...and a bit too predictable. It's time to raise the bar and inject a new level of excitement and growth back into the company. You're ready to expand your Vision and to challenge and engage your people in a way they've never been engaged before.
2. You've hit a plateau or wall, and you are just not growing as fast as you would like. As the CEO/Leader, you recognize the value of stepping back, taking stock of your situation and moving to a new level of thinking yourself before you expect your organization to follow.
3. You are entering a merger or acquisition, and you need to re-orient both groups to a new reality and do it fast in order to reap all the potential benefits from this strategy. According to the NY Board of Trade, 90% of all mergers and acquisitions fail to deliver the desired results. You intend to do much better.
4. You are a recently hired or promoted CEO/Leader and you need to rapidly shift the culture to a new direction because the organization you've taken over is still a reflection of the previous CEO/Leader. You want to move quickly to redirect the focus of the group at every level and infuse the organization with fresh new energy and passion. You know that you only have five earnings quarters to get this right.
5. You're an entrepreneur and you want to survive the investment phase and become a credible leader. Among the majority of VC's and investors it is a forgone conclusion that founders are history. As soon as there's a real Board of Directors, the search will begin for a professional manager. Don't let that happen to you or your company. Hire professional managers, but there can only be one leader who can bring your Vision to life. Make sure it's you!
6. You need to downsize the organization and immediately realign and rally the survivors behind a new vision of the future.
Who ya gonna call? Our Chief Ghost Buster Tom Voccola at (805) 529-5694
