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SCALING UP™ BUSINESS TRAINING: PHASE III - ANNUAL

Scaling Up™ Phase III Course Description

Training within the Scaling Up™ program consists of 12 modules.

This advanced Scaling Up™ course delves more deeply into the four major business decisions involving people, strategy, execution, and cash. It builds on skills and concepts in Phases I and II training to further develop leadership skills using the world-class Scaling Up™ tools, skills, and best practices. We offer this service online and in-person.

The Advanced Phase III course provides training on how to recruit and develop a teams and leaders. It explores how to grow the company through intentional development of a company culture that embraces communication, effective processes, and thoughtful strategy. Each trainee will work with the customized executive training tools they need to inspire action, results, and accountability towards the company’s larger vision.

What The Scaling Up Partnership Looks Like:

Instructor: The Champion Performance Staff
Also Included: Access to all Scaling Up™ PDF exercises, tools, videos, and resource materials.

Full-Day/Half-Day Training Sessions:

Working in 8-hour sessions or two 4-hour sessions, we will complete 12 training modules each month to build leadership knowledge, drive action toward quarterly goals, and facilitate individual check-ins with leadership.

Appendix A

All businesses run best when these “Four Decisions™” are made correctly:

  1. People: Build your team’s high-performance culture
  2. Strategy: Build a business model that is profitable and drives growth.
  3. Execution: Stay focused and implement all the critical elements of your strategy.
  4. Cash: Keep a strong cash flow to drive growth.

We call these the “Four Decisions™”.

In pursuit of your goals, we will teach you to identify them clearly in order to prepare you to develop and implement your “One Page Strategic Plan.” Your long-term business goals and the required short term actions will then be aligned.

As you develop your One Page Strategic Plan, we’ll guide you to identify company’s particular requirements in the areas of People, Strategy, Execution, and Cash. In preparation for potential business growth opportunities, we’ll provide training to help you identify the essential skills and knowledge needed to make the most of these opportunities. We’ll also take note of any knowledge gaps that may arise during this process and educate you on how to identify and rectify them.

Ready To Take Your Game To The Next Level? Get An Online Meeting Scheduled Today.

TRAINING WITHIN THE SCALING UP™ PROGRAM CONSISTS OF 12 MONTHLY MODULES:

Delivery For All Courses:
On-Site Presentation, Guided Discussions, Exercises And Worksheets For The Team To Complete.

Month 1:

Interpersonal Communication

8 HOURS

Outcomes:
The team will:

– Learn how to review and evaluate their Communication Rhythms.

– Learn about Opposite Strengths and complete an Opposite Strengths Inventory (OSi).

– Learn the benefits and challenges of asynchronous communication and how to use it to improve teamwork.

Assessment:
Is the team able to assess how their OSi can enhance interpersonal communication within the team? Can they create a strategy to use asynchronous communication to improve productivity?

Month 2:

Compelling Story Development

8 HOURS

Outcomes:
The team will:

– Learn advanced marketing techniques and how to apply them.

– Learn why storytelling is a powerful marketing and leadership tool.

– Discover what are the compelling stories that connect to their customers.

Assessment:
Is the team able to describe their marketing strategy and core customer? Can they create the Compelling Story of their organization?

Month 3:

Time and Priority Management

8 HOURS

Outcomes:
The team will:

– Learn the tools to understand time and priority management to affect the efficiency of their projects and teams.

– Discover ways that they can assess their own time and priority management systems.

Assessment:
Is the team able to assess and find potential ways to improve their current system of priority and time management?

Month 4:

Productivity Development

8 HOURS

Outcomes:
The team will:

– Learn how to expand the SWOT analysis to the TOWS Matrix.

– Learn to identify leading and lagging indicators to measure their progress toward objectives and milestones.

Assessment:
Is the team able to complete a TOWS Matrix analysis? Are they able to identify leading and lagging indicators that measure progress to their objectives?

Month 5:

Recruiting, Hiring, Onboarding Best Practices

8 HOURS

Outcomes:
The team will:

– Learn tools and strategies to identify and recruit the right talent.

– Learn how to identify “Fit Factors” to hire people that match the organization’s vision and values.

– Learn to identify key elements for onboarding new hires and transitioning them into long term employees.

– Learn how to use best practices to supplement onboarding processes for new hires.

