"The Energizer", Chief Inspiration Officer & Change Champion
Rachael Collins
I was fortunate to begin the career I am so passionate about at a world class consulting firm where I was well trained in the fundamentals of management consulting. But after a year, I felt confident that I could help clients in a much more comprehensive and cost-effective way by adding expertise in Organizational Psychology and focusing on much more than improving strategy and processes. The human side of getting business done was my fascination and I knew that it was the key to true business success. It truly was and still is and yet many leaders find this crucial element of running an organization to be very challenging.
The Value of a Consultant's Expertise
Leaders Can't be Expected to Go It Alone
Just as in anything in life, no one can possibly know how to do everything and do it well. Realizing your limitations is one crucial indication of a true Leader's self-insight. Not asking for help when a specialized job needs to be done is often a sign of inflated ego and an indication or poor leadership ability. Decades before the word "coaching" was a common practice, internships, significant training and mentorship were the means for learning how to do a job. Many businesses seem to have forgotten the value and this "art" of developing professional expertise and I am advocate and reminder of why it's so important. I have many effective traits, skills, competencies and knowledge to share with you - not to mention perpetual creativity and ideas.
Believe it or not, the battle rages on for basic human rights at work
You’d think that generations of technology improvements and Board retreats would create better places to work but employee dissatisfaction and lack of retention are at an all time high. Why? No one wants to be treated poorly and can only handle it for so long before they quit or burn out. When I wrote the books "Running on Empty" (about stress-induced burnout) and "Wounded by Work" (understanding your impact as a leader), 20 years ago, I never imagined that our workplace cultures in America would not be improved by now and it's so easy to do! Treating employees unfairly is not only illegal (with regard to EEOC and DOL laws and compliance regulations that many organizations are sadly neglectful in understanding and enforcing) but there is a strong movement of employees and candidates refusing to put up with bad behavior as their options to be self-employed increase. Generations X,Y and Z are very entrepreneurial, more values-oriented and are literally your competition if you don't create a GREAT place for them to work. They've been playing online games for years and they want to WIN, which means work at their highest level, have attention, development and succeed quickly. The younger generations want egalitarian leaders and collaboration to leverage their innovative minds and rapid communication. They are accused of changing jobs rapidly and won't put up with authoritarian managers and "just deal with it" like Boomers did. Can you entice the innovative generations to stay in your organization? Of course you can! Ask us how.
The root cause points to BAD BOSSES almost every time
I'm sure you've heard and experienced that dissatisfied talent assets leave Bosses, not jobs. Companies are nothing more than the founder's mission of that business, processes that enable it to serve their customers and bosses who are supposed to be effectively leading others to achieve the goals. Lack of clarity, leadership & business competence or diligence in hiring and respecting the right talent assets onboard will undermine an organization's success every time. It's important to know that most people are NOT born to be natural leaders. Leaders are developed. Everyone with people management authority MUST be trained in the essentials of effective leadership. It's not expensive and easy to customize for any business. Just as in the Hippocratic Oath that medical professionals take, I believe that business owners should have the same intention to DO NO HARM. We can help you do that.
Not leading with Kindness, Valuing Others or Expertise
But there's a LOT more at stake than just making money, achieving status or building the biggest business. It's all about PEOPLE. They create, market and sell your products and services - and buy them too. We're not selling to robots yet! And people need to be cared about and nurtured. They need to feel like they are IMPORTANT as both employees and customers. Building an effective business is NOT about the Quantity of anything. Quality is the foundation on which a an enterprise must be developed. That requires expertise in strategy, planning, branding, people management and culture creation, among other things. It takes investment in the things that matter and eliminating wasted money and effort in things that don't. The good news is that you can re-design and improve every aspect of your business at any time! With the right knowledge, effort, an attitude of continual improvement and serving others, you can build your enterprise to last. It would be our privilege to guide you.
Rachael Collins Bio
Chief Inspiration Officer
Chief Inspiration Officer
Chief Inspiration Officer
- Rachael Collins is the founder of Partners in Prosperity (formerly FuturesQuest). She is a serial entrepreneur who has been a successful organizational effectiveness consultant, facilitator, trainer, researcher, investigator, advocate, thought leader, author and speaker over her 30+ year career. She has worked with industries and companies of varied types and sizes from well-known start-ups (now grown up) to major national brands.
- She is a communication, problem-solving & motivation expert who provides optimal business improvement expertise, insight into the creation of effective cultures and values and leadership savvy to help her clients increase productivity, organizational energy, employee commitment and customer satisfaction in alignment with strategic business goals.
- Rachael is continually researching leading edge business, social and economic issues, because they greatly influence workplace dynamics but says she learns the most from the recruiting candidates who sit across from her seeking new jobs as they share why they left their previous ones. She is sad to acknowledge that the hostile workplace still exists (despite laws protecting employees) and is committed to helping those leaders seeking to create holistic cultures and practices, also known as desirable places to work.
Innovative Problem Solver
Chief Inspiration Officer
Chief Inspiration Officer
- We are always facing change in the world in areas of technology, consumer demands, talent availability, employment law, business trends and much more. It can seem overwhelming to be aware of and manage it all! That is precisely why strategic planning of talent needs, targeted recruiting practices to find the best candidates and diversity of knowledge, experience and skills are fundamental for growth and effectiveness. You must have tight collaboration of effort across a business to reach the goals. Having a clear business (or social) mission, values and expected code of conduct are intentionally built into the culture. It's ESSENTIAL to success and yet a majority of businesses I have seen during my career do NOT have these strong key elements.
- The younger generations of workers (X, Y and Z) are NOT like baby boomers and are attracted to joining businesses where power is shared, collaboration is how work gets done and meeting the mission is fueled by purpose, passion, challenge, innovation and the training to be successful. If today's business leaders don't have the focus, ethics, norms, inclusive style, professional development opportunities and career paths to attract and retain talent with their requirements, they are going to find themselves without the capability to get work done. Rachael champions this catalyst for continual leadership, business and workplace improvement!