Through extensive scientific research, we have discovered that too many managers spend their time dealing with negative issues rather than focusing on the delivery of exceptional service. Positive Leader’s management philosophy focuses on the strengths of your associates. By focusing on their strengths, you will create an engaged workforce.
At Positive Leader, our management philosophy is different.
We identify and build on the strengths of your associates, not on their weakness which deplete energy. We focus on success, achievement, and extraordinary performance that creates positive energy. We define excellence not by preventing poor services, but by delivering WOW customer services the customers remember and talk about.
Positive Leader motivates
Through creating an enthusiastic work environment, associates become motivated to produce extraordinary performance. Positive Leaders promote creativity, encourage risk taking, and provide meaningful work.
Positive Leaders Build Resilience
When the going gets tough, associates working with a Positive Leader are willing to sacrifice their time, energy, and effort to help the organization succeed during difficult times.
Positive Leaders Attract and Retain Talent
Positive Leaders attract and retain quality talent for their company.
The process is strengthened through the implementation of our ROI ModelSM:
R. = Relationship
Having a good relationship with your associates is essential to promoting an efficient work environment. Positive Leader helps you create and keep these relationships.
O. = Organizational Culture
Culture represents shared thinking, feelings, and experiences by all members at all levels of your organization. We help you establish positive culture through the integration of positive practices.
I. = Individual Meaning
It may surprise you to learn that many people go to work not for the money or prestige but because they seek to establish meaning and job significance to others. Positive Leaders accomplish this by setting challenging goals and establishing trust by empowering associates to do what they do best.
Our goal is to help companies succeed through positive leadership management.
Positive Assessment Tool (PAT)℠ Hiring Assessment.Our PAT℠ allows you to quickly determine whether a potential candidate will fit with the positive culture you want to create in your company. Utilizing the concept of people analytics, the PAT℠ provides you with the behavioral DNA which is significant for hiring the right people, leading them, and helping to create your positive culture.
Positive Leadership Training & Development
We provide two types of services with respect to positive leadership training and development: On-site Consulting and E-Learning.
Positive Culture Index (PCI)℠ Positive Culture Assessment.
Decades of research has shown that a positive culture is characterized by positive relationships and dedication to quality. The PCI℠ helps capture where your company is located within these four quadrants.
Webinars and Seminars
Our customized video and on-site conferences are based on post-module testing results. We also encourage webinar and seminar participants to ask questions and share their challenges in becoming a Positive Leader.
We believe that positive leadership is much easier to implement when top management teams ‘buy into’ the concept completely. To meet this particular need, we provide coaching on the executive level.
Leadership Development Review
Positive Leader can provide a review of leadership development curriculum developed by your organization. Our goal is to provide content material, feedback and suggestion on improving the overall effectiveness of the curriculum. We also provide support on how to deliver the content materials in a fun, interactive and engaging manner so that each session will stimulate new ways of thinking, generate curiosity, and pique trainees' interest in the topic of discussion. Finally, we can help provide scientific assessment on the effectiveness of each leadership development sours as well as the overall effectiveness of the leadership development curriculum. These assessments will allow you to build on and improve your own leadership development curriculum.
Positive Leader works with managers and executives to provide a comprehensive process on strategic planning. We start with an analysis of the Strength, Weakness, Opportunity, and Threat (SWOT) of your company, which will be developed into strategic initiatives focusing on customers, processes, training and development, and finance. We will then create a strategic plan based on a forced ranking process utilizing the Possible, Implementable, Challenge, and Kill (PICK) chart. Finally, we guide you through the process of creating a balanced scorecard and Objective Key Results (OKRs) to provide responsibility and follow-up measures. All goals and objectives will be reviewed monthly to ensure that your company stays on track throughout the implementation of strategic planning.
Let us help you to build a positive workforce today. Contact us at firstname.lastname@example.org to start a conversation. No fee, no obligation.
Paul Fayad was the CEO and a managing partner of HHA Services for 22 years, and is now Founder and Managing Partner of Positive Leader and eLearning Mind. In 1997 Paul established a hiring process based on personality, customer service testing and measurement of associates’ ability to champion change. In 2000 he created Q-School through which he personally taught all HHA managers and executives the importance of customer service and positive leadership skills.
Under his leadership, HHA achieved numerous awards for customer service and associate satisfaction including America’s Top 100 Best Places to Work in Healthcare, Top 100 Workplaces in Michigan for 2011 and 2012, and Top 30 “Cool Places to Work” in Michigan by Crain’s Detroit Business, Grand Rapids Business Journal and The American Society of Employers in 2003, 2005, 2007, 2009, and 2011. HHA was also awarded, in 2004, “Navigator Status” by the Michigan Quality Council in quality management initiatives, as measured by Malcolm Baldridge criteria.
