Jathan Janove offers these Professional Services:
My Why-How-What Statement
Inspired by the Simon Sinek TED Talk on the “Golden Circle”, I crafted my own first Why, second How, third What statement:
The Why —
“I believe that in every organization, there’s an enormous amount of untapped human potential. My passion is to help organizations tap it.”
The How —
“I work ‘inside-out,’ not ‘outside-in.’ Outside-in means presenting you with a menu of services, programs and materials. You order from the menu, proceed to checkout, pay your money, I deliver what you ordered — and hope something sticks. Inside-out means I start with a question: ‘What is your assessment of the untapped human potential in your organization?’ If your answer sparks a conversation, we explore needs, objectives, challenges and opportunities.”
The What —
“The Why/How conversation reveals your desire for and commitment to change. It enables me to critically assess whether I can help — and whether my consulting, executive coaching and leadership development services align with and can support that change.”
Objective: Help organization leaders reach their potential and maximize their value. Regarding executive coaching ROI, see this New York Times article, this Fast Company article, this ABA Journal article, and this interview of Google CEO Eric Schmidt.
Methodology: Assess strengths, challenges and opportunities; create customized Development Plans, collaboratively engage with the “coachee” to trigger self-realization and breakthrough insights; foster accountability and commitment; assess results and make adjustments as needed. This interview of a company president reflects my methodology.
- Maximize human potential through leadership, team-building and performance management.
- Manage difficult employee relations issues and resolve conflict effectively.
- Develop the ability to communicate and present effectively.
Presentations & Programs
In an interactive way, this session focuses on maximizing human potential that so often remains untapped. It identifies key characteristics of high engagement cultures, and provides practical, proven steps to create such cultures.
Participants will learn to:
- Create a shared sense of purpose and align organizational behavior with it;
- Lead & manage collaboratively vs. employing a “Command & Control” style;
- Turn conflict and confrontation into a positive force for change;
- Guard against “blind spots” that often undermine effective leadership; and
- Create measurable, sustained change in employee engagement.
Concepts and tools include:
- Reprogramming the avoidance instinct
- Employing the D-I-S & E-A-R methods of communication
- Creating purpose-centered relationships
- Leading through collaboration
- Coaching and training others to become “Virtue-ous” leaders
- Understanding the common yet preventable causes of harassment, bullying and other “jerkish” behavior.
- Harassment prevention that goes beyond legal compliance to creating environments that promote trust and engagement.
- Self-help techniques that can be taught, coached and practiced to nip problems in the bud.
- Centered Self-control
- Verbal Aikido
- Listening with your E.A.R./The Monk’s Technique
- The Triple Two
- The MIDAS Touch Apology
This program shows you how to create and use Star Profiles, including:
- Employee selection – recruiting, hiring, promoting, and successorship planning
- Performance management
- Talent retention & development
- Discipline and corrective action
- Team building
- Training managers to give effective two-way feedback.
- Structuring performance reviews to make them user-friendly and focused on the behaviors that matter.
- Developing a system-wide approach that promotes consistency, integrity and accountability.
- Creating a profile of the key actions and behaviors in a position that differentiate success from failure.
- Conducting interviews that separate candidates that are good at getting jobs from those good at doing jobs.
- Due diligence steps that are legally safe and greatly improve the odds of making a good selection.
Concepts and tools include:
- Setting the stage properly for a successful investigation.
- Conducting effective interviews using the Funnel Technique.
- Making, communicating and documenting findings that are persuasive and can withstand scrutiny.
- Recognizing & acting on early warning signs, including the “Profile Plaintiff”.
- Avoiding the three harassment surprises.
- 4 types of inconsistency and 3 “ducks in a row” questions.
Developed over a 15-year period, this interactive immersion program helps HR professionals maximize their value to their employers. Customized to fit each employer’s needs, it shows how to conduct effective internal investigations, prevent harassment and bullying, resolve conflicts, and deal with employee claims. It teaches communication techniques for effective interactions with managers and employees. And it shares best practices on subjects including employee engagement, employee selection, accountability and talent development.
Program objectives include:
- Improve HR effectiveness in keeping organizations legally compliant and protected.
- Hone skills for investigating and resolving workplace challenges.
- Enhance HR’s role as strategic advisor, coach and leader.