 In today's fast-paced and competitive business environment, the success of an organization depends not only on its profitability but also on its ability to create a healthy and sustainable workplace. The concept of a smart and healthy organization is gaining traction as organizations realize the benefits of prioritizing employee well-being and creating an environment that fosters innovation, creativity, and collaboration. This blog will discuss what it means to be a smart and healthy organization, and the steps organizations can take to become one. What is a Smart and Healthy Organization?A smart organization is one that has expertise in traditional areas like strategy, finance and accounting, operations, engineering/design, marketing, sales, and human resources. A smart and healthy organization also prioritizes employee well-being and creates an environment that promotes physical, emotional, and intellectual health. A smart and healthy organization is one that invests in its employees by providing them with the necessary resources and support to thrive both personally and professionally. Such an organization recognizes the importance of maintaining a healthy work-life balance and encourages its employees to care for themselves. Characteristics of a Healthy OrganizationA smart and healthy organization exhibits the following characteristics:
The Benefits of a Smart and Healthy OrganizationOrganizations prioritizing employee well-being and creating a healthy workplace enjoy several benefits. These include:
Stay Smart and Get Healthy with Lauber Business PartnersIn conclusion, creating a smart and healthy organization requires a commitment to employee well-being, a positive work culture, innovation, and creativity, learning and development, and sustainability. By prioritizing these areas, organizations can create a workplace that promotes employee well-being, fosters innovation, and enhances the organization's reputation, leading to increased productivity and engagement, lower turnover rates, and improved employee health.
At Lauber, we don’t treat organizational health as an afterthought. To us, it’s essential. So, alongside the services we provide our clients to help them build and maintain the smart parts of their businesses we also offer an innovative menu-based leadership and development program, elegantly layered organizational health curriculum with integrated coaching, to create a healthy and positive team culture that drives results.
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What does it take for an organization to be smart and healthy? And why is it more important than ever to create workplaces where employees know that their leaders not only recognize and appreciate their unique talents, but also genuinely care about their well-being? Patrick Lencioni, the author of the best-selling business book The Advantage, makes a convincing case that the most successful organizations don’t just master strategy, marketing, and finance and accounting, the traditional “smart” facets of business operation; they also consciously build positive, healthy cultures in their organizations. When leaders take clear steps to reduce office politics and confusion, and help their employees find what brings them joy and energy at work—creating the conditions of trust and vulnerability that promote organizational health—the payoffs are profound, Lencioni explains. From a practical standpoint, businesses that prioritize health have a strong strategic advantage, because their employees are more productive and engaged. Their employees are also less likely to leave the organization, taking critical knowledge with them—another huge gain in this age of the great reshuffling, when a record number of Americans are quitting their jobs to find work that’s more fulfilling. Organizational health also creates positive ripple effects that improve employees’ relationships with clients and customers, and even their own families and communities. When people go to work with “clarity, hope, and anticipation,” and come home with “a greater sense of accomplishment, contribution, and self-esteem,” the impact, per Lencioni, “is as important as it is impossible to measure.” At Lauber, we don’t treat organizational health as an afterthought. To us, it’s essential. So, alongside the services we provide our clients to help them build and maintain the smart parts of their businesses—including support for finance and accounting, human resources, and strategy—we also offer an innovative menu-based program, rooted in Lencioni’s elegantly layered organizational health curriculum with integrated coaching, to create a healthy and positive team culture that drives results.  THE LAUBER MODEL FOR ORGANIZATIONAL HEALTHAs we emerge from the pandemic, we’re hearing from leaders who are eager to make health the prevailing cultural value in their organizations going forward. Some want focused support to reboot and refresh by helping their employees reconnect with each other, plus the parts of their work where they excel. Some want to break down silos that have long contributed to inefficient decision-making, and distrust, in their companies. And others, doing team development for the first time, want to do a deep dive, instilling healthy practices into every aspect of their operations. If you would like to make your organization healthier, here are some of the ways we can help:  Specific to the healthy initiatives, we’ll work with you to design a coaching program and bring it to life. It could include a Team Culture Assessment to identify your organization’s collective strengths and challenges, or a Working Genius Assessment to help individuals and teams find their natural gifts for certain tasks, or both. And if a deep dive is in order, we can also work with you and individuals across your organization—with a combination of one-on-one coaching and facilitated team sessions—to build trust, master the art of healthy conflict, achieve commitment, and embrace accountability. Contact Lauber Business Partners TodayWe’re proud that our healthy culture coaching consistently improves interpersonal dynamics, enhances team performance, and fosters individual growth—delivering triple-impact results that help businesses thrive.