Assessment:
Is the team able to identify the “Fit Factors” for their organization? Do they have the tools to assess their onboarding process?

Month 6:

TopGrading™ Best Practices

8 HOURS

Outcomes:
The team will:

– Learn what TopGrading™ is and how it can optimize their leadership team through recruitment or advancement.

– Learn how to incorporate TopGrading™ into their hiring practices.

Assessment:
Is the team able to demonstrate the TopGrading™ interview techniques?

Month 7:

Dashboarding

8 HOURS

Outcomes:
The team will:

– Learn how Big Data can be used in tools and processes to provide analysis about their organization and larger trends.

– Learn how dashboard tools can be centralized and simplify reports.

– Learn how to use and analyze the data for organizational health and growth.

Assessment:
Is the team able to use the dashboard tools to improve the organizational health?

Month 8:

Acquisition Best Practices

8 HOURS

Outcomes:
The team will:

– Learn best practices for acquisition and how to assess if acquisition is a viable option for organizational growth.

– Understand how these best practices can prepare your organization for acquisition.

– Learn how to create systems and processes to prepare the organization for transition during and after acquisitions.

Assessment:
Is the team able to assess whether an acquisition is a good fit for their organization? Can they create the systems and processes needed for an organizational transition?

Month 9:

Leadership Development (LQi)

8 HOURS

Outcomes:
The team will:

– Learn how to review and refine their Organizational Chart to support and develop leaders.

– Learn about the Leadership Quality Index (LQi) and complete an assessment of their LQi.

– Understand how an intentional culture can make your organization attractive to potential new hires.

Assessment:
Is the team able to complete and assess and gaps in their LQi? Can they describe their organizational culture and how it aligns with their organizational vision and values?

Month 10:

Accountability Systems and Processes

8 HOURS

Outcomes:
The team will:

– Learn best practices for to manage accountability.

– Understand how to use tools such as Microsoft Teams, IT Structure, and other tools to implement accountability systems and processes.

– Learn the importance of embedding these systems and tools in all levels of the organization.

– Learn ways to roll out changes so all levels of the organization are willing and able to implement them.

Assessment:
Is the team able to use the systems and tools and embed them in the organization to create accountability? 

Month 11:

Coaching Best Practices

8 HOURS

Outcomes:
The team will:

– Learn coaching techniques to support the management team and alignment amongst the leadership team.

– Learn the best practices for coaching direct reports.

Assessment:
Is the team able to demonstrate basic coaching skills and understanding of how to use them in the workplace?

Month 12:

Leader Transitions and Build to Sell

8 HOURS

Outcomes:
The team will:

– Learn how to prepare an organization to make it attractive for sale or acquisition.

– Learn how to develop systems and processes to prepare the organization better for transitions during and after sales.

– Learn to prepare leadership to guide employees into and through a sale while maintaining communication and organizational culture.

Assessment:
Is the team able to assess if the sale of the organization is a viable option? Can they create the proper systems and processes needed to make the organization attractive for a buyer?  

LEARN MORE ABOUT SCALING UP™: PHASE 3

What People Are Saying About our Scaling Up™ Course:

Ken Larson's skillful method of weaving concrete solutions with meaningful anecdotes gave me the fire to apply his techniques to find new methods both personally and professionally. Ken walks his talk and he brought life, energy and determination to what potentially could have been a difficult virtual presentation to CAPL during COVID. I highly recommend Ken if you need a push, new momentum or to discover which direction to lead your team or yourself.
Jeff Rideout
Vice President, Canadian Association of Petroleum Landmen
Ken was instrumental in assisting our organization define a strong culture which is deeply rooted in everything we do today. Ken also facilitates a "Life Coaching for Fitness Professionals" program that is one of the best received courses on our schedule. We have had many employees take the course more than once. I would recommend Ken to assist with a company looking to build a strong people related culture.
Scott Wildeman
Sr. VP Operations, International Fitness Holdings Inc
I have been working with Ken for approximately for a year and have found him to be an excellent resource for addressing professional and personal issues and opportunities. Ken is an extremely focused individual and takes an action-oriented approach that delivers results. We have leveraged his abilities from a corporate perspective, specifically the FranklinCovey and Gazelle programs, with considerable success and intend to utilize his talents in the future to assist in the development of our business initiatives and corporate culture.
Peter Huff