I Can Train Your Leadership Team and Your Employees to Be Better Stewards of Your Organization by Understanding...
Process Analysis & Engineering
I teach the value of relevant and up-to-date processes within the entirety of your organization. Leadership is not just about sales and expenses, CAPEX, HR, or customers alone - it's ALL of those things where each process must talk to each other (interdependence) as well as being useable by your employees.
The value of data within any organization is priceless. What we do with the data and how we react to information is key to organization leadership. Data resides in many forms within your organization from customer surveys, financials, and employee wellness checks. I teach how to cultivate and harvest data making your organization pro-active as opposed to reactive.
Empathy and self-awareness are a "must-have" when leading within organizations. So much is riding on the notion that leadership has the wherewithal to forge forward toward success with the two most important of the five elements of EQ. I teach empathy and self-awareness allowing your teams to be proactive, more energized, and more motivated.
Employees are humans first where my training begins with understanding basic human behavior and what organization factors influence employee motivation. Working with organization leadership and organization processes, I am able to understand personal factors that also influence employee motivation.
I teach the importance of employee vision inspiration where employees simply cannot just be a badge number, a payroll line item, or a expendable cost quarter after quarter. Understanding a little bit of human behavior, help leadership develop a more motivated and inspired partner in each and every one of your employees.
All organizations function best and achieve optimal organization performance when employees work as a cohesive team. I create, develop, and install tools and metrics to ensure employees learn and understand how successful the organization can be when working as an energetic and motivated team.
Inefficient Processes Cost Business More Than Just Money - They Cost Customers and Employees
Employees Look to Be a Part of An Organization and Has a Reachable Vision to Aspire To
Employee Turnover in Any Business Is a Symptom of Employees NOT Feeling Part of The Organization
Employees Want to Feel as If They Are Part of Something Bigger Than They Are in Order to Feel Personal Accomplishment at Work
Organization Success Is Not Just About Sales and Expenses. Organization Success Is Also About Relevant Processes
Customers Would Rather Work with a Business That Is Organized, Structured, and Communicative with Relevant Processes in Place
"We've Always Done It This Way" Cannot Be a Leadership Strategy in Any Organization
Tribal Knowledge Is Yet Another Cause of Inefficient Operations and Low Employee Morale
Respect For Organization Leadership Is Earned, Not Assumed by Way of Title - Employees Will Decide
Poor Employee Performance Is a Symptom of Poorly Designed, Outdated, or Irrelevant Processes
High Costs, Low Profits Are a Result of Poorly Engineered Processes and Demotivated employees
Believe It or Not, Employees Prefer an Organization with Standardized Operating Procedures (SOP)
I follow one simple philosophy...
...as noted by Douglas McGregor (1960), management professor at MIT Sloan School of Management and president of Antioch College, stated that the outstanding fact about relationships in the modern industrial organization is that they involve a high degree of interdependence. Not only are subordinates dependent upon those above them in the organization for satisfying their needs and achieving their goals, but managers at every level are dependent upon all those below them for achieving both their own and organizational goals. Interdependence in organizations involves more than dependence upward and downward; it also involves lateral dependence.
My Results Mechanism Is the Process by Which I Reorganize and Turn Businesses Around for The Better.
I Simply Take into Consideration Functional Process Requirements the Organization Needs in Order to Operate and I Also Take into Consideration Input from the True Users of The Organization Who Identify Processes That Are Ineffective and Inefficient. The Result Are Proven, Tested, and Newly Engineered Processes That Are Up to Date by Way of Real Time Input by Employees. This Ensures Efficiencies That Positively Influence Operational Excellence for the Organization to Include Motivated and Inspired Employees.
Do Employees Really Like Working Here? Leadership, Process, and Employee Motivation
Luis Luarca PhD
The notion of human psychology in organization management is a curious one as the term rarely fits into organization management properly nor is it often that organization leadership is willing to go down that road. The curious question is why? Why don’t organizations make more of an effort to understand employees by first understanding what employees are, humans.
Rooted in human behavior, this publication helps organizations understand basic human psychology as it relates to individual personal development in the work environment. It is our basic human desire to be acknowledged, accepted, and recognized that propels our motivation to be.
The importance of understanding some aspect of human cognition helps organizations better develop organization processes by including employee input and team development relative to the needs of the organization because in the end, employees are the users of the organization, not leadership.
Employees are eager to participate, want to be included, and want to help. The development of organization needs should include all levels of any organization from leadership to the line level worker. By way of this publication, team building is enhanced by understanding basic human psychological development as humans look to be a part of something, a part of something bigger than the individual, something that is clearly defined and has clear direction to a goal – the work environment.
For the better part of twenty years Luis Luarca PhD has been consulting organizations in the U.S. and Mexico with improving their overall business operations that not only focus on relevant, up-to-date processes, but emphasize the importance of employee motivation via relevant and up-to-date processes.
Dr. Luarca has transformed over 80+ different organizations, usually manufacturing, in all facets of their operations collecting relevant data that helps him transform organizations into more efficient, effective, and more inspiring work environments for employees. A "stickiness" is created and installed in all organizations to ensure employees are able to reflect their satisfaction in their jobs, the quality of their work, and their attention to detail, thus creating a positive experience for customers, co-workers, vendors, and their families.
Luis Luarca PhD
Leadership SME| Published Author | Keynote Speaker
Copyright 2022 | LuisLuarcaPhD.com | All Rights Reserved