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CONTACT
TQD,
Inc.
+1-734-761-3000
LEARN
Strategic
Planning Facilitation- 3 stories
Team
Development and Improvement - 3 stories
Training-
3 stories
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Since 1991, Real
Successes You Can Bank On
TQD, Inc. is a catalyst company with a collaborative approach. Engage
TQD, Inc. and you'll get innovative, customized and effective methods
to move your business, organization and people forward to achieve significant
and long-lasting measurable results.
Your Key
Strengths + Our Proven Modular Design
At TQD, we are known for quickly gaining an understanding of your
key strengths and competitive advantage, your current situation and your
strategies and goals which together become the foundation for an intervention
designed specifically for your needs. The blend of your customized needs
supported by proven training, facilitation, planning, research and business
development processes permits a modular design and results in a much greater
success rate than one-size-fits-all training or canned content.
TQD Network of Experienced Providers
TQD has a network of more than 100 national and international researchers,
designers, facilitators, trainers, coaches, process improvers and business
development people with a minimum of ten (10) years experience in their
respective fields. In our network we either have the proven talent to
match your specific requirements or we'll find it and stand behind it.
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The Catalyst for Results
 How
Can I Make Training Actually Pay Off?
Employee development is a critical success factor for both companies
and the people who work there. Look at your llatest employee surveys.
You'll find personal development-- training and skill improvement-- to
be an important issue for employee satisfaction.
Employee Sat + Key Mgmt. Solution
Whether a small family firm or a global 500, management holds employee
development as a key component to get more effort, improved processes
and ever-increasing results from staff. The cost of turnover, orientation
and new employee productivity reinforce the necessity to accomplish more
with existing employees.
Why
Training Gets Cut Often
Yet training is often underfunded, delayed or eliminated due to economic
issues or other investment priorities. It's easy to understand why. Whether
traditional facilitated classroom programs or online or video-supported
self-study, the costs are high in investment and employee time away from
work and results are difficult to quantify. Decision-makers are wary due
to past efforts that failed to impact behavior or skills. There isn't
a way to really ensure training will pay off. Or is there?
What if you had an easy to understand way to make behavior changes stick
and ensure training investment could be paid off? What would that be worth
to you?
Find out more..
This Week's Quote:
"It's good for personal growth to set boundaries. Such growth ends
if you live inside of them." -- Tom Summerlin
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At the end of the day, no matter how big the problem is that it can't
be helped with a bit of kindness
A Tale of Two Companies
Make a Decision: How One Company Saved Millions and the Other Didn't
The timing and the process were the same. It was October, 2002. Two divisions
from two separate Fortune 500 companies sought similar outcomes. At one,
engineering management saw an opportunity to increase revenue by millions
of dollars if they could only change the behavior of 900 customer service
engineers to become more sales saavy. At the other, management saw the
benefit to gain millions of dollars through improve negotiation with suppliers
and as business brokers for major corporate clients if 70 people could
improve their performance.
One
Said Yes, One Said No
Proposals from TQD were made to both in January/February to harness a
customized training process unique to each company's people, processes
and current situation. Both sets of decision-makers had never worked with
TQD before.
One company decided to wait and then canceled the deal. The second decided
to go ahead.
Results
One Year Later
One year later, who saw results? The second firm saw millions in direct
savings for client negotiations as well as in their own bottomline through
stronger negotiations with suppliers. Employees responsible for negotiationg
multi-million dollar deals came much better prepared, more confident and
requiring little or no further management hand-holding via a standardized
approach based on the department's own previous successes. The VP's were
pleased-- even those unsure up front that the program would work.
The first firm's directors chose to wait. By June 2003, economic conditions
caused budgets to be reduced even though challenging stretch goals remained
the same. They clearly missed a window of opportunity.
What made the difference? Call TQD to find
out more...
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