Sustaining Success
March 2011
Envision, Evolve, Achieve

Laurie Mrva

I challenge you to look at your results over the past year... Were there ups and downs?  Of course there were; it's rare that we remain constant when so much around us is changing.  What actions did you take that influenced your performance? Understanding how you impact the results you obtain can help you ride out the peaks and valleys with more confidence.
Based off of reflecting on your past performance, answer these 3 questions:                    What will you START doing?  What will you STOP doing?Achieve Success Logo
and What will you CONTINUE doing? 
Knowing what to do and actually taking the actions are very different.  If you find yourself not always doing what you know you should, developing a system of accountability through a coaching relationship may benefit you.

Please, contact me to let me know how any can help you and to learn about Sustainable Success group coaching, launching March 30th. 
Wishing you Much Success!!!

Laurie Mrva
Achieve Success LLC
Retaining Top Talent

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A company's top talent is the key element in distinguishing itself from others in today's competitive business environment. Since its top performers are the mainstay of an organization's success, a real problem presents itself in terms of how to retain their loyalty. Work ethics and attitudes have changed to give talented employees more power and more choices than ever. Moreover, a talented employee's defection to a competing company can result in big financial losses for the organization in terms of lost production and contacts.

By examining the reasons why employees choose to leave a particular place of employment, it is wise to first examine the reasons that employee chose to stay there as long as he or she did. Surprisingly, the main reason top talent leaves one company to work for another is not always because of dissatisfaction with one's salary. It is because some aspect of what attracted them to your company initially deteriorated to the point that whatever the new company offers them seems more attractive.

Direct management problems can often be the cause of a talented employee's departure from a company. Something as seemingly trite as differences in working styles can cause breakdowns in communication and result in job dissatisfaction. This problem can be solved by training managers to be on the lookout for these types of problems and by giving them special skills needed to resolve minor conflicts without unwanted backlashes. Managers should be made aware that retention needs to rank high in their list of priorities and that they should pay heed to it at all times. Sadly, many managers only consider retention when they are given notice that someone has decided to leave the company.

Showing a company's talented employees that they are appreciated is one of the best ways to cause them to show loyalty to your company. Whenever possible, reward employees for jobs well done: whether monetarily or by some type of widespread recognition. Mention outstanding work accomplishments in meetings and newsletters and let these valuable employees know their performance within your organization has not gone unnoticed.  

Recent studies have shown that human resource and senior managers play a huge role in the retention of a company's top performers. More than ever, emphasis should be placed on their being able to balance the needs of the top performers within the confines of the company's needs as an organization. The rules have changed from the old days when employees committed to their jobs for a lifetime and today's management teams should be specifically trained to put this on the forefront of their minds in order to compete in today's more aggressive work environment.

If you have any questions about retaining talent in your organization, contact us today!

~ Written specifically for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected worldwide.


Are You And Your Company Prepared To Handle A Crisis?   

If you are in a management position or are the CEO of a company then you know that you have to be prepared for any event that may happen. Crisis management is one of the duties that go along with your corporate job. Are you good under pressure? Are you ready to manage a crisis? How strong is your bench? This article will discuss ways to control the risks involved with crisis management and strengthening your bench.

If you want to be sure that your company is able to withstand a crisis then you must see if your bench is strong enough. Amazingly there is a lack of executive talent out there and there is even less being seen for the future.  Many CEO's are worried that their corporation does not have the talent to see them into the next twenty plus years. Many baby boomers are reaching the retirement age and the new hires just do not seem to be up for the challenge. In fact, 11,500 people will turn 65 each day starting January 2011. How are you handling the loss of experience?

If a company is to succeed in this global world where crisis seems to be the norm rather than the exception, all factions must work together instead of independently. There needs to be a team for executive education and performance management.

When a company is not running at full capacity and this may come from civil unrest, acts of terrorism, a natural disaster or just plain mismanagement from the leaders, the costs quickly add up. If a company is not able to operate fully, their stock prices may plummet and the firm could find themselves on the brink of bankruptcy. That is why it is up to you to try and mitigate these circumstances if they occur, and to be proactive as to avoid it all together.