To learn more, contact us at info@lauber-partners.com.  What does it take for an organization to be smart and healthy? And why is it more important than ever to create workplaces where employees know that their leaders not only recognize and appreciate their unique talents, but also genuinely care about their well-being? Those of you who were able to join us last week for “The Power of Organizational Health and Clarity,” a livestreamed talk by management consultant Patrick Lencioni, will already have some answers to these timely questions. Lencioni, author of the best-selling business book The Advantage, made a convincing case that the most successful organizations don’t just master strategy, marketing, and finance and accounting, the traditional “smart” facets of business operation; they also consciously build positive, healthy cultures in their organizations. Organizational HealthWhen leaders take clear steps to reduce office politics and confusion, and help their employees find what brings them joy and energy at work—creating the conditions of trust and vulnerability that promote organizational health—the payoffs are profound, Lencioni explained. From a practical standpoint, businesses that prioritize health have a strong strategic advantage, because their employees are more productive and engaged. Their employees are also less likely to leave the organization, taking critical knowledge with them—another huge gain in this age of the great reshuffling, when a record number of Americans are quitting their jobs to find work that’s more fulfilling. But going beyond the office, organizational health also creates positive ripple effects that improve employees’ relationships with clients and customers, and even their own families and communities. When people go to work with “clarity, hope, and anticipation,” and come home with “a greater sense of accomplishment, contribution, and self-esteem,” the impact, per Lencioni, “is as important as it is impossible to measure.” Improving and Maintaining Organizational HealthAt Lauber, we don’t treat organizational health as an afterthought. To us, it’s essential. So, alongside the services we provide our clients to help them build and maintain the smart parts of their businesses—including support for finance and accounting, human resources, and strategy—we also offer an innovative menu-based program, rooted in Lencioni’s elegantly layered organizational health curriculum with integrated coaching, to create a healthy and positive team culture that drives results. As we emerge from the pandemic, we’re hearing from leaders who are eager to make health the prevailing cultural value in their organizations going forward. Some want focused support to reboot and refresh by helping their employees reconnect with each other, plus the parts of their work where they excel. Some want to break down silos that have long contributed to inefficient decision-making, and distrust, in their companies. And others, doing team development for the first time, want to do a deep dive, instilling healthy practices into every aspect of their operations. CONTACT Lauber’s Organizational Health-Focused CoachingIf you would like to make your organization healthier, we can help you, too. We’ll work with you to design a coaching program and bring it to life. It could include a Team Culture Assessment to identify your organization’s collective strengths and challenges, or a Working Genius Assessment to help individuals and teams find their natural gifts for certain tasks, or both. And if a deep dive is in order, we can also work with you and individuals across your organization—with a combination of one-on-one coaching and facilitated team sessions—to build trust, master the art of healthy conflict, achieve commitment, and embrace accountability.
We’re proud that our healthy culture coaching consistently improves interpersonal dynamics, enhances team performance, and fosters individual growth—delivering triple-impact results that help businesses thrive. To learn more, please feel free to contact us. We'd be happy to discuss your organization’s needs and help you design your own roadmap to results. Please contact us by email at info@lauber-partners.com or by phone at 414-273-8060.  Every day there is news about the stock market's heavy hitters. GOOG, FB, TSLA and other big-ticket ticker symbols float across the bottom of news broadcasts. However, the vast majority of U.S. companies are privately held. So, if privately held companies can’t issue public stocks, how do they raise money? Many companies bootstrap themselves with owner or family and friends equity or loans to start. Two other vehicles for raising funds are private equity and venture capital. Here, we'll discuss what each does, how they're different and similar, and why the private market remains so resilient and attractive to businesses and investors. What's the difference between private equity and venture capital?Let’s explore the main differences between private equity (PE) and venture capital (VC) firms: Venture CapitalVenture