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| An Investment In Your Leaders and Employees. “If you are in a position of leadership and do not consider equipping, developing and improving your team as a major part of WHY you do what you do, I have a suggestion. Do whatever it takes to change your thought process. You will NEVER be a truly effective leader and create a culture that you are "For" your team. You will be viewed as "Against Them" or "For Yourself". Sorry to be so blunt but Unwilling To Settle is NOT a Fluff Factory. A layoff or business closing due to poor leadership is blunt also.” – Greg Gilbert "What if? What if, as a result of your leadership team attending our full day, Five ALARMT™ course, you saw improvement in one or more of the following items; quality, productivity, attendance, safety, morale or revenue generation? If not ALARMT™, what are you currently providing that could provide this improvement? Something? Nothing? What if?" - Greg Gilbert “The dictionary is not the only place where “accountability” comes before “profitability” and “sustainability”. It occurs in that order every single day in business and life. The most profitable and sustainable accountability is Personal Accountability.” – Greg Gilbert “Greg Gilbert is a man on a mission who will help you exceed your expectations.” - Willie Jolley-CPAE Speaker Hall of Fame Member. |
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AlarmT > Welcome!
Our mission is to make a difference in American business one mindset at a time. We receive what we tolerate and we want to lower the tolerance level for poor performance.
There are basically two types of training; 1. Equipping 2. Developing. Equipping is the process of teaching a person how to do the specifics of their job. Equipping enables each person to accomplish the primary functions of their job. Every company does this. This is the basics. This is what ALARMT will accomplish. Developing is training that is less about how to do the specifics of a person's job and more about helping that person become a "better, stronger person, not just an employee." This development would help them lead better at home and in the community, not just on the job. The development you invest makes them a much more capable person. Only "Unmost Companies" will invest in the developing of an employee. Check out our www.MyLifeAppraisal.com site to see what we offer in personal development and growth. Welcome to ALARMT, "Accountable Leadership And Results Management Training". You may be a new supervisor or manager just learning the ropes. If so, welcome to management and get ready for a very rewarding challenge and a major entry on your life resume. You may be a seasoned supervisor or manager wanting to add to your tool box. You may be a Human Resources Manager or General Manager or Plant Manager just checking us out to see if we can add value to your organization. Let me say that we have something for everyone. More than likely if you are reading this, you are a salaried employee. That means you are not paid for your hours, you are paid for your results. You will be accountable for the results you produce, not the hours you put in. It's much like this program. If you or your company purchase our course, you purchase many years of my and mentors experience, not just a few hours of our time. Hours worked will probably not be a field or entry on your performance review. Results will be there. Results matter now more than ever. Seniority and tenure take a back seat to results. This is a true statement in any economy but especially true in a down economy. Hey, results, comes before seniority and tenure in the dictionary so that's the way we will address them. I consider the following a true statement, see if you agree: "A company can change computers, change software, upgrade machinery, change systems, change management, even change ownership but as long as you have the ability to get a group of people to work with you, to go in a common direction, develop people, produce and improve results with integrity, you greatly increase your value to an organization and more than likely there will always be a demand for your abilities." You would not believe the phenomenal changes you can make in your organization by just becoming brilliant in the basics. Goals for this class: Learn skills and procedures to: become a better supervisor, manager or Human Resource manager, better person, better leader, reduce your company's liability, change an employee's life, change your life, cut expenses, increase revenue, help your organization become more profitable, increase your value to the organization, which in reality are the things we are actually paid to do as a supervisor or manager. Accomplishing any one of these would be a great return on the initial investment of this program. I would like to invite you to take advantage of decades of supervisory, management and human resources experience with an hundreds of years of mentors' advice thrown in. I didn't learn all of this on my own and with this program; you won't have to learn this on your own. A great number of people spend their lives doing something they don't enjoy during the week, always looking forward to the weekend. They dread Monday, refer to Wednesday as "Hump Day." At the end of the week, they say "TGIF!" But in order to advance, in order to move up to more difficult, more interesting, and higher-paid positions, you must become extremely good at what you are doing right now. If you don't have the desire to be very good at your present job, that means you are probably in the wrong position. If you do not have the ability to have what I call "Courageous Conversations" with employees that are not meeting expectations you may not be a fit for a supervisor or management position. You may be hurting your company and creating a lot of additional stress in your life. Your company deserves your best. I'm not saying you should enjoy conflict and confrontation but it is just part of the job. You CAN NOT run from this. It MUST be addressed. In fact if you enjoy conflict and confrontation, I have 3 words for you. You Ain't Right!! These are the words shared with me by my friends when I requested a Human Resources position. We will cover some serious situations but I truly think you must keep your sense of humor to survive. Lighten up and your day will normally brighten up. Too many people do their work in a mediocre way and hope that inertia will carry them through a day, week, year or even a career sometimes. I know you've heard of RIP, Rest in Peace, some employees are Retired In Place. They have the idea that, when the right job comes along, then they will really work hard. But the right job never comes along. They are always passed over for promotions. They are always the last ones hired, the first ones laid off and the one pointing the finger at the company and blaming others instead of looking in the mirror. Hey, every one of us are where we are in life because of the best decisions we've made so far. How's that working for us? Many say "if I made more money I would be better at my job, excuse my language but BULL, that has nothing to do with your abilities to perform your job. Many say "they don't pay me what I'm worth". Some need to be very thankful there is a minimum wage law that protects them against that. Some give the company 100% every week. The problem is that it is divided into 5 days at 20% each. As I said before, your company deserves your best. Your pay probably does not vary from day to day or week to week, so neither should your performance. One of the valuable lessons I learned in Human Resources is that it is much easier to be proactive and prevent fires than be reactive and put them out. I learned so much about people but the one I learned the most about was me. And you know what; I'm the one I have the most control over. Many companies have problems with quality, quantity, effectiveness with others, safety and attendance. When I have done this class or consulting for a company I normally ask 2 questions; 1. Do they currently have a disciplinary system in place? 2. How many employees are on any level of discipline or a documented performance improvement plan? This normally answers many questions. This course was initially designed with this in mind. You can't wish it well and it will not fix itself. Poor performance must be addressed. Sometimes it only takes making an employee aware of the problem. Some, however, will require additional steps. That's why we are here. Check us out and we look forward to improving YOUR results. Thank you for your time, Greg Gilbert |
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