The Struggle
Internal Tension: The leadership team at Tenby realized they needed a stronger alignment between mission, vision, and execution but were struggling with internal tensions and a lack of clarity.
Lack of Direction: Without a unified mission and vision, the organization was flying blind, which hindered growth and decision-making.
Ineffective Processes: The organization lacked clear processes, causing frustration and inefficiency among the team as they worked toward vague goals.
Limited Resources: With a leadership team focused on day-to-day tasks, there wasn’t enough time to address the strategic gaps or bring in new leadership to guide the company forward.
The Impact
The Experience
Tenby’s leadership team lauded VisionSpark for its collaborative and ongoing partnership.
- A True Partnership: “VisionSpark isn’t a one-and-done solution,” said Allie Snyder, Business Operations Manager. “They consistently follow up and provide guidance, ensuring we’re on the right track.”
- A Seamless Process: The team found VisionSpark’s approach intuitive and supportive, encouraging other businesses to simply “make the call” and see if it fits.
Richard emphasized, “The VisionSpark team pushed us to have meaningful conversations that have made a lasting impact.”
Richard Schuen, Owner
Tenby
How We Solved The Problem
A Proven Process to Find The Right Integrator
VisionSpark’s Hire With Confidence™ tool is a checklist that ensures you hire the right Integrator.
Step 1: Create a Position Profile. This enhanced job description attracts the right candidates and repels the wrong ones. It identifies your culture and core values and creates buy-in from your team.
Step 2: Identify and Evaluate the Candidates. Evaluate the applicants to determine if they meet the job requirements, share your culture and core values, have ambition, and align with your salary range.
Step 3: Use an Objective Vetting Tools. Evaluate candidates through multiple touchpoints, such as a resume scoring guide, a behavioral interview, and a personality and mental aptitude assessment. (Tools like TIP™️)
Step 4: Prepare for Interview Day. Rally your interview team and ensure they review the position profile to recall the ideal candidate and interview for your core values.
Step 5: Onboard for Success. Set a plan for the first 30 days, make an itinerary for the first 1-2 weeks, and hold weekly check-ins (same-page meetings).
Your Hiring with Confidence™️ Team