capital firms raise funds by gathering investments from limited partners (LPs), whose money they then invest. VC firms are known for focusing their investments on startups and other young companies that show high potential for growth and above average rates of investment return. Often these companies are characterized by innovation or carving out a new industry niche. Frequently, they involve some new technology or other innovation. As such, VC investments are normally much riskier than Private equity investments but also have potentially higher returns. The role a venture capital firm takes following their investment frequently includes a Board of Directors seat and, consequently, significant input into its future direction. They can also attract other investors and provide valuable connections for the company to expand their business. Because of the amount of capital sometimes involved in these investments, numerous VC firms may invest in a given entity. As such, a single firm does not often have a controlling interest in the company. Also, sometimes, the founders maintain control by having special stock voting rights or control provisions that allow them to maintain control of the company. Private Equity One of the most significant ways private equity differs from venture capital is in the type of companies in which they invest. Whereas venture capital primarily funds startups as they grow and blossom, private equity often invests in more established operating companies with opportunity for growth or improvement. Private equity firms raise capital from institutional investors and wealthy individuals, often in a fund. The fund or firm normally takes controlling interests in these more mature operating companies. The investment of their equity is almost always coupled with debt, sometimes quite significant, to fund the company purchase price. In some instances the prior owner of the acquired entity will also continue to hold some equity in the new entity. They then seek to improve the company via additional growth opportunities (new products, new services, add-on acquisitions, geographic growth, enhanced sales and marketing capabilities, etc…) or operating improvements (cost reductions, improved technology, improved operating processes, etc…), leading to enhanced shareholder value. In accordance with its majority equity stake, the PE firm normally controls the Board of Directors of the acquired entity. This gives them control over the management team and strategy of the acquired entity. PayoffOne of the fundamental similarities between private equity and venture capital firms is that they both aim to achieve the same thing: leveraging their existing capital, resources, and knowledge to make businesses more profitable and more valuable. They get their payoff in similar ways too – normally from a sale or merger of the acquired company with another entity. This could be an outright sale to another party, merger with another entity or a sale via an initial public offering. Upon such an event the VC or PE firm achieves a return, which is ultimately passed along to its investors. Why Is There So Much Interest in Venture Capital and Private Equity?One of the primary reasons so much capital is flowing into venture capital and private equity is that yields on other investments have declined in recent years. Investments in treasury bills and other debt securities have extremely low returns due to the low interest rate environment that has been in place for the last decade. Additionally, there is a wave of baby boomer owned companies that have no transition plan and are being sold. Private Equity firms are often great buyers for these companies, with ready capital and an infrastructure to manage the purchased entities. Lauber’s Business Expertise Regardless of what funding avenue your business chooses to pursue, you're going to experience a fundamental shift in the way your business operates. Startups that have been bootstrapped until their funding will suddenly be able to hire more employees, specialize their business operations, and scale upward. More mature businesses might need to change their organizational structure, operating procedures, personnel, financing facilities and other things as they pursue new growth. Navigating these times is critical to the future success of your organization, and Lauber’s Finance & Accounting, Human Resources, Talent Search, Coaching and Planning services will provide you with the expertise you need to take your business to the next level. . A Lauber Fractional leader proficient in the most complex. Lauber delivers its services fractionally (i.e., a day-a-week or on some other regular schedule), on an interim basis or a project consulting basis. Contact Lauber Business Partners for Fractional, Interim or Project Consulting Leadership Today.At Lauber Business Partners, we understand what it takes to deliver exceptional expertise that will significantly impact your organization’s success. Please contact us by email at info@lauber-partners.com or by phone at 414-273-8060.
