CTRG Products and Services Descriptions 2005
- Our “identity”: The name, “Creative Team Resources Group” was designed to accent the four important aspects of who CTRG is and what it is designed to do.
A. CTRG strongly believes in creativity. Creative is the first part of our name because we are fully convinced that appropriate structures help define the framework for innovation from Core Team participants who will work together to design and implement multiple layers of combined talents, gifts, and abilities to accomplish goals at a profit.
B. The Team concept is founded on these essential principles: “T” stands for trust, without which no group can function effectively; “E” stands for the essentials of composite nature, what makes us all unique, and the recognition that utilizing strengths of individuality contribute much to the success of the entity; “A” stands for accountability in what my character demonstrates in my words and deeds; and “M” stands for the methodology that accomplishes the tasks any Core Team sets out to achieve.
C. “Resources Group” simply means that CTRG accesses various, accountable and meaningful providers who bring specific offerings to meet client provision needs. Within this term we place Associations, networking partnerships and referrals. Significant groupings provide opportunities for professionals to contribute collectively and individually, making decided positive differences within an organization while they function under the umbrella of CTRG, helping empower our client toward the successes desired.
- Products and Services: CTRG brings values-based Team building options through an Initial Investment Strategy (IIS) in which Core Teams are designed and implemented. The IIS is part of the practical outworking of our general philosophy: People Are More Important Than Production, and Relationships Precede and Give Definition to Function, which in turn is part of the reason we exist, expressed as: “Building Relationships. Making More.” TM These options include:
A. Needs Analysis: Relationship and Operational Structure Analysis (ROSA). ROSA is the first piece of an effective Team building process. ROSA procedures include: an Acquaintance Seminar, followed by confidential one-on-one interviews, surveys (internal, external, customer and vendor), analysis, and multiple reports to various levels of an organization, where results from all instruments can and may be combined. The interview portion is designed to discover the facets of operation deemed to be going well (celebrations), identifies areas that need attention to help them become better (challenges), and focuses innovative thinking and action steps to chart the path to produce positive solutions (considerations) from the people interviewed. In our interview processes we are looking for trends, which we classify as responses that are similar or the same from generally 10% of respondents of the control group. The interviews are designed to provide a window on function, and the surveys are created to show us the strength of relationships.
· Expectations and Results: ROSA is the gateway to determining the CTRG products of people investment that will best serve our client.
B. Group Training Products:
1. “Growing Core Teams” (GCT): GCT is the backbone of the CTRG IIS. GCT constitutes a 12-Session Course, each session lasts up to 1.5 hours in length and every participant receives a Growing Core Teams manual and Leadership Is-- to promote sustained growth as well as interactive learning. The Core Team is a multi-tiered, resilient and duplicative structure GCT seeks to create, along with the development and implementation of a Strategic Operational Plan (SOP) and a Structure Organizational Chart (SOC) for organizations or units served. Within the Core Team lines of authority, accountability, communication, nurture, support and duplication are encouraged and modeled. Supplemental employee documentation provision is included: Position Descriptions and Performance Evaluations, where relationships and functional tasks are explained and evaluated. Original development and/or re-creation of Values, Vision and Mission and Message (VVMM) statements and verifiable and corresponding action steps are inherent in this training. Reinforcement procedures in one-on-one or small group cluster settings, along with PerF.O.R.M.ance Reviews I and II will be provided for each participant. These reviews focus on “F”: footprints (accomplishments), “O”: observable abilities, “R”: relationships, and “M”: the mannerisms inherent in workplace methods, seeing these “as they are” and “as we want them to become.”
· Expectations and Results: SOP, SOC, VVMM, Core Team structures, and individual as well as company internal growth in communication and application of principles through behavioral change.
2. “Core Team Impact!” (CTI): CTI is a 7-session course, utilizing Core Team Impact!, and Leadership Is— and is designed for administrative personnel, including clerks, receptionists, technicians, secretaries, and entry staff, incorporating team building principles from GCT. Through the on-going understanding of how Teams work, we focus on continued growth and strength of the benefits our Team building principles produce. CTI includes the Resource Needs Assessment (RNA) for each participant, analyzing and properly positioning use of personnel, materiel, and time management resources, and dedicated Reinforcement procedures.
· Expectations and Results: Development of multiple layers of Team building investment, RNA and resource stewardship, customer servicing principles and practices.
3. “Leadership Investment” (LI) Training: LI is a 12-session course, presented to a select group of leaders, and others with leadership potential and impact. Participants are those who have completed GCT and/or CTI, and may include “rising stars” as well as those who hold leadership positions within the organization. Each participant receives the book Leadership Is..., to promote ongoing learning as well as class participation. LI is usually scheduled to begin following the completion of GCT and CTI. LI will include ongoing Reinforcement for maximum impact.
