Frequently Asked Questions
Quick solutions to your most common inquiries
What kind of impact can we expect on our performance from your Programs?
Most performance issues stem from people—not process. Serving Leadership addresses this head-on by building cultures of purpose, trust, and accountability. As a result, organizations see improvement in morale, engagement, safety, and customer satisfaction. We track results using practical metrics like employee turnover, income per employee, and production quality—leading to real top- and bottom-line growth.
Can you help us with recruiting and keeping good staff?
Yes. Our training sharpens hiring practices and strengthens workplace culture, which improves retention. We help leaders build meaningful connections with their teams, creating workplaces that people recommend to others. People don’t quit companies—they quit poor leadership. We help you change that. Our training solutions will improve your leadership and supervisory practice, and the benefits of this work will be felt by the men and women who serve you on the front lines.
How quickly can we expect to get the results we need?
Turning around a struggling workplace takes time, but early results often show within 60 to 90 days—like improved morale, engagement, and work quality. In healthy workplaces, our training accelerates performance and aligns teams with company goals, helping already-strong cultures become best-in-class. In more challenged environments, full transformation typically happens within 12 to 18 months. Rebuilding trust, clarifying strategy, and strengthening leadership requires commitment and follow-through. Our programs offer the practical, measurable tools leaders need to drive real change—starting with early wins that boost momentum and inspire your best people.
Will the gains we make be sustainable after the training time is complete?
Yes. Our programs are designed for sustainability. We embed practices directly into your management systems, enabling leaders to carry forward the transformation well beyond our engagement. From our simplest supervisory training tools to the full leadership operating system we transfer into our client’s hands, our purpose is to equip the leaders we serve with the ability to carry on the work of Serving Leadership for generations beyond our time of service.
Our goal is not just impact—but legacy.
How should I deal with a key employee who hurts our morale and violates our values?
The businesses we serve quickly strengthen the kind of healthy workplace culture in which this such “key employee” can no longer get away with their violations, however indispensable they seem to be. We work with great care and detail to equip our clients to guide these “key employees” into a path of correction or into a path of exit. This does not and should not happen overnight, because correction takes a bit of time, and a longer-term employee deserves the chance to come around. At the same time, these employees cannot remain a values violator within a wholesome business culture. And our clients universally report, when our solutions help them face, properly deal with, and exit such an employee, their business, morale and profitability actually improved after the departure of one of these “indispensable” employees.
Disengagement happens when leaders fail to connect people’s work with purpose. We equip your leaders to re-engage those who can be reached, manage those doing the bare minimum, and address those who don’t belong. Not everyone will transform—but many can, with the right leadership.
Will this work help us with supervisors who don’t communicate well and who avoid conflict?
Absolutely. The Serving Leader training solution equips your supervisors with the knowledge of what information and understanding their employees need to receive from them, and how to deliver that necessary knowledge through effective communication. We guide and provide the leaders with proven communication frameworks to deliver key messages, manage conflict, and lead with confidence. The communication tools provided will guide your supervisors how to effectively address critical issues that need attention and conduct themselves in situations of conflict on their team. They will become more consistent, clear, and courageous in their leadership.
Why do some of my employees act like clock-punchers and sleepwalkers?
Disengagement happens when leaders fail to connect people’s work with purpose. We equip your leaders to re-engage those who can be reached, manage those doing the bare minimum,
and address those who don’t belong. Not everyone will transform—but many can, with the right leadership.