Jeremy Gershfeld and the Gershfeld Group build organizational culture for companies that prioritize the individual growth of their people. We enable higher-level collaboration and problem solving. We do this through individual and team coaching.
Sensory Leadership Development
Elite-level athletes regularly train their split-second perceptual skills to improve performance. Athletes learn to filter out extraneous visual and audible signals (noise) to hone in on the specific signals they need to interpret for high performance. These rapid reaction sensory-perceptual skills are acquired with detailed feedback from coaching, hours of deliberate practice in dynamic environments, and strong motivation.
The Gershfeld Group has applied this idea to leadership. We coach you on how to reduce interpersonal noise. This is a profound opportunity to create resonance between colleagues and your clients from the moment you meet. Collaboration and decision-making are transformed.
Risk analysis of management teams for investing and acquisition
Who do you hire, and which teams do you invest in?
Culture supercharger for learning and innovation
As a team grows, we help build the culture.
Getting better at getting better.
Risk analysis for investing
We identify:
Management effectiveness which links directly to Key Performance Indicators.
Leadership behaviors and deficits that drive team coherence and increased performance.
Potential leadership growth of existing management teams with coaching intervention.
We provide data and analysis in four areas:
1. Leadership potential: Learning how individuals reflect and learn from their own experiences. In other words, observing data that describes how self-aware a person is, and how they learn from their experiences. This directly impacts leadership potential, as a colleague and a manager.
2. Organizational Culture: After collecting the data on how each individual processes their experiences, we examine how these same individuals work together as colleagues, as well as how they understand their relationships. This will reveal a group and the potential of its culture.
3. Innovation potential: Examining the group’s potential for innovation: How does a group work together to identify not-obvious problems, which require broad contextual thinking.
4. Growth potential with coaching intervention: Measuring the group’s openness to feedback, reflection and coaching. Once a group has identified essential leadership roles and behaviors that drive business, we gauge how well they will be able to continue the new leadership behaviors. We teach how to promote this culture throughout their organization as well.
Culture supercharger for learning and innovation
Coaching for individuals and groups. Bring learning culture and its behaviors to boost leadership and performance in your organization.
Getting better at getting better means that people are continuously improving, and getting better at it all the time. We teach the skills and benchmarks to make this happen.
Workshop a specific feedback process for learning culture. Learn how providing a psychologically safe atmosphere for individuals to grow can change everything.
Supercharge a collaborative work process to learn how to pivot between focused sessions for productivity and creative thinking collaboration sessions. This produces integrated work that is both creative and productive.
Growing your people grows your business.
Contemporary careers require complex interactions which demand abilities that exceed the technical professional skills for which employees are often trained. These complex abilities can be defined in terms of leadership and self-awareness. We can help you accurately define and target these abilities in order to develop your people so that they maximize theirs as a colleague, leader, and client. We help your employees develop skill sets beyond their technical expertise so they can effectively integrate with the needs of your organization as well as your client organizations.
We unlock organizational potential by developing new and current talent to deal successfully with the increasing complexity of today’s dynamically changing workplace and market environment.
We do this by focusing on the following areas:
Interview management
Employee engagement
Culture development
Job and skills training / Collaborative and cross-functional ways of working
Job satisfaction planning
Interview Management
We re-engineer the interviewing process to identify talent most appropriate for your organization. Our interview process starts by interviewing those who manage hiring. We dive deeper to examine what you are hiring for, looking for insights into needs and interests that are often overlooked. Once a candidate is identified, we institute a 360° discussion to determine the candidate’s self-awareness, growth potential, and leadership potential in addition to their job specific skills.
When hiring a senior candidate, we recommend more substantial investment of resources that includes conducting a Subject/Object interview to evaluate increasing layers of self-awareness, emotional development and leadership potential.
Employee Engagement
Engagement predicts performance.
Engagement strongly links to employee retention.
The practice of feedback in a psychologically safe atmosphere, and the regular contribution of ideas from all members of an organization provide the basis for everyone to grow. This message must be relentlessly pursued by leadership.
Culture Development
We practice Developmental Culture technique to define how the organization’s culture creates an impact on each individual’s development. This technique also focuses on developing and integrating highly complex people skills with job skills. This results in significant impacts on leadership growth within the organization. Developmental culture is a key element that drives learning organizations and high performance teams.
Jobs and Skills Training: Identifying and Coaching for Collaborative and Cross-functional Ways of Working
There are specific skills relevant to each job, which must be identified before they can be effectively trained to the employee’s target skill set. In the course of developing Jobs and Skills Training modules, we ask the following questions with regard to prospective hires in order to clearly map expectations and set objectives:
What specific skills must be accounted for in order to ensure smooth business operations?
How does these specific skills ensure the success of the candidate as an employee and a colleague?
What are the ancillary skills required for a hire to be successful?
In addition to excellent operational skills that a candidate may bring to the job, how effective are they at working with or managing others?
How do candidates handle stress, conflict, and prioritizing competing needs that may or may not be related?
In addition to qualifying candidates according to these criteria, we also help your current employee base improve across this spectrum. We use the Immunity to Change process to help each person accelerate his or her leadership skills. We strongly emphasize increasing self-awareness and interpersonal awareness throughout this program.
As part of the coaching process for collaborative and cross-functional ways of working, we help you assess how well your group currently works together, and then use this baseline to define what good looks like, and in what steps your group can achieve new norms of behavior that improve organizational interactions that support profitability.
Job Satisfaction Planning
People development equals job satisfaction.
Organizations that perform well on job satisfaction surveys tend to perform better in the marketplace. * The practice of job satisfaction planning by senior leadership provides employees with a level of emotional motivation to perform that compensation cannot in itself effectively deliver. In addition, job satisfaction reduces turnover and conserves financial and time resources that would be spent when back-filling open positions due to employee attrition.
Well developed job satisfaction initiatives create an ownership commitment to the company on the part of the satisfied employee, and are essential drivers for high performing teams.
The overall process of selecting high performing candidates and training them along with current employees to work as integrated, motivated teams increases productivity and retention. It also increases the satisfaction employees experience in being able to achieve their full potential.
*Danica Bakotić (2016) Relationship between job satisfaction and organisational performance, Economic Research-Ekonomska Istraživanja, 29:1, 118-130, DOI: 10.1080/1331677X.2016.1163946
Detailed analysis showed that the connection between job satisfaction and organizational performance is stronger than the connection between organizational performance and job satisfaction. It could be stated that job satisfaction determines organizational performance, rather than organizational performance determining job satisfaction.
*Saarce Elsye Hatane. (2015) Employee Satisfaction and Performance as Intervening Variables of Learning Organization on Financial Performance
Employee satisfaction and employee performance positively affect the relationship of the learning organization to financial performance.