 As the landscape of business continues to grow and change, one thing is more true than ever: talent is king. The recruiting strategy employed by your organization is of utmost importance when it comes to putting your business on the path to success and growth. Though it may fly in the face of preconceived notions of recruitment, the recruiting process is best implemented as an ongoing strategy. Why An Ongoing Recruiting Strategy is Best Continuous recruiting is accompanied by several benefits, especially compared to a more sporadic and temporary recruitment process: 1. Gives You Constant Surveillance Utilizing modern ongoing recruitment strategy and process provides your organization with a constant view of the market for talent. 2. Identifies Talent as It Becomes Available Finding the right fit for your company is all about timing: whether it’s timing of the applicant or timing of the job market and economy. Utilizing an ongoing recruiting strategy means your hiring process will be dialed in and ready to capitalize on the right candidate at the right time. 3. Actively Builds Your Brand in the Marketplace Proactively recruiting also gives your organization the consistent platform to be seen, allowing your brand to be seen and engaged by prospective employees. 4. Enables You to Move Quickly Position vacancies take a serious toll on your organization’s ability to operate, and depending on your size and industry, can be devastating. An ongoing recruitment process allows you to fast track and prioritize certain vacancies. Ongoing Recruiting with lauber business partnersRecruitment through Lauber is more than a service. We’ll work with your business as an extension of your team, ensuring that we are fully aligned with your goals and requirements as you build your ideal team. Working closely like this allows us to gain intimate knowledge of your company culture and needs, aligning ourselves with your priorities. We offer multiple models that we can tailor to your specifics: Recruitment Process Insourcing (RPI) RPI is a scalable and flexible model that allows for a dedicated recruiter to work only with your team and your positions. This recruiter works as an extension of your organization, fully representing you in the candidate field. You’ll have access to the data and recruitment tools, and you’ll only be charged a flat monthly fee. Contingent Search Lauber’s Contingent Search model is best utilized when recruiting for hard-to-find professionals; candidates who are the best long-term fit for your company. This model is paid for through a contingent fee and allows your own team and resource to be freed up while we take on the searching and vetting process. Lauber offers two kinds of contingent search: Executive Search to deliver top-level management and c-suite candidates and Non-Executive search for independent director and supervisor roles. Interim Staffing When your organization is in need of candidates for specific projects or general short term needs, Lauber’s interim consulting resources bring experienced personnel that can hit the ground running. Contact Lauber Business Partners for REcruiting ServicesAt Lauber Business Partners, we understand what it takes to deliver exceptional candidates that will significantly impact your organization’s growth. If you want to learn more about how your organization could benefit from Lauber’s ongoing recruiting and interim staffing models, please contact us by email at info@lauber-partners.com or by phone at 414-273-8060. Additional Resources While the challenges brought on by the pandemic were and are different across organizations, one thing remains consistent for every organization: strong leadership will be required to guide us into a post-pandemic business world.
Being a broad and buzzworthy topic, leadership advice can often get bogged down with redundant details and an overload of proposed tasks. Rather than listing out potentially arbitrary business leadership tips, we’ve prioritized 4 areas specific to leading your organization out of the pandemic as we return to some sense of normalcy. 1 . Embrace Flexibility One of the biggest lessons of the pandemic is just how crucial it is for your organization to remain flexible and be able to pivot due to unforeseen circumstances. The pandemic forced businesses across the country into dire decision making, from difficult employee cuts to severing office leases and potentially closing their doors. These circumstances have also shown us that flexibility is more important than ever. This may mean supporting your employees’ needs to work differently if your business allows for it. Properly supporting remote work takes an investment in the tools and protocols that will promote efficiency while retaining company culture and collaboration. Remote work comes with its fair share of pros and cons, ranging from saving costs to missing out on in-person collaboration that can’t be fully replicated through virtual tools, according to Fortune. While some companies have opted for relegating some of their staff to remote work or even hiring international remote teams, you may find a hybrid work model to be an ideal solution that allows for remote flexibility while retaining some of the benefits of in-person work. Keeping a pulse on your employees’ preferences and productivity will allow you to evolve most effectively. Every team functions differently, so finding the right balance between remote work capabilities and in-office collaboration is key. 2 . Prioritize Mental Health According to Forbes, a CDC survey from 2020 found over 40% of respondents indicating conditions such as depression and anxiety. While mental illnesses are nothing new, our growing knowledge and sensitivity to them certainly is. And the pandemic has only further exposed these underlying conditions in much of the American workforce. Leading your organization out of the pandemic will require sensitivity to your employees’ mental health needs that have likely been exacerbated by the pandemic and quarantine conditions. In addition to reviewing your work flexibility as mentioned above, you’ll want to revisit your benefits and resources for employees including:
