Attainment, Inc. and LMI 1. What makes Attainment, Inc. different? 2. Who are LMI and Paul J. Meyer? 3. What is the difference between Attainment,
Inc. and traditional consultants? 4. What do others say about Attainment, Inc.
and its process? Our Process 1. What is the LMI Behavior Change Process? 2. What is Strategic Development? 3. What is a Development Needs Analysis (DNA)? 4. What are process mapping, written procedures
and best practices? 5. How can you
insure Value and ROI (and what is the difference)? 6. Why can't your behavior change programs
be done in 1-2 days? 7. Can you do a 1-2 day class? 8. What is a SMART goal? 9. What is a Win-Win goal? 10. What is a Goal Planning Sheet (GPS)? 11. What is the Two-Track Process Attainment
uses? 12. What is a My-Tyme Personal Success Planner? 13. What is a High Payoff Activity (HPA)? 14. Who does Attainment typically work with? 15. Why work with top leadership first? 16. Does your process provide breakthrough
events? 17. Do people always see the benefits right
away? Leadership 1. How do I get my people on board with what
we're doing and take ownership? 2. How can our company do a better job of attracting
and keeping good people? 3. Why are things like vision, mission, purpose
and value statements important? 4. How hard is it to change leadership habits
and culture? 5. How can I motivate my people? 6. What is Servant leadership? General 1. What is the difference between leadership
and management? 2. What is the difference between being efficient
and being effective? 3. Are managers born or made? 4. Can people really change? Attainment, Inc and LMI 1. What makes Attainment, Inc.
different? We are facilitators of change - we use a process to enable
you to identify the changes you need to make. Then we help
you make those changes over a period of time with a proven
behavior change process. We use an approach called Strategic
Development that targets the specific areas in your organization
that need attention. We have been in business for 20 years,
and are a franchise of a 40-year old worldwide, leadership
development organizational, Leadership Management Inc. (LMI).
Return to Top 2. Who are LMI and Paul J. Meyer? Paul J. Meyer founded Leadership Management Inc. in 1966.
He saw the need for personal and professional leadership and
created numerous programs to help people develop into better
leaders. After starting more than 40 companies and writing
numerous books, Paul is in semi-retirement where he pursues
interests in philanthropy and community support. LMI has franchises
in 60 countries and its materials are currently translated
into 23 languages. There are over 200 franchises in the USA.
Return to Top 3. What is the difference between Attainment,
Inc. and traditional consultants? Traditional consultants typically make recommendations and
many times, leave you alone to implement the changes - resulting
in a manual collecting dust on your shelf. Consultants are
typically experts in a particular area who provide recommendations
for an organization to change. We are experts in behavior
change, goal achievement and effective leadership. As facilitators,
we provide process and structure for people to surface their
own needs and then help them make desired changes. You know
more about your organization than anyone, and we help you
leverage that knowledge.
Return to Top 4. What do others say about Attainment,
Inc. and its process? The common view we hear from our clients is that our process
is effective and not a flash in the pan. We also hear that
it often takes a couple of weeks before participants realize
the benefits they are getting. To read about what clients
have to say, please click here to
read more testimonials. Return to Top Our Process 1. What is the LMI Behavior-Change process? It is the core of all LMI programs where participants identify
the areas they need to change and then provides a framework
for them to create new habits and make the necessary changes.
Habits are made (or broken) over a period of time; therefore,
the process is spread over time. Other elements of this behavior change process include lessons
on specific topics, listening to CDs, reading, self-discovery
questionnaires, weekly class meetings and applying specific
ideas on the job. Many times others are included in the process,
such as teammates and the participants manager. See
Process Page
Return to Top 2. What is Strategic Development? Strategic development is an approach to organizational development
that includes four key areas: Awareness, Planning, Development
and Results Management. It insures that all development activities
are appropriately aligned with the organization and with what
matters most. Rather than just trying to fix a particular
problem, we have learned that the strategic development approach
provides better lasting results. We help leaders see what their organization and leadership
development needs are and to prioritize them. Based upon the
needs, a development plan is created with specific results
in mind. After a development program is completed, the results
are assessed and a plan implemented to keep the results alive.
Return to Top 3. What is a Development Needs Analysis
(DNA)? A Development Needs Analysis (DNA) is performed at the beginning
of a client relationship and prior to any ongoing work. The
purpose is to determine what the true needs are and what actions
should be taken. The DNA helps determine if the solution relates
to putting a system or process in place, developing people
or making changes in the work environment.
