It's one thing for us to tell you how this program works. It's quite another to hear from our clients. Here are three solid examples of the results we have produced for our clients. We have changed names to keep some details confidential.

If you're serious about bringing this program into your organization, contact us and we'll share with you even more success stories of people who have achieved results with our coaching.

Client #1: Robert Director of Global E-Commerce Fortune 50 company

The Problem:

In the fast-paced environment that Robert was in, he and his staff were heading toward burnout. Their plates were overflowing, and every day Robert was working more hours to get stuff done with a staff that simply wasn't producing the results he demanded. Not only was he exhausted, but his team was feeling the pressure as well. Robert knew there was no way he was going to get the results his company wanted if he didn't find a way to create some balance.

Robert hired us and began to implement Drive Your People Wild Without Driving Them Crazy^®. Through our coaching work, Robert learned how to better manage his time, his work load and his staff. He learned how to delegate more often and more successfully, and he learned how to use his own brilliance on the projects that matter most. He was able to get his top talent motivated, productive and results-oriented. More importantly, we worked with his staff to do the same thing.

Results:

1. A 75% reduction in the items on everyone's to-do list that were not directly related to driving profits. "Connecting work and tasks to the bottom line is simply the most important skill needed in the fast-paced, competitive business environment, but it is often the least understood," Robert said. "Helping my team understand what we weren't going to do was really more important than helping them understand what we were going to do."

2. Discovering the team's individual strengths and making the jobs fit the skills. When Robert got rid of the tasks he didn't need to do, it freed him up to focus on what truly matters to reaching company goals. His staff was equally freed to focus on projects that demanded their own particular brilliance. This single action resulted in a 25% increase in productivity because people were finally in the right jobs.

3. Getting creative with solutions. With the use of video conferencing, the Internet, and other technological resources, Robert set up his employees with the right tools to avoid excessive travel. Before working with us, Robert himself would jump on a plane at a moment's notice, and his team didn't get the support they needed because he was never there. His coach helped Robert and his team place boundaries on when they would travel and when they wouldn't. This single effort allowed folks to reduce their travel time by more than 50%. It's hard to have a life when you're constantly on a plane.

4. The program has worked so effectively in Robert's department, the entire division has begum implementing the Drive Your People Wild Without Driving Them Crazy^® program.

Client #2: Jane Vice President of Public Relations Advertising Agency

The Problem:

Jane had spent the last two years working overtime to reach client expectations, and she was just plain tired. Worse, her staff was exhausted. But the work kept piling up, and she didn't know if they could jump in and do it again. Working 60+ hours a week wasn't her cup of tea anymore, and she knew she was burning out her already frustrated staff. She wanted to spend more time with her kids; her staff needed their lives back, but she didn't see how anyone could cut back with all the work they had to do. Her staff kept saying, "Is it really worth all this?"

Of course, the answer was "no." Burning yourself out is not worth the sacrifice when you can have your cake and eat it, too. After hiring us, Jamie discovered that she could increase productivity without sacrificing her life. She and her staff could work normal hours and actually accomplish more during the work day. Most importantly, Jane and her staff could have a quality life outside of work.

Results:

1. Jane shifted from being a PR person to being the leader. One of the first exercises in our program is to have Jane take a good look at the things she was doing every day. It turned out that Jane was spending more than 50 percent of her time doing account executive work. She didn't focus any attention on new business, which was her real job. Jane and her Coach created a Dream Team concept that allowed Jane to lead the right people to do the work that needed to get done. It took a year, but Jane feels as if she finally has the right team in place after firing and hiring key personnel. More importantly, Jane has hired more managers and build a powerful management team who all use our philosophy to stay focused and on track.

2. Focus more time on the things that matter. Another problem Jane experienced was that she constantly put out fires all day long. This program helped her create theme days for the entire department — which we called Laser Days, Support Days and Free Days — to build momentum and to get more done in less time. Jane's new business efforts have tripled. Her staff is happy, she has been able to keep her top talent.

3. Go home and stop working on evenings and weekends. Once Jane got a sense of what truly mattered at the office, she and her staff were able to stop working evenings and weekends and take more time off. They are now focused on profit-oriented behavior, and they got their workloads under control so the compulsion to work long hours was alleviated. The best thing they did was learn what to stop doing so they could focus on the things that added real value and bottomline results.

4. Jane has now been promoted to Vice President of Public Relations and is fully enjoying her work, her family and her own personal time off as well. The top talent she fought for has stayed by her side, enjoying a quality work life and the freedom to appreciate their home life. The real payoff? Productive, happy, loyal employees that stay because they're given options, flexibility, rewards and compensation, time off, and the direction, resources and tools necessary to do their jobs and drive profits. Just as important, their department billings have come close to doubling during the past 12 months as a direct results of this coaching work.

Client #3: Frank Founder and President $3.5 Million Service Firm

The Problem:

When Frank picked up the phone to contact us, he was highly annoyed. During the last three months, he had lost two of his top people. Both of them told Frank they were tired of working 80-hour work weeks. Although Frank told them they could work less hours, they said, "But you don't. How can we go home when you're here all hours of the day." Frank's response: "But I own this place." They walked.

Frank had big goals for his company. He wanted to grow the firm to $15 million in revenues, and he understood that retaining his key talent was a must in making this happen. But he also had major control issues. Because he founded the company, it was like a child to him, and he was having a hard time giving up control to his leaders.

When we started working with him, the majority of our focus was on helping Frank and his leadership team upgrade their skills to be executives of a $15 million firm. They needed to shed their start-up mentality and grow into powerful leaders. And learn how to inspire their people to produce breakthrough results.

Results:

1. 1. In two years, Frank and his leaders grew the firm into a $8 million company, well on their way to their long-term goal. Just as important, they kept employee turnover to less than 10 percent in the last 12 months.

2. Frank got very clear on which leaders on his team had the capacity to lead a larger organization and which did not. He redesign their workload to reflect their strengths – and he did the same thing with his staff. And himself. Frank went back to launching new profit centers and closing big deals. The rest of the organization handled everything else.

3. The leadership team also made "getting a life" a priority. They started trashing projects that weren't driving the bottom line, and they're instituted a "Is There A Better Way?" program to focus employees to do things quicker and easier. The average employee reduced their working time from 55 hours a week to 43 hours a week in two years. And look at how the company has exploded in growth.

If you're interested in our Drive Your People Wild Without Driving Them Crazy^® program, contact us for a free consultation. One of our coaches would be happy to spend time with you to determine if our program is right for you.