We work with the ‘Three Tall Trees’ that positively impact organizations and their people: Leadership, Organizational Alignment and Experience.

Changing how an organization works can be daunting, especially if your organization is having some level of ‘success’.

And, the truth is, you know.

You may feel your organization simply isn’t ready for wholesale change (Our Full-on, Whole Human Model). That’s OK. We meet you where you are, and take you as far as you’re willing to go. We can help you address specific weaknesses, both in your Leadership and in your organizational alignment—your culture.

Three Tall Trees, developed The Whole Human Model in conjunction with Vigor Alaska. The Model was used over a two-year period in the Ketchikan, Alaska-based company. Results were tracked in several key areas. The Model is unique, and powerful, for several reasons. It looks at both individual employees and the organization holistically, meaning that there is a deep awareness of the many areas that have impact.

Please visit www.welcometothequest.com for a visual case study Vigor Alaska, and The Whole Human Model in action!

If your organization has specific Leadership-based needs, we can help you ‘patch’ them.

• We can help you identify those with leadership potential (even ‘hidden gems’) and build your leadership bench strength.

• Maybe you have a team that’s barely functioning. We can help them develop into a high-performing team.

• Your organization may have some leaders who aren’t solving problems and taking advantage of opportunities in a creative and curious way. We can help them become amazingly creative and curious critical thinkers and problem-solvers.

• What if you have a department that’s acting as a bottleneck? We can help them communicate better, loosen their grip on information and become team players.

Three Tall Trees' Whole Human Leadership Model develops compelling, curious leaders who are increasingly free of fear. Our Model uses Authentic Leadership as a foundation, and takes leaders on a journey into their own wholeness.

We also work in the following areas:

Leadership Assessment. We use a variety of tools and assessments to assess leaders and their current capabilities and potential. These may include: Think/Feel/Know, DISC, Social Types, Myers-Briggs, The Enneagram, I Am typing (a method acting approach) and Soul Typing.

Critical (Curious) Thinking and Decision-Making. We teach Leaders how to think about...how they think. We help them move past ‘knowing’. Bring curiosity to their thinking. And make better decisions. We use the 6 Thinking Hats and our Proprietary Create! approaches, especially for group decision-making.

Feedback. How to give it, receive it, and have an effective crucial conversation with a difficult employee.

Employee Development. It's your job as a leader. We'll get into how to do it exceptionally well.

Awareness and Impact. Of self. Of others. And, of the world around you. We spend a lot of time on the concept of noticing at a deep level, and helping a leader to notice their ego…and transcend it.

Leading vs. Managing. We'll look at why most leaders actually aren't leading, they're managing. And, we'll delve into how to recognize the default toward managing.

Leadership for the Shy, Anxious and Quiet. Some leaders are less assertive or quieter than others, yet in their own way, they’re very effective, often creating deep levels of trust. We can help quiet leaders find, and bring forth, their voices.

High-Functioning Teams. How to bring clear expectations, accountability and deeper connection to your team. End result: more engagement, innovation and productivity.

Collaboration and Innovation. How to collaborate. How to unleash individual and group creativity, for the sake of great solutions.

Creating GREAT Experiences. We help organizations create memorable, shareable experiences (the kind customers write letters about!). We don’t stop there. We’ll also help you deliver great experiences to other stakeholders.

Cultural Alignment. Three Tall Trees helps organizations gain clarity and create alignment through Purpose (Why does our organization exist?), Vision (Where is our organization going?) and Values (What does our organization deeply believe in?). And, once the organization is moving together, we'll address Customer Experience (and Visitor, Vendor, Stakeholder, etc.).

We use an Appreciative Inquiry approach to help you identify what's true for your organization--the culture that's uniquely (and powerfully) yours. Our approach identifies bright spots. The 'wins' the organization has had in the way it works. We include everyone in your organization, so everyone's voice is heard and buy-in takes off from the very beginning.

There's nothing worse (and more destructive to employee engagement) than working in an organization in which Purpose, Vision and especially Values, are explicit, but are not being honored. Plastering posters with values on them in the hallways creates nothing but cynicism if the values aren't being lived. You can't have 'Caring for people' as a value if making money is more important than anything else.

The data shows that employees are most engaged in their work (and 'engaged' means, willing to give their discretionary time and creative energy to their job--thinking about better, more creative ways to contribute) when their work has a deeper meaning, when the Vision for their company's future is inspiring and compelling and when the Values that define what the company holds to be true are real. A shipyard we work with in Ketchikan, Alaska came up with the Purpose: 'To Honor the Brilliance of the Human Spirit.' That Purpose is driving huge change at the yard. Employee development has become critically important. Aligning an employee's purpose with the work they do--and how they do it. It's also driving addiction recovery, smoking cessation policies and much more.

Please visit www.welcometothequest.com to experience the amazing story of Vigor Alaska, and their Quest to become the best shipyard in the world.

In their 2011 book, The Progress Principle, Harvard Business School professor Teresa Amabile and independent researcher Steven Kramer found that the strongest organizations were those that nurtured their employees’ inner work lives by allowing them to make progress in meaningful work.

Please click here for our Green Paper, Creating an Exceptional Organization: Data and Research.

• Purpose. The data on Purpose is clear: employees crave a deeper meaning in their lives, especially at work. For a cool video on the subject of Purpose, check out Dan Pink's Drive: The Surprising Truth About What Motivates Us' (Their jobs have to matter--and be part of something bigger than themselves. When that meaning is clear and true, employee engagement goes UP!

• Vision. The data's strong here as well. Employees want to know where the company's headed. They want a Vision that resonates and inspires. Something BIG, something that motivates. Something that matters. Employees working toward a common goal are more engaged, productive and creative. Way more. In fact, one broad-based study showed that 68% of employees who perceived their organization's vision as 'highly meaningful' were highly engaged, while only 16% of employees who found their organization's vision 'not meaningful' were highly engaged.

• Values. More data. Organizations that identify what is true for them--what they believe in and value, are more engaged, productive and creative. Organizations that hire, fire and promote based on values are stronger, more collaborative and. happier. Values (if they are real).

It’s possible that your organization has already identified its Purpose, Vision and/or Values, and, that they were never fully accepted by the workforce or integrated into the way your organization works. Or, over time, they’ve lost meaning. They may even be creating cynicism among employees, which can directly and negatively impact engagement.

We can help your organization:

• Make Purpose real and inspiring.

• Help Vision become a strategic plan driver, and employee motivator.

• Make Values real, and an effective tool for hiring, firing, promoting and creating organizational alignment.

Experience is the 3rd piece of the ‘Creating an Exceptional Organization’ puzzle.

Once again, the data is clear.

Organizations that provide their customers (and their Visitors, subcontractors, vendors and, yes, employees) with exceptional experiences are more successful. Much of the research in this area comes from Dr. Noriaki Kano, and his Kano Model.

Customers who have exceptional, shareable experiences will:

• Pay more for a product or service (on average, about 20% more)

• Give you more of their business (increased ‘share of wallet’)

• Remain a customer longer (MUCH longer—on average, more than three times longer)

• Tell their friends, colleagues, anyone who will listen, how great their experience was. We'll help you use your critical mass of Whole Human Leaders and your organization’s Purpose, Vision and Values to create memorable, shareable customer experiences.