Are you wary of the tips and tricksters who use the term "optimization" to share short-term suboptimal tactics that produce questionable results? If so, you have landed in the right place. We are the global authority in Optimal Thinking, and optimization.

Employing realistic, superlative, timeless, universal optimization principles, our purpose is to optimize - not just manage or improve - the performance of individuals and organizations with consistent Optimal Thinking. Keep in mind, in the absence of Optimal Thinking, optimization is an empty promise.

We work within large corporations, government and educational institutions, not-for-profit organizations, small businesses, and with private individuals to create “best place to work” environments where individuals, teams and departments consistently do their best, regardless of the circumstances. The following programs, products and resources utilize Optimal Thinking and best practices to achieve the best solutions.

  Organizational Culture Optimization
  Rate and Optimize Your Business Leadership Skills
  Optimize the Thinking of Individuals and Departments
  Optimize Your Sales Organization
  Rate and Optimize Business Processes and Product/Service Design
  Business Turnaround Optimization
  Employee Motivation Programs for Optimization
  Business Consulting Optimization
  Optimal Business Writing Services
  Executive Coaching for Optimal Results
  Rate and Optimize Departmental/Organizational Communications
  On-Site Optimization Seminars
  Public Optimization Seminars
  Optimal E-Learning
  Senior Executives Optimal Mastermind Alliance
  Outplacement Career Coaching for Executives In Transition
  Business Optimization Blog
  Optimal Leaders' Newsletter
 

Optimization Case Studies

• Organizational Assessment and Optimization: A large department of a national organization was performing poorly after a new leader had taken the helm and restructuring had taken place. Morale was low and the business objectives were not being met. After performing oral and written assessments, we provided specific recommendations to optimize the organization structure. Dr. Glickman provided coaching for the leader to communicate with the best interests of the employees and the organization in mind and heart. Optimize Your Team workshops aligned with the department’s five measurable objectives were customized and conducted for the employees, and a follow up program was implemented to determine the results. A 41% increase in their most important business metric (cases completed) was achieved within a period of one year. Increases of 39% - 65% were achieved for the other metrics (aging cases resolved, cycle time per case, employee satisfaction, and customer satisfaction) within four years.

• Productivity and Profitability Optimization: An 8,000 employee corporation was experiencing poor productivity and profitability primarily as a result of poor risk management. We made changes within command and control, and implemented Optimal Thinking to determine the company ’s best practices for risk management and damage control. We designed and presented seminars to maximize individual thinking, productivity and communications, and organizational efficiency and effectiveness. Much needed enthusiasm was again palpable within the organization and an 18% increase in top line results was achieved that year.

• Strategic Planning and Implementation Optimization : A mid-sized financial services organization was receiving customer complaints due to a recent change in corporate policy. With the help of focus groups, social networking and individual interviews, we listened to the voice of the customer. We shared the information with leadership and asked the employees for their best solutions. We were then able to design and execute a strategic optimization plan with “employee ownership” that served the best interests of the customer.

• Hiring the Right People: The human resources division of a large organization was concerned about the turnover of personnel. Although candidates submitted resumes and went through background checks and skills assessments, 18% of those employed left the organization within six months. During exit interviews the majority of these employees stated that they did not feel they were the right fit for the organization. We recently implemented the Optimal Thinking Online 360 Assessment as a hiring tool for a trial period of 12 months. During this period, only 2% of a similar number of candidates have left the organization, and their reasons for leaving were based on situations beyond their control. The Optimal Thinking Online 360 Assessment will now be a permanent part of the organization’s hiring procedures.

• Culture Optimization: After experiencing funding cuts, the employees of a U.S. government organization were anxious, despondent, focusing on issues that were out of their control, and wavering in their productivity. “Why bother?” was felt throughout the organization. We assessed the employees’ thinking patterns with the Optimal Thinking Online 360 Assessment and implemented Optimal Thinking. The employees committed to doing their best regardless of the circumstances and learned how to consistently integrate time, communication and leadership optimization strategies to consistently maximize any and every situation.

• Sales Optimization: Over several years, to best support organic growth of a multi-billion dollar food marketer in the U.S. (although with no presence West of the Rockies), we best aligned and re-aligned the sales force, while introducing new product lines, and expanding markets. Starting with a team that sold fresh food to grocery stores over the phone, we added regions (South and Midwest), products (prepared products), and new markets (foodservice and deli). We optimized sales techniques, physical coverage (instead of primarily phone contact), and compensation plans. We reduced the number of production facilities while enlarging their size, and streamlined logistics simultaneously. New products were introduced through acquisition and internal development. Change optimization with contingencies to minimize unnecessary disruption was critical while introducing structure and territory/account maps to address new business and best help existing business. The new products and territories attracted very different personalities, who presented product benefits in person. We accomplished our objectives by careful understanding of the entire sales process and the characteristics of the most appropriate sales people.

• Interdepartmental Optimization. Many employees (including leadership) in the manufacturing and sales departments of an automotive corporation did not get along, and miscommunications between the two departments were impacting the entire organization. We provided conflict resolution and assertiveness skills best practices coaching to the key personnel. We also designed and facilitated an Optimize Your Team workshop for employees in both departments aligned with metrics to measure results over a two-year period. Mutual goals were set and achieved and the “organizational bottleneck” was eliminated.

• Turnaround Optimization: A 2000 employee organization with gross annual revenue of $22,750,000 was $18,250,000 in debt and on the verge of bankruptcy. By reengineering the organization, we eliminated the long term debt within 28 months. We achieved cash reserves of $1,100,000 within 36 months. We increased sales, added revenue streams, cut unproductive product lines, eliminated suboptimal operational inefficiencies, downsized personnel, and developed and executed new strategies, goals, and objectives.

• Leadership Development Optimization: We conducted a 16-week motivational management program for the partners of a national professional services firm. We coached several partners in assertive communications; conflict resolution; motivating employees to be their best; and how to best manage time. We facilitated 16 workshops where the vision, mission, guiding principles, values, strategies, innovation and tactics of the organization were reviewed, optimized and executed.