Paul has written numerous articles in trade journals, produced over 50 industry training videos, and has been invited, as a national speaker, to over 20 conferences. Paul has also conducted seminars for management at over 20 hospitals, healthcare centers and Continuing Care Retirement Communities (CCRCs) throughout the United States. He is a customer service instructor at the American Linen Management (ALM) College.
CHAK FU LAM
Chak Fu Lam is an assistant professor of Management and Entrepreneurship at Sawyer Business School of Suffolk University, Boston. He graduated with a Ph.D. in Management and Organizations at Ross School of Business from the University of Michigan in 2013. He is a Founder and Managing Partner of Positive Leader and eLearning Mind. His research focuses on positive organizational culture that contributes to extraordinary performance. He has published at top-tier academic journals, including Organizational Science & Human Decision Processes, Personnel Psychology, Journal of Applied Psychology, Academy of Management Annals, and Journal of Personality. He teaches organizational behavior, negotiation, leadership development, and cross-cultural management at both Undergraduate and MBA level. He is co-Founder of the Boston Asian Entrepreneurship Foundation. He served as a Vice President of Operations at the National Association of Asian American Professionals in Boston in 2014-2015.
T: 313.886.3676 C: 313.605.3850
Robertson Mengata Robertson is a dynamic and highly committed sales and trade marketing manager, with combined accounting knowledge and proficiency in U.S. GAAP along with a wide range of other accounting functions.
Roberston was the Trade Marketing Manager at the first telecommunication company in Africa (with 20,000+ employees and 220,000+ subscribers in 22 countries). He led their sales team (of 150+ employees) and developed aggressive marketing campaigns and channel marketing programs, which resulted in an increase of revenues from $180M to $390M in a 5 month period. Robertson was the regional sales manager at the same company prior to, and coordinated and prepared monthly accounting for 10 key distributors including bank reconciliations, monthly financial statements, and financial analyzes necessary for better management of their firm, resulting in an increase of 15% of the region operating margin. Robertson holds an MSA from Suffolk University and an MBA from the University of Poitiers.
The scientific results we obtained were stunning: facilities with a more positive work environment provide three times better service performance than facilities with a negative work environment. The research finding is so powerful that Paul and Chak Fu founded Positive Leader LLC to benefit managers and executives through seminars, presentations, and management consulting on positive leadership throughout the United States. The positive energy generated by mutual respect, shared understanding, and common interest in positive leadership has helped Positive Leader thrive and flourish. Now it is our desire to help you do the same with your associates.
Evaluation from seminar audience
*Jeff Williams, Vice President of Facility Operations
317-421-5708 | 317-398-5253 Fax | email@example.com
Mount Carmel Health System (Part of Trinity Health)
6150 East Broad Street, Columbus, OH 43213
*Tina Moore, RN, MSN, System Director of Operations, Admin Contact - EVS & Food
614-546-3272 | 614-546-4758 Fax | 614-250-0614 Pager | firstname.lastname@example.org
HHA Services, Inc.
22622 Harper Avenue, St. Clair Shores, MI 48080
*Gary Pollack, Vice President Operations, EVS
586-771-3040 | 586-771-3040 Fax | 734-564-3625 Cell | email@example.com
Schoolcraft Memorial Hospital
500 Main Street, Manistique, MI 49854
*George H. Montgomery FACHE/CEO
906-341-3221 | firstname.lastname@example.org
Our concept of positive leadership is drawn and developed based on 100 years of management.
In the list below, you see a list of articles that speaks to the concept of positive energy, leadership, and high performance organization. (Unfortunately, we cannot share these articles with you due to copyright issues. You can, however, contact us to obtain a free copy for educational use.)
Bakker, A. B., Hakanen, J. J., Demerouti, E., Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Applied Psychology, 99, 274-284.
Gallup (2009). Q12 Meta-analysis: The relationship between Engagement at Work and Organizational Outcomes.
Kahn (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692-724.
McHugh, M. D., & Ma, C. (2013). Hospital nursing and 30-day readmissions among medicare patients with heart failure, acute myocardial infarction, and pneumonia. Medical Care, 51, 52-59.
Quinn, R., Spreitzer, G.M., & Lam, C.F. (2012). Building a sustainable model of human energy in organizations: Exploring the critical role of resources. Academy of Management Annals, 6, 1-60.
Salanova, M., Agut, S., & Peiro, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer royalty: the mediation of service climate. Journal of Applied Psychology, 90, 1217-1227.
Rich, B. L., LePine, J. A., & Crawford, E. R. (2010). Job engagement: antecedents and effects on job performance. Academy of Management Journal, 53, 617-635.
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