UNDER THE HOOD TRANSFER OF COMPETENCY

Causes strategies to be implemented as well—or even better—than they are planned. Let's Talk Measurable Results

Each of your managers will develop an individual Digital Impact Plan with practical and tactical tools to harness the power of the employee culture.

The PURPOSE

The success of any enterprise strategy is dependent upon the ability of each manager to execute it within their own cultures. If they can’t, any plan that comes from the top will be dead on arrival or diluted beyond recognition.  

Yet knowing how a culture works and how to gain its maximum commitment is the greatest missing competency amongst even the smartest management teams. Under the Hood: Transfer of Competency will solve this problem for you. 

Ask your managers now what they manage, and they’ll tell you a P&L, product, process, or place. After a while they may tell you that they manage an organization, team, or employees. After Under the Hood: TOC they will tell you first and foremost that they manage a culture and that they now know exactly how to assure its maximized, adrenalized commitment to any enterprise goal or standard.

The Process

Under the Hood: TOC will reveal all of the criteria, including energy, trust, communication, and reinforcement, the culture uses when deciding whether to reject or protect a company goal or standard. To ensure relevancy as well as value, we use components of the actual BBD transformation strategy that your managers are responsible for executing—on their desks right now or coming soon. (If we have performed the Under the Hood Analysis and Action for you, we will use actual data about the state of each component of your culture’s decision.)

Each of your managers will develop their own tactical action plan that can be used immediately and then endlessly refreshed and reused as new goals take the place of existing ones. Also available are post-session adoption and compliance tools that further ensure use of tools and measurement of impact.

Additional impact: During this process, the point is made that your managers are their own culture, distinct from the general employee culture. This will finally give your manager culture language to express any of its own hesitation to commit in a way that is pragmatic, reasonable, and curable.

One day intense manager training session that will give your managers the tools to maximize the commitment of their own cultures.

Managers will develop an individual Impact Plan with practical and tactical tools to harness the power of their employee culture

HAVE QUESTIONS?

“There is no one on this planet that better understands how to get desired cultural response than SLAP. Over the last fifteen years I have deployed them in three companies doing battle in intensely competitive markets.

“They have never failed to deliver outstanding results.”

Michael Decesare

President, McAfee

SLAP’s process flipped the switch for me and what is one of the most complex challenges a business can face — true cultural transformation — suddenly became understandable and achievable. Their methods are amazing.

Sanjay Mirchandani

Global Chief Information Officer, EMC

“The internal commitment generated for us by SLAP is priceless.”

Bill Guibor

Chief Operating Officer, Hallmark

“I can say without hesitation that SLAP changed the potential of our entire company.”

Karla Stephens

Chief Executive Officer Central and Eastern Europe, Vodafone

“I have never met anyone who knows more about culture than Stan Slap.”

Robert Hohman

Founder and Chief Executive Officer, Glassdoor.com

THE BIG PROBLEM

How do we gain unity and focus around company goals from every business unit and team?

THE SOLUTION

Under the Hood: TOC (Transfer of Competency)

MAKE THE CALL

Let’s talk about measurable results that can only come from the maximum commitment of your manager, employee, and customer cultures.

SLAP

450 Geary St.
Suite 100
San Francisco, CA 94102
(415) 362-1240

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