• Corporations can work five times harder and spend five times more money to gain new customers, or they can keep the ones they have.

  • People are the core strategic asset. To be successful, a company must listen, involve, encourage, nurture, support, empower, and reward all its constituencies.

  • 50 – 70% of how employees perceive their organization can be traced back to the actions of one person – the leader.

  • First, people don’t grow and change much unless they’re in a supportive environment where people know what they want to do and encourage them to do it.

  • Effective coaching is a key method for increasing productivity and profitability in an organization. Recent studies have shown that 85% of the workforce wants holistic coaching so that they can continually improve and grow.

  • 78% of consumers say their most satisfying experience occurred because of a capable and competent customer service representative.

  • The number one fear in the world is public speaking. “You” vs. “I” messages are powerful tools for capturing your audience’s attention.

  • The key to keeping customers satisfied and loyal is to value and train employees while making them an integral part of corporate success.

  • No one of us is as smart as all of us – when teams function well, miracles happen.

  • Employee loyalty builds customer loyalty, which builds brand loyalty. It’s as simple - and as difficult - as that.

  • The brighter you are, the more you have to learn.

  • If you want 1 year of prosperity, grow rice. If you want 10 years of prosperity, grow trees. If you want 100 years of prosperity, grow people. – Chinese Proverb

  • 25 of every 27 customers who have a bad experience fail to report it because they don’t believe anything will change.

  • 85% of business leaders agree that traditional differentiators alone are no longer a sustainable business strategy.

  • Change is constant. To implement change you must listen, engage, and empower individuals in the change process.

  • It costs 10 times more to gain a new customer than it does to keep an existing customer.

  • A survey of 350 executives across 14 industries, 68% confirmed their companies experienced unanticipated problems in their change process. – International Consortium of Executive Development Research.

  • Personally, I am always ready to learn, although I do not always like being taught. Winston Churchill

  • The key to building a culture based on Trust and Personal Responsibility is getting all employees to be committed to the organization’s Vision and the Values That Build Trust.

  • Leadership IQ being equal, it is believed emotional intelligence – how we manage ourselves, our emotions and the emotions of others – accounts for 85 – 90% of what separates the most outstanding leaders from their peers.

  • The great thing in this world is not so much where we are, but in what direction we are moving. Oliver Wendell Holmes

  • The quality of a person’s life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor. Vince Lombardi

  • Leadership is being the best you can be, and helping others be the best they can be.

  • "High performing organizations are constantly focusing on improving their capabilities through learning systems, building knowledge capital and transformational learning throughout the organization.” - Ken Blanchard

  • It is estimated that 80% of mergers and acquisitions that occur today fail to meet initial expectations.

  • 70% of organizational changes fail and these failures can be traced to ineffective leadership.

  • Learn something every day. Never stop learning.

  • Companies Don’t Solve Problems.
    People Do.

360 Assessments

Many companies utilize 360-degree feedback, a process touted for boosting productivity by giving workers a more accurate sense of their personal strengths and weaknesses and effectively identifying true competencies. If administered regularly these assessments are also a useful tool for evaluating the effects of training and other development programs and can be used to target training towards the specific needs/developmental areas of an organization or group.

Loyalty Factor works with clients to customize and implement a 360-degree feedback process within their organization. This includes developing the list of skills and competencies to be included in the survey, designing questions to assess those skills, determining the implementation process and administering the assessment. Assessments can be administered on the web or via diskette based upon the company's needs.

At the end of the assessment process, each individual receives a report that includes:

  • The mean (average) of all responses to each item and the distribution of the responses among all rankings (i.e., the number of respondents at each ranking);
  • A comparison of self-assessment with others' assessments;
  • A comparison (i.e., gap analysis) between performance and importance of each item;
  • Verbatim narrative comments included by respondents.
  • Personal development planning and journal pages.

In addition, Loyalty Factor provides clients with organizational summary data including:

  • Evaluation of trends and patterns among participants at various levels or in specific areas of the organization
Evaluation of training and other organizational interventions with group summary data.

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