Return to Top 4. What are process mapping, written procedures
and best practices? Process maps provide a work flow visual of how key tasks should
be formed they provide a high level view. Written procedures
provide detailed, step by step instructions for performing
each task saving time in training. These are developed with
subject matter experts from your company. Best practices are
the agreed upon best methods in performing tasks that everyone
follows to ensure efficiency and consistent quality.
Return to Top 5. How can you insure Value and ROI (and
what is the difference)? Value and return on investment are insured through our
systematic approach and our 20 years of experience. Beginning
with a Development Needs Analysis, we help leaders determine
what part of Strategic Development to start with: Awareness,
Planning, Development or Results Management. Then specific
and measurable goals are set, along with the behavior changes
required. Milestone achievements are acknowledged and celebrated. We facilitate the process every step of the way, communicating
with all stakeholders. We also help with results management
through follow-up after a particular program is complete.
For more about the specific methods we use to insure value
and ROI, please click here.
(ROI is a subset of Value. ROI is stated as a
percentage of monetary return on a particular investment in this case, learning & development efforts. Value
is not always shown as a specific monetary return. For
instance, better people productivity & quality of work may
definitely affect the business and add value, but determining
the bottom-line monetary impact for this may be difficult.
Any business effort, including training, should
show real, measurable value to the individual and/or the
organization. However, determining the precise,
bottom-line $$ ROI is often more elusive. We will work
with you to decide what value needs to be shown, and if
demonstrating verifiable monetary ROI is feasible and
necessary.)
Return to Top 6. Why can't your behavior-change programs
be done in 1-2 days? Habits and behaviors can rarely be changed in a period of
a couple of days. This is why our process uses a framework
spread over time. Our experience shows that new habits and
behaviors are best instilled by being repeatedly reinforced.
Return to Top 7. Can you do a 1-2 day class? We will facilitate sessions that range from a few hours to
a few days. However, the expectation needs to be clear: new
habits and new behaviors are not likely to be instilled in
a short time period. If the shorter sessions are part of a
larger framework, or if the intention is awareness rather
than specific behavior changes, they can be appropriate.
Return to Top 8. What is a SMART goal? SMART goal stands for Specific, Measurable, Attainable,
Realistic and Tangible. It was developed by LMI's founder,
Paul J. Meyer, over 30 years ago.
Return to Top 9. What is a Win-Win goal? A win-win goal is often set at the outset of a particular
program. It is a SMART goal to accomplish something aligned
with the organization's goals. It is called Win-Win because
everyone benefits the participant and the organization.
Return to Top 10. What is a Goal Planning Sheet (GPS)? A goal planning sheet (GPS) is a written process to set and
achieve SMART goals. By using this process, the goal and necessary
action steps become clearer. It helps identify the benefits,
the obstacles and solutions and determines measurement and
accountability.
Return to Top 11. What is the Two-Track Process Attainment
uses? A Two-Track Process is utilized when people go through a
LMI development program. One track is the program (Win-Win)
goal and the other is the program materials a participant
moves forward on each concurrently. The program goal sets
an overall direction and something specific to be accomplished;
while the program materials helps the participant in addressing
ongoing behavior changes. Changing these behaviors also helps
them achieve the program goal, therefore the two tracks provide
a synergy for positive change.
Return to Top 12. What is a My-Tyme Personal Success
Planner? The My-Tyme is a goals and commitment management tool. It
helps clarify dreams and goals, prioritize areas to move forward
on, and plan out those activities. The daily calendar is set-up
to insure that tasks are being scheduled properly and that
things are being effectively followed-up. While the use of
electronic schedules is popular, many find the My-Tyme planner
goes beyond the functionality of computer-based systems. We
help participants increase their ability to stay focused on
goals using whatever system works best for them. Please click here for more
My-Tyme information.
Return to Top 13. What is a High Payoff Activity (HPA)? High Payoff Activities (HPAs) are the six most important responsibilities
and activities a person should spend at least 80% of their
time in to get the greatest return on time and money invested.
The participant, his or her manager and teammates all benefit
from knowing their HPAs.
Return to Top 14. Who does Attainment typically work
with? We look for leaders who value development, can make appropriate
decisions and are able to commit resources. Prime prospects
should believe that they and their people can change and become
more effective. They are willing and able to commit time,
money and energy to making the changes they need and want.
Return to Top 15. Why work with top leadership first? Leaders set the tone and culture. Our experience shows that
working with the top people or person first is the most effective
way to start. Many issues and challenges surface when a leader
goes through our process. As the leader experiences the process
firsthand, he or she gets clearer about what needs to be done
differently. This provides the leader with a better picture
of how development should proceed with his or her people.