· Expectations and Results: Implementation of leadership principles showing leadership as accountable to the people they lead, promoting life investment and transferable modeling to qualified candidates throughout the organization.
4. “Reinforcement”: the Reinforcement portion of the Team building investment is the glue that holds the entire investment procedure together and therefore represents one of the highest allocated time, energy and money expenditures. Reinforcement occurs in one-on-one interviews, or small group settings, throughout the IIS. The practical application of principle provides the resiliency for participants in Team structures to succeed. Seminars are not enough; people must see life-principles in practice. This constitutes the difference between procedures where people listen and may apply what they hear, and those where people who listen are taught how to apply what they hear through one-on-one coaching and mentoring.
5. Workshops: In small group settings, workshops are offered as integral parts to the larger seminar venues. Among the workshop offerings are these:
a. Characteristics of a Great Team
b. Teamwork Matters
c. Work Styles
d. Communication
e. Cooperative Problem Solving and Conflict Resolution
f. Customer Service!
g. Creating An Agenda and Closing the Loop
h. The Core Team Investment Model
i. Goal Setting
j. Three Kinds of Leadership
k. Leading Your Core Team
l. The Twelve Laws of Understanding
m. Real Principles, Real Life, Real Work
n. Initiative and Cooperation
o. Change
p. Are You A Leader?
q. Core Team Success Factors
r. Core Team Progress
s. Organizational Structure: The Four R’s of Communication Paths
· Expectations and Results: Practical, on-the-job implementation of workshop lessons, where both staff and customers receive the benefits of the instruction.
A. Individual Investment Products:
1. “Investment Coaching” (IC): IC is a focused one-on-one mentoring/apprenticeship program, part of an overall design to empower leadership to effectiveness. This program is uniquely interwoven into the fabric of the life and action of the leader-participants, identifying specific growth areas of leadership production and servicing, requiring 12 - 24 sessions with the CTRG Coach, generally with a frequency of two sessions per person per month until completion. Five broad areas of IC are as follows:
a. Coaching meetings, regularly scheduled
b. Reading
c. Journaling
d. Reporting
e. Celebrating
· Expectations and Results: Transferable leadership modeling, including work ethic, need clarification, problem resolution, pace setting and innovation into the life of the leader, and the life of the organization he or she leads.
2. “One-on-One Mentoring” (OOM): OOM is a program of mentoring investment where meeting and solving issues is accomplished on an “as needed” basis. Focused individual meetings are conducted with key people to affect specific changes in a brief timeline.
· Expectations and Results: Specific and targeted problem resolution, and application of principles.
B. “Core Team Provision” (CTP) Products: CTP provides multi-phased and often concurrently positioned products for the duration of the IIS and includes the following:
1. “Emerging Core Team Leadership: Management Initiatives” (ECTL): ECTL is a 7-session course presented to managers, or managers in training. Participants include those who have acquired general Core Team knowledge or experience, and are ready to sharpen and refine their management skills. Empowering leaders to manage well is the goal. Processes, initiatives, success markers, tools of the trade, and ownership transfer are taught and applied in current work place settings. ECTL often accompanies GCT, CTI, or LI. ECTL will include ongoing one-on-one Reinforcement to ensure maximum impact.
2. “Unity Fundraising” (UF): UF is a product for exclusive use by non-profit 501 (c) (3) organizations that CTRG serves, and this comprehensive fundraising procedure gets results! UF details the plan, levels of participation, and shares the results of successful fund and friend identification. The processes are built upon the principles taught and modeled in the Core Team structures CTRG constructs within its partnering organizations.
3. Human Resource (HR) Annual Assessment/Coaching: Conducted by resource groups with whom CTRG is affiliated in cooperation, this product serves to assure HR leadership of the compliance and accuracy of Employee Policies and Procedures, Employee Handbooks, and associated documentation.
4. Core Team Retreats (CTR): These two, to three day retreats are conducted annually over the course of the IIS. Each CTR addresses staff stability, communication, learning experiences, problem solving, and celebrations.
5. “A Weekend, A Way TM” (AWAW): Proposed to be conducted semi-annually to begin, and quarterly after the first two years, AWAW is a two-day event: “Retreats Designed to Advance Your People and Production” each focusing on a specific point of Core Team provision. Among the emphases: “Leadership Life!TM”; “Customer Servicing”; “The Quest for Authenticity in Organizational Structures” TM; and “The Values-based Organization” TM.
6. “Fiscal Analysis Procedure Training” (FAPT): FAPT is on-site analysis and training for leaders engaged in fiscal operations, focusing on maximized and productive utilization of fiscal resources. Analysis and Training are combined in this product to assure accuracy, consistency, and solid stewardship. This procedure may include recommendations for accounting procedure training.
· Expectations and Results: A focused well-rounding of the total IIS, providing strength and durability in cooperation with CTRG foundational principles.