The Employee Owned Change™
Transforms resistance into commitment by uniting teams through shared goals, meaningful dialogue, and alignment—driving extraordinary results.
“Employee Owned Change™ transforms teams into tight-knit units that collaborate, take ownership, and deliver what customers truly want”
Beyond Training: Transforming Teams, Shaping Culture.
The purpose for the Employee Owned Change™ Program is to build a cohesive team unit with the key people on the project so that the environment feels like a closely knit family where co-workers work together in a spirit of cooperation, collaboration and ownership so that the needs and wants of customers / clients are satisfied from the customer’s perspective.
Why Employee Owned Change™?
A healthy organization is one that has a strong sense of its own identity and mission, plus the capacity to adapt readily and constructively to change. This type of organization exhibits independence, optimism, interdependence, and a high degree of responsibility and results.
Employee Owned Change (EOC)™ development actions are rooted in behavioral science principles. These reflect human-centered and participative approaches to management and leadership.
EOC development reflects two aspects of organizational development. They are:
⟶ a way of managing change
⟶ a way of focusing human energy toward specific desired outcomes
Success with any EOC development action rests on the fundamental belief that in an organizational setting the individual members must have the opportunity to grow if a vital organization is to remain healthy or if an ailing one is to revive.
In managing change, the methodology of EOC development is to work in concert with the persons affected by the change. This fosters responsibility in managers which leads to creativity in problem resolution. What is true of individuals then becomes true of the associations they form.
EOC development is also practical and functions as a discipline for focusing energy on specific goals. While most organizations begin purposefully, the goals of groups give way to individualistic aims. EOC development recognizes that all energy must be volunteered by individual managers. The wants and needs of the individual are therefore essential inputs to the goal-setting process of the group. If each member participates in forming group goals and in general subscribes to those goals, then a considerable share of his/her energy and the energy of co-workers, begins to work toward a common purpose.
Employee Owned Change™ development actions succeed when leaders proceed by
A schematic representing typical team development concepts follows. While it represents a “typical” flow of events, each situation will vary. This demands adaptation and tailoring of actions to achieve client objectives.
working with managers affected by changes in an organization.
linking with all those who can influence desired outcomes.
identifying/forming tentative general goals, which, by joint processes, will convert to specific group goals.
working on improving the quality of relationships from one in which managers are conditioned to interpersonal/conflict (I-you) versus one of collaboration and healthy competition (we-us).
building active feedback loops so managers monitor and share in their organization’s progress toward the achievement of mutually agreed upon goals.
Employee Owned Change™ Proposal
Explore the Employee Owned Change™ Proposal with a clear, phase-by-phase table outlining how teams evolve through collaboration, ownership, and customer-focused results.
| PHASE | WHAT | WHO | TIME |
| I | NEEDS ASSESSMENT – One-on-one in-depth interviews – Fact finding – Probing key issues |
Key Directors, Managers, 1 MMS Consultant |
Approx. one hour per person 2.5 Days |
| II | SYNTHESIZE INFORMATION – Assemble data for feedback to management |
1 MMS Consultant | 1/2 Day |
| III | PLANNING MEETING #1 – Feedback information to management – Presentation of findings – Review materials – Review mission statement, goals, etc. |
– 1 MMS Consultant – Key People (core group) |
1/2 Day |
| IV | RESEARCH AND DEVELOPMENT – of material for EOC Day 1 |
1 MMS Consultant | 1 Day |
| V | PRESENT MATERIAL – for final approval |
– 1 MMS Consultant -Key people |
1/2 Day |
| VI | EMPLOYEE-OWNED CHANGE DAY | ICF Credentialing Exam | 1 Day |
| VII | DEBRIEF – To review what happened during the EOC Day – To assess the next steps in the process – To divide tasks among key players |
– 1 MMS Consultant – Key People (core group) |
1/2 Day |
| VIII | TROUBLE SHOOTING – Individual meetings with those who are not a part of the team |
– 1 MMS Consultant – Key People (core group) |
TOTAL: 6.5 Days |
What Graduates Say About These Programs!
