Perfecting the Art of
VALUE STREAM MANAGEMENT
PERFORMANCE … OPTIMIZATION … CULTURE … CHANGE
Perfecting the Art of
VALUE STREAM MANAGEMENT PERFORMANCE
OPTIMIZATION … CULTURE … CHANGE
OptimiZ Consulting LLC
Box 337, Gilbert, AZ   85299   USA
Office: 480-545-9095
Cell: 480-223-2230
kay@miningopportunity.com

SEMINARS & WORKSHOPS

 5 OPPORTUNITIES

 
NEW!
SPEND A DAY WITH KAY!

You choose the topic. I work with your team.

You will NEVER GO BACK to your old way of

thinking or working together!

PASSIONATE ABOUT POTENTIAL … CRAZY ABOUT CHANGE!

KAY SEVER HELPS YOUR TEAM

SEE WHAT THEY COULD NOT SEE,

BELIEVE WHAT THEY COULD NOT BELIEVE, AND

CHANGE WHAT THEY COULD NOT CHANGE IN YOUR BUSINESS… UNTIL NOW!

IF YOUR COMPANY OR EVENT IS LOOKING FOR A PROGRAM THAT:

  • IS FRESH, MEMORABLE AND REALLY DIFFERENT!
  • MANAGEMENT CAN IMMEDIATELY BUILD ON.
  • DRIVES RADICAL AND RAPID ORGANIZATIONAL CHANGE,

YOU NEED TO TALK TO KAY!

KAY’S BUSINESS EXPERIENCE AND FOCUS ARE UNIQUE

  • A WORLD EXPERT in ORGANIZATIONAL BARRIERS TO CHANGE – what they are, root causes, where to look and how to remove them.
    • Completed a 3-YEAR IN-DEPTH STUDYof MANAGEMENT’S BARRIERS TO CHANGE AND OPTIMIZATION.
    • Created a BARRIER REMOVAL PROCESSSPECIFICALLY FORMANAGEMENT TEAMS.
      • REVEALS HIDDEN BARRIERS TO CHANGE AND OPTIMIZATION.
      • TEACHES COMPANIES how to find and remove MANAGEMENT’S BARRIERS.
      • SIMULTANEOUSLY IMPROVES PERFORMANCE, CULTURE, CREDIBILITY and SPEED OF CHANGE.
  • KAY KNOWS WHAT REAL SUCCESS IN BUSINESS LOOKS LIKE!
  • During 100-year low prices, Kay helped a business “BREAK-EVEN” and REMAIN OPEN while competitors were closing, downsizing or scaling back.
  • Kay has helped create OPTIMIZATION PLATFORMS and CULTURES that delivered AMAZING RESULTS!

KAY’S CONTENT IS UNIQUE

  • NEW PERSPECTIVES ARE THE KEY TO REAL AND LASTING CHANGE.
    Without a new perspective on why something should be different, people will listen (for awhile), change (for awhile) and then find reasons why that “something” isn’t worth doing anymore. However, if people are given new perspectives about hidden losses, opportunities and barriers that are holding them back, it is much easier to adopt new ways to think and work together, choices that are SELDOM MADE if the barriers are left in place.
  • MOST COMPANIES CHANGE WITH THEIR BARRIERS IN PLACE, WHICH IS WHY CHANGE IS HARD AND SLOW!
    We have been starting in the wrong place with changefor the past 100 years! Why do I say this? Since the time of Henry Ford and the assembly line, we have designed and implemented process changes without removing all the barriers that prevent their success. WHAT IF the LAST SET of barriers were removed? How much easier and faster would change be? How much more money could we make? How great would the cultures be in the workplace?
  • IT’S TIME TO TAKE THE LID OFF OF YOUR ORGANIZATION’S POTENTIAL FOR GROWTH AND CHANGE!
    A lid on a jar does two things: it keeps the contents in the jar AND it prevents anything on the outside from getting in. Organizations have invisible lids that prevent new ideas from getting in and limit the potential for growth, expansion and success. These lids act as barriers to change and are NOT REMOVED by traditional change methodologies. It is time to take off your lid off! Removing your lid starts with new awareness that it existsand  understanding what it is made of, followed by training on how to remove it.
  • I USE PROPS, STORIES AND INTERACTIVE EXERCISES TO CREATE “CHANGE EXPERIENCES”!
    My goal is to create at least one moment for each person that will change what they believe about their role in change and what is possible to achieve and change. I seek to remove the limits on their thinking and give them the courage and vision to tackle the problems they have never been able to solve, which positions them for amazing success! I use innovative props,breakthrough analogies and storiesthat help people thinking in new ways and free them of personal and organizational barriers that hold them back. We have fun and they leave with takeaways that they can immediately apply in the workplace and their personal lives.

