ROLC®'s primary purpose is to help executives and teams continue to learn and work with other people to maximize performance. Organizations hire technically competent people to solve problems, both simple and complex. And, they want them to use good judgment in selecting solutions that achieve company objectives. As the individual moves up the organization, rising stars must grow beyond their technical skillset and learn to work with other members to accomplish group objectives. More importantly, leaders learn to choose the appropriate relationship strategies to stay connected to the people they lead. After all, leadership is about taking people where you want them to go.
Strategically, leaders begin with trust, learn how to manage conflict, and build commitment through direct communication. ROLC® helps executives and teams with this journey by making them aware of their relationship competence, how they manage conflict, and how they send messages through their informal and formal networks. They learn and grow from successes and failures. The ROI of this process can be seen later through the rearview mirror and it shows up in their evolutionary thinking and actions with other people.
ROLC® chooses to work with tools and best practices that have a track record. The reality is that many best practices have been around for a long time only to be repackaged to meet current trends and applications. So an important question is "What are the current trends that influence our selection of best practices?"
ROLC® has focused on three basic trends that affect organizational performance and leadership: lack of trust, fear of conflict, absence of commitment. These trends are an outcome of globalization, polarization, rapid change, gender and cultural diversity, the transition to digital businesses from brick and mortar, lack of privacy, and many more. To build resilience and connection when faced with these challenges, leaders and team members must build habits that help them learn from failure as well as success – evidence-based learning.
That being said, each leader and each team is different so ROLC® tailors its work product to fit the person and the situation. In fact, we like to approach the situation with a blank sheet of paper so that our own inner thinking doesn't get in the way of meeting the client's objectives.
Obviously, there are plenty of effective development tools that organizations are using and have created on their own. We recognize their value and don't want to reinvent the wheel so we welcome the input of other assessments when working with an organization. At the same time, we have acquired valuable experience with the following instruments:
ROLC® also collaborates with other coaches, consultants, and facilitators in developing custom work products. These colleagues bring additional tools and experiences that can be used in the best interests of the client
Tony is a senior executive, consultant, facilitator, and certified coach with P & L experience. As an entrepreneur, he founded Safety Syringes, Inc. (SSI), raised venture capital, obtained FDA approval of its products, and was granted over 30 worldwide patents in the process. Tony relies on his business experience to enhance his training, coaching, and consulting work with C-Suite executives, Boards of Directors, and Teams. His experience includes electronic manufacturing, hardware and software development, patenting and marketing of medical devices, and financial services with global and multi-national companies.
One of Tony's greatest passions is blending leading edge business practices with the big ideas of thought leaders. His practice fits todays' turbulent work environment where global competition, multicultural and gender differences, technology advances, and the pace of change ask us to be resilient, adaptive, and creative in order to grasp the opportunities that come our way.