Kiyomi Griess, USA
Shoshin Coaching
It’s no coincidence that the acronym for Transitional Life Coaching is the same as Tender Loving Care, as Dr. Chérie is highly fluent in providing both. I’ve had the honor of being coached by her on several occasions (once on Facebook live!,) and each time it propelled my quality of life to a level I only dared to imagine. She coaches in a fashion that will make you feel secure, capable, and unconditionally love,d and will ask the questions that will help unlock your incredible future.
Anthony Tan, Thailand
Vitalife
It gives Vitallife Corporation and me a great honor to document our sincere appreciation to the two of you for engineering the Change Process for Vitallife’s key members. You supported both the management and physician team to become more effective professionals. From Early July, 2010 in your interviews with our management to our retreat held in August, In Thailand, we observed a marked improvement in the following areas; positive attitude, customer service, procedure, system, and a willingness to worked effectively as a team. You then initiated follow up conversation with team members that carried us through the first quarter of 2011.
Bill Milham, USA
The Sports Club Company
On behalf of the Sports Club Company, I want to thank you for the brilliant workshop that you conducted with our staff. I am amazed at your ability to interact with a new group; allowing them the freedom to open up and express themselves and their concerns. I am also most appreciative of the way in which you collaborated with me to put a program together based on our needs and desired outcomes.
We have already seen the benefits and accomplishments of several of our goals as well as greater communication between our managers on the whole. With your help, we have been able to recognize and address many of the areas for improvement along with our positions of strength for taking The Sports Club Company to the next level.
Bob Freinberg, USA
Rapidsos.com
I would like to take a moment to recognize your contribution to me and my respective teams over the last five years. We have collaborated on many projects and your unwavering, loyal support has been important as well as a key factor in the outstanding results we have produced. Your skills and abilities have proven to be extremely successful in results- driven businesses who are constantly challenged. We have both witnessed 300% increases in sales and customer satisfaction. A $150 million business unit has been transformed into the corporation’s #1 Sales & Service operations.
Jack Canfield, USA
Chicken Soup for the Soul Enterprises
I want to take a moment to personally thank you for all you have done for my organization and me. Your willingness to do whatever is needed and wanted is only surpassed by your outstanding interpersonal skills. It is extraordinary how someone can be such a composite of so many positive qualities and skills, yet amazingly outstanding in every one of them.
Jo Ann Malone, USA
Ronald McDonald House Charities
On behalf of the Ronald McDonald Charities Program of Greater Las Vegas, I would like to thank you for your presentation at our Western Regional Conference. We were honored to have a speaker of your caliber for our conference and as demonstrated in the surveys we received, our audience felt you were an incredible success. Your words of inspiration and praise of the Ronald McDonald House employees was truly appreciated.
Anthony Tan
Vitalife, Thailand
It gives Vitallife Corporation and me a great honor to document our sincere appreciation to the two of you for engineering the Change Process for Vitallife’s key members. You supported both the management and physician team to become more effective professionals.
From Early July, 2010 in your interviews with our management to our retreat held in August, In Thailand, we observed a marked improvement in the following areas; positive attitude, customer service, procedure, system, and a willingness to worked effectively as a team. You then initiated follow up conversation with team members that carried us through the first quarter of 2011.
The board of Directors and I witnessed the shift from none-responsive and uncooperative to positive, supportive, and engaged team players. This has clear demonstrated your professional skills in managing change, working with challenging staff (especially physicians) as well as dealing with cultural differences, and motivating people to change attitudes and behaviors.
What we appreciate the most is the “passion” that you and Michael have development with your Employee Owned Changed: Teambuilding and Customer Service Program in our Vitallife team. The customized approach that you and Michael have extended to our team has resulted in financial growth of 80% net compared to our 2009 performance.
The professional development you provide significantly impacted our manager’s attitude and our daily operations became much more efficient. The result was improved customer service in the #1 healthcare provider in Southeast Asia.
Once again, we thank you both for the tremendous contribution you have made to us. We are also grateful for the relationship that we have develop with you in successfully achieving Vitallife’s corporate objective in 2010.We we will be pleased to be your official reference to any potential clients in the near future.