Appleton Greene & Co Global Limited – Testimonials
Mr Tucker is an approved Senior Consultant at Appleton Greene & Co Global Limited and he has experience in customer service, management and human resources. He has achieved a Masters of Organizational Communication and a Bachelors of Organizational Communication. He has industry experience within the following sectors: Healthcare; Technology; Education; Construction and Telecommunications. He has had commercial experience within the following countries: United Kingdom; United States of America and Australia, or more specifically within the following cities: London; New York NY; Los Angeles CA; Washington DC and Sydney. His personal achievements include: facilitated leadership effectiveness assessment; implemented management training program; facilitated re-design of leadership team; implemented employee engagement program and facilitated performance improvement program. His service skills incorporate: executive coaching; management development; succession planning; employee engagement and leadership assessment.
Federal Aviation Administration
Appleton Greene Reviews “The Leadership Execution program was exactly what we needed to get our global project on target. We were getting things done but weren’t being as effective and efficient as we could have been. To use a racing analogy, you can force the car forward and win the race, but without the lubricant, it’s pretty hard to sustain. We were starting to lose our lustre and were throwing some sand in the gears, mostly due to miscommunication and lack of mutual accountability and trust. A positive and trusting environment was the most pressing and immediate need. We knew how to build systems and be good program managers, but we weren’t really great with the people and the sharing authority parts of this new team. We were doing a lot of the right things [to build teamwork]: having strategic meetings, monthly conference calls, starting a 360-review process, et cetera, but we didn’t know what we didn’t know. That’s why we brought you and your team in. We needed expertise in the people-side and organizational side of the project. The assessments you introduced were different. Just going through the process and the follow up discussions were teachable moments for me. I walked away from each session having discovered how to apply my talent, skills, passion, knowledge or experience in a different way. I found myself often giving a 5 on the post-session survey question, “On a 1-5 scale with 5 being high, this conversation helped me to think differently.” Appleton Greene & Co Global Limited
O2
The leadership team knew they needed frequent and clear communications about where they were heading and how they were getting there, as well as what they were going to do about the problems they were encountering along the way. They were holding quarterly and monthly meetings dedicated to the discussion of strategic issues, but felt the need for something more to sustain and support their efforts together. As they put it: “Our program schedules lay out the tasks we need to get done, but it is easy to get off course if we only focus on the specifics of the tasks immediately in front of us. We want to make sure we’re also looking ahead to our longer term desired outcomes, so we can ensure that the work we do will ultimately achieve these goals. We were struggling but felt we knew what to do. That is until your team helped us to discover, or more so, re-discover that we were overlooking an essential component that determines the outcomes for an organization. We were missing the point, we were focusing on the process and forgetting the people. And, to care, coach and develop people required excellent leader execution. Which in turn required the leader knowing their strengths and how to identify and unleash the strengths of others. You and your team did this by helping us to understand our Intentional Difference. The loss from customer churn when we started your program was six hundred million dollars. In eighteen months we have seen a significant decrease by some 10% of customer churn. We attribute that mostly to the changes we have made in personnel, especially in the promotions and reassignment of leaders as recommended by your team.”Appleton Greene & Co Global Limited
HCA Healthcare
“After clarifying my core strengths and seeing my dimensions displayed on a graph during the Intentional Difference process, I really connected with using my traits, and now can see how they make a difference for the team. My driving passion for “positivity” really helps propel the team forward. I have this can-do attitude. Things we have to do are fun and interesting, or I can find a way to make them so; and being around someone who is positive is contagious, so it affects team morale. I’m clearer about my leader impact and how I am uniquely wired to do that, and the intentional and empowering influence I can have on a team. This was very timely and essential for me to learn when we started our coaching relationship. At that time, our employee engagement score was in the toilet. And our patient satisfaction scores were at a dismal thirty-third percentile. The leadership team was determined to put a stop to this de-motivating and unresponsive situation. That spring, we began hiring nurses with a unique appetite for the challenge of the emergency department. Then, we tied their performance to the metric of Left Prior to Medical Screening Exam, which at the time was 11.9 percent. That went down to 2.9 percent after three months. How did we do it? We didn’t—the staff did—though the strategies we learned from the Leadership Execution program you implemented.” Appleton Greene & Co Global Limited
Telstra
“It became clear early on that Mr. Tucker and his team were experienced in helping leaders increase execution. Immediately through their Leadership Execution program they began to probe into what was working well and what could work better on our team so as to know where to focus their coaching and consulting endeavors, it became clear that a lack of clarity about the organizational structure and culture was hampering the team. They uncovered some significant barriers to success for this group of high performers who were struggling to build a stronger team and better execute their mission. These barriers had largely arisen out of confusions and misunderstandings—all quite normal occurrences in newly formed heterogeneous teams under pressure—regarding relationships, roles and responsibilities. And they could be addressed via an approach that included three basic components: assessment of individual and team strengths and needs, leader training, and team-building.” Appleton Greene & Co Global Limited
Toyota USA
“As one of a three-person team from The Gallup Organization, I helped design and deliver the Toyota Great Managers program which was one of the aspects of Gallup’s High Impact Team Series (HITS). HITS was built around the Clifton StrengthsFinder© and other leadership assessments. Using the assessments Toyota identified employee strengths and built teams based on the data. They also used the data to select which leader matched which team. Over time they were also able to measure the impact of those selections upon the engagement level and productivity of the teams. Overall, this program helped transform large work groups into motivated and mutually supportive small teams. The Leadership Execution program is born out of the experience and strategies gleaned at Toyota. Using a similar strengths-based approach, Leadership Execution delivers the same kind of results for an organization. However, instead of being built upon StrengthsFinder©, it is built upon the Intentional Difference process which is a multi-faceted leader assessment.” Appleton Greene & Co Global Limited
More detailed achievements, references and testimonials are confidentially available to clients upon request. Appleton Greene & Co Global Limited
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