SESSIONS TITLES:

  1. Spend A Day With Kay: New Perspectives on Old Problems NEW!
  2. Trust and Credibility: Lost in a Moment with a Wrong Choice
  3. 5-4-3-2-1 BLAST OFF: Escape Your Barriers and Maximize Profit
  4. Manage the Big Picture: How to Rise Above the Organization Chart
  5. “Change Wisdom”: Management Perspectives That Rule Performance

SESSION DETAILS:

Spend A Day With Kay: New Perspectives on Old Problems    NEW!
Location: On-Site or Remote LIVE Video Session
Length: ½ Day or Full Day
Number of Participants: unlimited
Follow-Up Consulting/Coaching Available on Request

Session Description:This is a day where you set the agenda. I share my perspectives and experiences that will help you create the desired result and change faster.

Topics involving improving performance, culture, unsolved problems, and management team effectiveness. The discussion will be open and informal. Lots of exchange and honest communications expected. Options for topics include but are not limited to:

  • Equipment productivity, cost reduction strategies, key measures, project management challenges
  • Department collaboration, silos, management team interaction, trust, credibility
  • Setting and meeting expectations, customer &supplier issues, culture change challenges

NOTE: This session can be an interactive session for the executive team.

Who Should Attend: Executives, Middle Management, Department Heads and Supervisors, Managers that “touch” the topic on the agenda.

Trust and Credibility: Lost in a Moment with a Wrong Choice
Location:
On-Site or Remote LIVE Video Session
Length: ½ Day or Full Day
Number of Participants: unlimited
Follow-Up Consulting/Coaching Available on Request

Session Description: The connection between trust and performance is poorly understood in most companies. As a result, trust is undervalued by most management teams. It may even be viewed as an “optional” culture characteristic that management can choose or not choose to pursue or sustain. The truth is thattrust between management and the workforce and within management teams is tied directly to the bottom line, culture, change and credibility. It can be viewed as a performance KPI linked to a company’s ability to optimize performance and change faster. Without trust,  

  • Companies cannot achieve their improvement goals.
  • Change is slow and becomes a game that everyone plays but nobody wins.
  • Important problems go unsolved for years and continue to generate “unreported losses” for years.
  • Management works harder at maintaining their power than empowering their people.

Trust goes hand in hand with management credibility. In business, credibility is EVERYTHING! Bank loans depend on it, promotions depend on it, and trust and respect depend on it. Credibility is a lagging indicator of management’s ability to “get things done”. Management teams create expectations for future performance and organizational change. If they frequently fail to follow through as expected, shareholders, the BOD, other members of management and/or the workforce aren’t sure what to believe and begin to doubt the capability of individuals or the team. That’s when trust is lost and management credibility suffers. Once trust is lost, it is difficult to rebuild.

Building trust and credibility involves making intentional choices to create a different result, which are not always the easiest choices to make. Training designed to build trust and credibility gives management teams new confidence and courage to make those choices. Content would include:

  • Raises awareness about the real-world dynamics that affect trust and credibility.   
  • Reveals connections to performance, culture and change. 
  • Introduces “collisions”, a defining moment during the change process for trust and credibility.
  • Actual business cases illustrate how management choices build or destroy trust and credibility, as well as make the difference between success and failure with change.
  • Stories and case studies about barriers to change deliver “breakthrough perspectives” about management’s role in change and what is possible to change and achieve. Workshops include interactive exercises.

Who Should Attend: Executives, Middle Management, Department Heads and Supervisors

5-4-3-2-1 BLAST OFF: Escape Your Barriers and Maximize Profit

Location: On-Site or Remote LIVE Video Session
Length: ½ Day or Full Day
Number of Participants: unlimited
Follow-Up Consulting/Coaching Available on Request

Session Description: The Saturn V rocket carried the Apollo astronauts to the moon and back. It was the first rocket to have 3 stages because a3RD STAGE was required to escape Earth’s gravity. Without it, Neil Armstrong would never have taken that “one small step for a man…”

It’s time to BLAST OFF to the “Final Frontier of Change” filled with new perspectives about barriers to change and what is possible to achieve or change!Just as Earth’s gravity (an invisible barrier) kept the moon out of reach until we did something differently to escape it, companies have invisible barriers that act like gravity and we must do something differently to escape them as well. These barriers prevent companies from reaching their performance goals, steal profit, make change hard, prevent problems from being solved, and deny access to potential for growth. The good news is that it is possible to escape your gravitywith new perspectives and some innovative “escape strategies”. Attendees will NEVER GO BACK to their old way of thinking about business success.     