The key to any successful campaign strategy that is going to succeed is through advanced planning. Worst case scenarios such as a key employee being lost should be thought through and the way to remedy the situation should be discussed. Crises are not often planned for and it is sometimes difficult to convince your other team leaders that this is important and may occur. One must always prepare, prepare, prepare.

The first order of business is to already have a crisis management team in place. These team members should all have different skills that they bring to the table. They must be able to effectively work together under pressure.  There must be a team leader that all of the other members respect.  Look at your roster of employees in key positions and see who you feel would be a good fit.

Next, carry out a SWOT analysis. What are the company's and the team's strengths? What are their weaknesses that must be worked out before a true crisis hits the company? Do you see opportunities in the future? Sometimes it's a good idea to have an outside expert audit your business. They often are able to see clearly what someone standing in the trenches cannot.

You then will want to identify any possible threats. Could your company handle a potential hostile takeover bid? Is your IT server running at full capacity?

Finally, what can you do to minimize the risks to your company? Can you get better firewalls and a back-up system? Are there safety protocols in effect when employees travel with sensitive information or to high risk countries?

In closing, if you want your company to succeed into the 21st century and beyond you must be willing to recruit and train new leaders. These leaders must be willing to work together. There must be team leaders that stand out and are willing to lead the others in times of crisis and in times of peace.


About Us
Laurie helps organizations and professionals make positive changes to achieve their goals.  Achieve Success offers customized solutions to your business challenges including strategic planning, leadership development and employee assessment tools to assist with hiring, promoting and developing key skills to enhance success.   

Achieve Success LLC
In This Issue
Retaining Top Talent
Are You And Your Company Prepared To Handle A Crisis?
Upcoming Events


G.P.S. for Business Workshop

Build a Bridge


March 11th, 2011

Goodwill Corporate

$49/ Session or 5 for $199


Sustainable Success

Group coaching offers an affordable alternative for professional development with flexibility and a tailored process to suit your needs.  Develop a personalized action plan, learn goal achievement techniques and gain control of your time.


Wednesday's at 3:30, beginning March 30th.


Contact Laurie to learn more!

8:00am - 9:30am 
Roanoke Regional Chamber of Commerce
$15 Members, $25 Non-Members
March 29, 2011


Free Consultation
Contact me for a complimentary consultation to discuss the results YOU would like to realize this year. Call 540-597-0813 or Click Here to email me.


Developing Your
 Leadership Bench


Change is inevitable.... With the influx of baby boomers retiring (as we mentioned in a previous issue about the retirement and lost workforce), business growth, outsourcing, resizing, downsizing, etc.... you always have a need for exceptional leaders. You know the leaders that can take your company to higher levels. One of the greatest traits of an excellent leader is in how well they develop others. By focusing on hiring, training, and developing the future leaders of their company they will ensure successful growth. This will prepare the company for any transition that may arise.

Successful leaders make sure their 'bench' is strong and ready. They plan by focusing on the details, strengths, weaknesses, and competencies of their workforce. They then put together a process for improvement that may include professional coaching, mentoring, shadowing, training, and development. Developing a strong bench will prepare everyone for growth.

·    Do you have a plan & process in place to develop future leaders?

·    Do you use assessments to identify behaviors, attitudes & values, competencies, and emotional intelligence?

·    Is everyone aware of advancement potential within your company?

·    Do you have a reward system in place to motivate people to become exceptional leaders?

~ Written for us by our associate author Gary Sorrell, Sorrell Associates, LLC. Copyright protected worldwide. All rights reserved.


Help Employees Succeed


Save yourself - and your organization - a lot of wasted time and energy by making sure employees don't fail for any of these reasons:

· They aren't sure what the job is

· They don't know how to do the job

· A person or situation interferes with employees' ability to do the job.

Source: 13 Fatal Errors Managers Make and How You Can Avoid Them, by Steven W. Brown, Quality Resources, 902 Broadway, New York, NY