Addressing and accounting for mental health goes beyond added benefits and well into establishing a work culture of openness and acceptance. Leadership must set a tone in the work environment that encourages employees to attend to their mental health wellbeing. Employees will be more likely to take advantage of the resources and offerings in a work culture that rewards taking care of oneself. 3 . Promote Transparency Uncertainty has been the theme of the pandemic and likely a word you’re tired of seeing. However, we’ve never seen this level of uncertainty, especially with regard to business operations across all industries. When moving forward into the post-pandemic world with your team, it will be of utmost importance to keep everyone aligned and informed. Decisions and directions may be up in the air, and proper communication will go far in retaining talent and ensuring high morale. Remaining transparent is one of the 6 Small Business Management Tips we’ve discussed before, and for good reason. Encouraging your team members to come to management and leadership with problems can lead to quicker solutions and more proactive decisions. Providing clarity with effective internal communication is foundational in maintaining a workplace culture built on trust. 4. Leverage External Resources to Drive Better Performance You may be moving into the post-pandemic world with a much different organization than that with which you entered it. Roles may be combined, duties may be shared, talent may be difficult to find and leadership voids may need to be addressed. This is a challenging environment in which to operate and it can seem overwhelming at times. We’ve discussed how Fractional Leadership is a predicted business trend of 2021. The benefits of fractional leadership are numerous, especially in times of uncertainty and change. You can supplement your team’s needs with highly-skilled cost effective fractional resources, far greater than you might be able to afford as a full-time resource. These resources can be accessed in accounting & finance, human resources or operations. Trying to ramp your operation back up to accommodate growth or find a new key leader can be extremely challenging today. Being able to access talent on demand, attract new talent and develop the talent you have is crucial to your organization's future success. Often turning to a firm like Lauber can help you accomplish this much more quickly and effectively than trying to do it all yourself. We are dedicated to providing critical talent and developing talent for organizations to help them be successful. Providing Services to Small and Mid-Size Businesses Since 1986 Lauber Business Partners provides services tailored to small and mid-size organizations. We’ve been consulting with organizations like yours since 1986, and our services include: Human Resources Finance & Accounting Coaching Executive Search Nonprofit Management Growth Planning Recovery & Rebuild Services Recruitment Process Insourcing Contact us today at 414-273-8060 or info@lauber-partners.com to see how Lauber Business Partners can help your small business grow and succeed. Mind chatter defines the barrage of thoughts we face each day. Some of these thoughts can serve us, some can sabotage us. Where we choose to focus our attention has significant implications for both performance and happiness. Positive Intelligence: Fitness for the Mind The capacity to respond to work/life pressures with a positive rather than negative mindset requires a Mental Fitness Routine, much like a physical fitness routine, to heighten Positive Intelligence (PQ). PQ measures the percentage of time that your brain is working positively (serving you) versus negatively (sabotaging you). PQ is based on groundbreaking research by Shirzad Chamine, Stanford Lecturer and author of New York Times Bestseller, Positive Intelligence. His work integrates Positive Psychology, Neuroscience, Cognitive Psychology and Performance Science to help individuals and teams achieve their full potential and achieve the following outcomes:
Many of us have experienced amazing insights by participating in various professional development opportunities in the past. We may feel energized and motivated to implement changes immediately, and most of us struggle with how to go about making those changes actually happen. The challenge, as Chamine points out, lies in the fact that it takes 20% insight and 80% practice to achieve sustainable change. See our webinar below. Lauber Professional Coaching Services With a Lauber Coaching Engagement, participants can Expect to look up from their day-to-day responsibilities and reflect on their performance in a confidential, non-judgmental environment. More than a series of open-ended questions, the Coach will bring skills of reflective inquiry and challenging feedback - based on current research about sustaining desired change.
At Lauber Business Partners, we understand what it takes to deliver exceptional Coaching services that will significantly impact your bottom line. If you want to learn more about how your organization could benefit from Lauber Coaching, please contact us by email info@lauber-partners.com or by phone 414-273-8060. Additional Resources Unravelling the Confusion Around the Word...Coaching Alignment and Succession Within a Family Business  2020 was an unprecedented year for the world, and no business industry of any type could escape its impacts. 2021 almost feels just as uncertain, but we see glimpses of normalcy on the horizon. As we approach the end of Q1, certain themes and trends are projected to take hold. In an article published by Recruiting Daily, President of WorkSmart Systems, Inc. Matt Thomas laid out six predictions for what would become HR trends in 2021. One of these six predictions was the growing need for fractional executive leadership. What is Fractional Leadership?A fractional executive’s role is to fulfill their management duties while on a flexible or part-time basis. This can range from a few days a week to a monthly basis, as needed by the organization. While the position may not be full time, the experience and decision-making of a traditional executive is still required for success. Depending on the situation of the organization, a fractional executive will have specific, timely priorities, often targeting key performance indicators (KPIs). Serving as an ongoing member of the management team, a fractional executive provides a hands-on approach to move the business forward, both financially and organizationally. Ideally, this position should free up other team members to focus on the areas in which they provide maximum respective value. Recommended reading, ‘4 Reasons to Consider an Outsourced CFO.’ What are the Benefits of Fractional HR Leadership for Small-Midsize Organizations? Fractional HR leadership tends to best benefit small to midsize organizations who require talented professionals to help them grow but who’s resources may be limited by either budget or staff capacity. Coupling this situation with an experienced fractional executive who understands the business, an organization can lean on the knowledge and guidance of a traditional executive leader while remaining within budget. A fractional HR Executive gets you:
As Summer Crenshaw, CEO of TalentNow, stated in the article, “The company gets the expertise of execs with less cost and helps prevent burnout for the executive grinding through the same problems daily. This trend that was accelerated by the pandemic will continue moving forward and begin trickling down throughout the company.” As we near the end of Q1, there is no better time to engage a fractional executive to propel your organization forward. Lauber Fractional HR SolutionsLauber specializes in providing leadership and guidance for small to midsize organizations amid stages of growth and change. Engaging with a Lauber fractional executive means tapping into our experience and proficiency in complex decision making. Our fractional executives are experienced in the core HR principles and practices. We’re not here to tell you what to do but to lead through action. We understand what it takes to help small to midsize organizations reach their goals.