  • Analogies about space travel, breaking free of barriers in business, new strategies for change, new mindsets required for optimization, and new perspectives about what is possible to achieve & change are all included at some level of detail. 
  • Companies accept slow change as a normal part of the change process. NOT TRUE! Fast change is as easy as “clearing a racetrack” of traffic cones and tree limbs.   
  • Learn about the “3 stage timeline” for change in organizations. Find out where you are on the timeline and what the path ahead looks like. 
  • Stories and case studies about barriers deliver “breakthrough perspectives” about management’s role in change and what is possible.

 Who Should Attend: Executives, Middle Management, Department Heads and Supervisors

Manage the Big Picture: How to Rise Above the Organization Chart
Location: On-Site or Remote LIVE Video Session
Length: ½ Day or Full Day
Number of Participants: unlimited
Follow-Up Consulting/Coaching Available on Request

Session Description: The organization chart is a powerful driver for behavior. It tends to create a “I manage my box” mindset for department and division managers. We recognize symptoms of this mindset when managers and superintendents won’t work together, supervisors are inconsistent with their people, departments don’t deliver the service promised, and employees don’t trust management. Companies accept these actions and beliefs as “part of the culture” and say they can’t be changed.

Losses associated with these behaviors can be significant but are not tracked, so you remain unaware of their financial impact. You have been taught that process changes will help change culture. But… process changes cannot fix problems that were not caused by processes. Poor working relationships between department relationships are rarely caused by processes. Instead, many are caused by factors that originate within the management system. When poor relationships between departments are accepted as “part of the culture” or “just the way it is here”, providing good customer service becomes almost impossible. Problems never get solved and losses related to poor relationships continue to occur, hurting internal and external customer relationships, the bottom line and management’s credibility.

  • Connections between working relationships and performance, culture, projects and change will be exposed.
  • Management’s beliefs about their role in department relationships will be examined.
  • Stories and case studies about barriers to change deliver “breakthrough perspectives” about management’s role in change and what is possible to change and achieve. Workshops include an interactive Sudoku group exercise that highlights the importance of departments having information they need to provide great service and meet their goals.

*Note about Sudoku Exercise:Audiences “experience” the angst of poor working relationships while interactively solving a Sudoku puzzle. I capture their learnings and we draw analogies between their “experience” in this session and their workplace – solving problems, communications, meeting targets, management effectiveness, etc. Audience feedback on this exercise has always been positive. This program is designed to change mindsets very quickly with a goal of helping a management team develop a single vision, see the “big picture” and work with a customer service attitude. Attendees often say they will immediately change the way they interact or solve problems as the result of what they learned in this exercise. I use this exercise frequently with my clients to bring departments together and help each group see their role in managing processes and solving problems that stretch across multiple departments.

Who Should Attend: Executives, Middle Management, Department Heads and Supervisors

“Change Wisdom”: Management Perspectives That Rule Performance
“Change Revelation happens at the moment when NEW insights change your perspective on OLD problems.
Change Wisdom is the decision to use those insights to choose different actions that change the outcome.
When Change Wisdom is activated, real and lasting change is just a moment away…” Kay Sever, 2012

Location: On-Site or Remote LIVE Video Session
Length: ½ Day or Full Day
Number of Participants: unlimited
Follow-Up Consulting/Coaching Available on Request

Session Description: “Change Wisdom” imparts new perspectives on the hidden barriers that determine success and failure with change. These perspectives help form new mindsets and skillsets that remove barriers to change and enable companies to meet expectations and reach their potential.

For the past 100 years, “Change Wisdom” has been missing from management’s tool box. “Change Wisdom” is a learned skill that every management team is capable of learning, regardless of their past collective experiences in leading change and solving problems. It can be applied when making decisions about capital investment, setting targets or responding to problems. The choices made by management teams in those moments have great impacts on profit and culture for years to come, so it is imperative that management teams understand these hidden dynamics of change and how, with new knowledge, they can take much more control of the outcome. These choices reflect management’s knowledge of Change Wisdom.

Executives and middle management will never go back to their old way of thinking about change and their role in change after hearing these “Change Wisdom” messages, real life business examples and case studies.

 This program is designed to change mindsets very quickly with a goal of helping a management team think as one mind about Change Wisdom and the power it gives them to influence future profits and culture. Attendees say they will immediately change the way they interact or solve problems as the result of what they learned.

Who Should Attend: Executives, Middle Management, Department Heads and Supervisors

CALL KAY TO SCHEDULE: 480-545-9095 or 480-223-2230

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OPPORTUNITY:
An odorless invisible element defined as a favorable set of circumstances in business. The only element with an infinite atomic number and weight. When discovered, it reacts with management strategies and corporate cultures to produce a desirable green substance found in financial institutions.