It allows the leader to begin modeling the new behaviors for
the rest of the organization. This also allows us to get to
know each other and have a better understanding of the organization.
Return to Top 16. Does your process provide breakthrough events? Yes! Breakthrough or aha moments are quite valuable. This
is when a person has a sudden realization about something.
We believe that through our process a person has a much better
chance of having these breakthroughs. But just having the
realization isn't enough it also needs application. Through
our process, participants also learn how to apply the new
knowledge effectively.
Return to Top 17. Do people always see the benefits
right away? Not always. Since real behavior change usually occurs over
a period of time, some times participants don't see the results
immediately. We regularly refer to the magic third week this is often when a participant will start to see solid
results from the things they are doing differently. We, therefore,
ask people to remain open and give the process a chance to
begin working in their lives.
Return to Top Leadership 1. How do I get my people on board with
what we're doing and take ownership? When the proper leadership culture is in place, most people
will automatically tend to take more ownership. The way the
company is led sets the tone. To read an article on this topic,
please click here.
Return to Top 2. How can our company do a better job
of attracting and keeping good people? In a company with a good culture, employees become the best
recruiters. People who enjoy coming to work like to talk about
their job and company. They will stay with that company and
be on the lookout for others who might be a good fit. For
an article on this subject, please click here.
Return to Top 3. Why are things like vision, mission,
purpose and value statements important? A leader needs to be crystal clear about why the organization
exists, where he or she wants to take it, and how to get there.
But being clear isn't enough these things need to be effectively
communicated. In order to be effective, a leader must insure
that everyone understands the bigger picture and their individual
role. Employees should know daily whether they are winning
or losing in contributing toward the goal. This all begins
with clarifying and communicating the companys purpose, vision,
values and mission.
Return to Top
4. How hard is it to change leadership
habits and culture? Things that are worthwhile often don't come easily or quickly.
Changing leadership habits takes time and effort. A firmly
entrenched culture didn't happen overnight and is not changed
overnight. However, identifying where you need to go and making
the effort to get there will pay big dividends. People and
organizations that don't make the effort to develop will still
be doing most things the same way 10 years from now. Growing
pains are temporary but the great results are lasting.
Return to Top 5. How can I motivate my people? Technically speaking you cannot motivate people to do something
they don't want to do or see no benefit in doing. Motivation
comes from within each person, and is unique to them. However,
a leader can create the environment for other's motivation
to become engaged. To be motivated a person must see what's
in it for them. Effective leaders learn what motivates each
team member and know how to tap into that motivation. Some people confuse motivation with manipulation, but they
are very different. Inner motivation is positive and compounding;
manipulation is negative and diminishing. To read an article
on this topic, click here.
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6. What is Servant Leadership? While there are many outward management and leadership approaches,
Servant Leadership is more a matter of the heart and motivation
of a leader. Servant Leaders purpose to serve their people
in order to help them develop to their full potential and
effectiveness. This is a win-win for the employee, the leader,
and the organization. The Servant Leader is also concerned
about being a good steward to all stakeholders and enhancing
the community. Robert Greenleaf coined the term in the 1970s,
but the basic concepts are actually founded on millennia old
teachings. Paul J. Meyer, author of most of the LMI program
we use, incorporated many Servant Leadership ideas into his
offerings as early as the late 1960s.
Return to Top General 1. What is the difference between leadership
and management? Managers tend to take care of the status quo while a leader
looks ahead, and seeks to impart the vision to others. Organizations
actually need both qualities to be effective.
Return to Top 2. What is the difference between being
efficient and being effective? Efficient is doing things right; effective is doing the right
things and doing them well. All team members in the organization
should have a scorecard so they will know if they are being
effective on a consistent basis.
Return to Top 3. Are managers born or made? Our view of this age-old question is two-fold. First, everyone
has certain inherent strengths and talents that may give them
a natural advantage in some areas, including leadership. However,
most people, regardless of their natural talent, can acquire
many behaviors that will make them more effective. Having
natural leadership strengths is a good foundation but most
people can benefit from learning specific skills and effective
behaviors.
Return to Top 4. Can people really change? Yes! We see it all the time. It begins with people seeing
the benefit of changing, wanting to change, and expending
the necessary effort. However, people make the best and most
lasting changes when it aligns with who they are and their
inherent strengths or talents. Sometimes it becomes apparent
that a person doesn't have strength in a particular area.
We believe people should develop their strengths and manage
their weaknesses (we all have both). Too much effort expended
on trying to fix a weakness is largely wasted energy!
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