At CoVergence Group we lend over 70 years of collective experience working alongside business owners, families and executives helping them to achieve both their business and life goals. Trust is at the foundation of every conversation we enter in to as we respect the confidential information shared by our clients. Our passion is to help you reach your fullest potential by helping you to identify your purpose or call while focusing on strengths and managing weakness.
Gift & Strength Assessments
Most of us live busy lives with significant demands on our time. “White noise” drowns-out what is most important and well-intentioned people often pull us in many different directions, including the wrong ones. By living with intentionality we are better able to more effectively walk out our call with precision and focus.
Gallup research proves that people succeed when they focus on what they do best. When they identify their talents and develop them into strengths, people are more productive, perform better, and are more engaged.
CoVergence is ready to walk this journey with you as you identify your natural talents and gifts, define your purpose and call and finally, learn how to bring all these things together to drive you successfully toward accomplishing your dreams and reaching your goals. We do this by conducting a series of assessments — depending on your individual situation. Our desire is to help you drive forward with more effectiveness in both your business and personal journeys.
Family-owned businesses are the backbone of the American economy. They account for 50 percent of the U.S. gross domestic product, generate 60 percent of the country’s employment, and account for 78 percent of all new job creation. 1At Covergence Group, over the years, we have worked alongside many families with estate plans as well as addressing the challenges of running and operating their businesses. We find one thing in common regardless of industry or geographic footprint: conflict is nearly always present in family-owned companies. The reason is quite simple. The family-owned business brings unique challenges because home and work life is inseparable. While family relationships should be based upon unconditional love and acceptance, business is all about performance and accountability.Why do we know Family Business Coaching is needed? More than 30% of all family-owned businesses survive into the second generation. Twelve percent are still viable into the third generation, with 3% of all family businesses still in operation at the fourth-generation level and beyond. 2Just as the very best athletes, entertainers, speakers, and performers in many fields require coaches, so do successful family-owned businesses.CoVergence Group has considerable personal experience in this area. Whether it is facilitating a family meeting or meeting one-on-one with family members, we are committed to helping you achieve breakthrough results in your families and your family businesses. Whether you are in the Start-Up, Growth, Maturity or Transitional business-cycle phase we want to help you experience CoVergence where significance and purpose merges with success. Our passion is to help you, all along your business journey, build a strong and impactful legacy.
Clark, T. “The Biggest Myth About Family Businesses.” 2014. Forbes. Retrieved June 2014:(http://www.forbes.com/sites/groupthink/2014/05/20/the-biggest-myth-about-family-business/)
Family Business Alliance. Retrieved June 2014: (http://www.fbagr.org/index.php?option=com_content&view=article&id=117&Itemid=75)
High Performing Teams (“HPTs”)
What Is a HPT?
A HPT refers to a team, organization or group highly focused on goals and driven to achieve superior business results. HPTs often outperform expectations on a consistent basis.
Why HPTs? My team may not be ready or has not reached this status.
Perhaps ownership is concerned the organization is not ready to challenge and invest in moving the team to a higher level of performance. Rest assured, it is always the right time to start investing in the teamwork culture to achieve the organizational vision, goals and objectives, which at the end of the day are dependent on people.
CFO asks, “What happens if we invest in developing our people and then they leave the company?” CEO answers, “What happens if we don’t, and they stay?” — Unknown
Most business ownership seeks to drive to a culture of HPTs for different reasons. At the top of the list, members of HPTs report that HPTs are satisfying and fun because the members are asked to contribute at their highest potential and grow professionally through learning. Perhaps the most compelling of reasons for creating an environment of HPTs is because members display a deep and solid trust in each other, believe in the team’s unifying purpose and are freely permitted to express ideas. Creating this environment is what delivers improved performance in both the employees as well as the business results.
When building a HPT, ￼￼Gift & Strength Assessments￼ come into play in order to maximize the effectiveness of the team and organization. People perform at a higher level and are happier when you leverage their strengths.
A man should never be appointed to a managerial position if his vision focuses on people’s weaknesses rather than on their strengths. The man who always knows what people cannot do, but never sees what they can do, will undermine the spirit of the organization. Of course, a manager should have a clear grasp of the limitations of his people, but he should see these as limitations on what they can do, and as a challenge to them to do better.
— Peter Drucker in The Effective Executive
In working with business owners or the ownership’s C-level executives, CoVergence Group typically gets involved in working with HPTs or the management team in the execution of organizational needs whether it is conducting ￼￼Gift & Strength Assessments￼, Business Transition Planning, Strategic Planning, ￼￼￼￼Business Process Management, or an M&A deal.
￼The team with the best players usually does win – this is why you need to invest the majority of your time and energy in developing your people.
— Jack Welch