Bottom Line …

Bottom line? While we did say earlier that our focus might not be on finances, still, in the end, our work must show up in them. We are in the business of developing programming that enhances your firm's profitability with an emphasis on human and intellectual capital. Afterall, we were founded to help our clients create a productive and creative environment that can be measured with financial results. Any "results-oriented" consulting firm will be strong on research and observation of the client. Our work, your success and our reputation don't just depend on it, they are a function of it. To that end, research plays a significant role in shaping Public Virtues' consulting and training services. Though we can't go into detail about all the research we do, we can give an example.

Taking the Cultural Pulse…

The right kind of information technology based tools can be used to give executives and managers measurements for what we call the 'cultural pulse' of an organization. The 'cultural pulse' is a statistical overview of the cultural
health of an organization based on a series of custom designed surveys and other tools. Strengthening the fibers of a corporate culture will foster excellence in employee performance. That strength will manifest in customer
satisfaction.

The "Four-I Formula"

Achieving Consulting Success. Public Virtues' "4-I" consulting formula provides a framework for achieving Impressive Results. As a product of Intelligent Strategy, Inspired Action and Integrated Implementation, the facets of the work we do are designed to be exceeded by the whole. In the end, we know that the only "I" you really care about is the one that gets "Results." Public Virtues knows that they better be "Impressive."

Seminar Summaries

Corporate Ethics
Professional Development
Mission & Vision Management
Opportunity Void Targeting
Leadership Development
Customer Service

Employee Satisfaction …

Equals Customer Satisfaction? It is commonly understood that there is a strong correlation between customer and employee satisfaction. But understanding the correlation is only valuable if it is used in a productive way. While the formula is pretty simple getting there is not always so easy. Does your firm drive customer satisfaction by way of employee satisfaction?

Think about customer satisfaction as your training program's endzone. Employee satisfaction is a good strategy to get there. Chances are that if your employees are happy so are your customers. But how do you know?

Within this context, customized "real time" IT based methods of extracting data are useful in indentifying the type of training and the features of a training program that would be best to emphasize. Not only might you might be spending more than you should, it might be on training you don't need. Does that make sense?

Maximize Training …

Minimize the Money. Maximize the outlay of training dollars by clarifying the relationship between short-term training needed for immediate problem response and longterm training for cultural change and
development. Training programs may excite participants immediately but shortly the contingencies of the job overtake the new ideas and old habits prevail. To truly affect change, people must replace old habits with new. This is another way customized research helps. By building feed-back/tracking information to periodically assess the level of success, trainees can see and adjust to the results.
They will have TQM-driven standards by which to measure and make real improvements in performance.