If you have any questions regarding our Fractional HR or any of our other quality Lauber services, please do not hesitate to contact us today. Additional Resources Benefits & Value of Outsourcing HR Strategic Growth Planning for Small-Midsize Businesses [CASE STUDY] Organizational Leadership Challenges  Whether it's a start-up struggling to scale quickly or an established small to mid-sized business with a long history, every organization can benefit from growth planning. Determining how to grow is often difficult to define unless you’ve got a well thought-out plan and an experienced team to lean on for insight. Here we provide a framework for identifying growth opportunities for your business and an execution system that helps ensure you perform against your plan.
Why Is Growth Planning Necessary?
Lauber Business Partners’ Growth Planning & Execution System Our 4-step process provides an effective execution system to conduct monthly reviews, adjust to new circumstances, measure progress and ensure accountability. When you partner with our team, you receive access to an experienced executive to facilitate this process from start to finish. 1. Understand - annual
2. Envision - annual
3. Plan - annual
4. Perform & Execute - monthly
Your Local Resource with a Proven Track Record of Success Lauber Business Partners and its experienced professionals have a proven track record of successful strategic growth planning implementation in Wisconsin. We’ve helped numerous small to mid-size businesses evaluate their growth needs and put into action the best plan of getting them to that next phase. Contact us today at 414-273-8060 or info@lauber-partners.com to learn how Lauber Business Partners can help your small-midsize organization grow and succeed. Additional Resources for Small to Mid-sized Businesses  As it is with many things, we’ve come to know the meaning of coaching from our own perspective. If we drill down to the origin of the word, according to Merriam-Webster.com, the earliest use of the term, coach, referred to a four-wheeled horse-drawn carriage in the 15 th century and was later used to describe an educational tutor in the 18 th century.
It seems obvious in both cases, that the purpose of a coach is to assist with “transporting” someone from where they are to where they want/need to be. When we stop to consider how many different possibilities there are in how that assistance might be given…. it’s no wonder we’re confused! The WHAT of coaching provides assistance with reaching a destination/goal. The HOW of coaching takes multiple forms, refers to many types of professions (athletic coach, life coach, business strategy coach, wellness coach, executive coach, trainer/mentor coach, and so on), requires specific knowledge/competencies, and begins with a varied understanding about the process itself. Therefore, the commonality of coaching can be found in the WHAT while much of the confusion rests in the HOW. Communicating a clear focus and expectations at the start will help to minimize confusion. LAUBER COACHING is focused on:
What to Expect With a Lauber Coaching Engagement, participants can Expect to look up from their day-to-day responsibilities and reflect on their performance in a confidential, non-judgmental environment. More than a series of open-ended questions, the Coach will bring skills of reflective inquiry and challenging feedback - based on current research about sustaining desired change. And, while many participants have had prior experience with assessments, the Coach creates significant value by integrating in-depth assessment insights with practical steps for professional growth. Finally, when it’s clear that the participant would benefit, the Coach will share relevant knowledge or expertise as an alternative course of action, not as specific advice or a directive. While we may not have eliminated all confusion around the word coaching, we hope that we’ve clearly highlighted HOW we go about Lauber Coaching. At Lauber Business Partners, we understand what it takes to deliver exceptional Coaching services that will significantly impact your bottom line. If you want to learn more about how your organization could benefit from Lauber Coaching, please contact us by email info@lauber-partners.com or by phone 414-273-8060. |
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