LifeThrive and MarketingSherpa’s landmark study of 1646 Executives established that 75% of an organizations critical challenges are employee related. The six primary issues were:

1. No structured career path for employees

2. There is a scarcity of skilled individuals for certain roles

3. There is at least one wrong person in a critical role

4. Management is autocratic, uses poor ethics or is not encouraging

5. Our department lacks synergy a strong work ethic and/or a positive work environment

6. There is regular turnover negatively impacting our culture.

1. Bench-marking: Identifying the presentation style, priorities, and perceptions essential for success. What are the mental parameters the candidate will need to perform the job with minimal stress?
2. Screening: Identifying which candidates possess the desired hard and soft skills as well as the greatest growth potential. Will the candidate fit the corporate culture.
3. Hiring: Ensuring the written and mental resumes are congruent and exemplify what is necessary for job success through a customized questionnaire for interviewers

1. On-boarding: Introduction encompassing the corporate history, culture, and mission which allows new employees an understanding of how their role will contribute to corporate success.
2. Data-Driven Training: Each individual is introduced to the foundational principles  necessary to improve their emotional and technical intelligence.
3. Skill Set Development: A structure learning program for bothtechnical and soft skills training with an emphasis on the differences in leadership and management development aspects of their job.

1. Performance Reviews: The LifeThrive process stands in contrast to traditional performance reviews which are generally perceived negatively. Using multiple tools, employees receive feedback that makes the process 72% positive and reinforces their value to the company.
2. Capacity Development: Building on the foundation of emotional intelligence, empathy, motivation, and social skills are enhanced along with their technical abilities, according to individual needs.
3. Promotion: Ensuring the employee's career path aligns with their capabilities and perception of success.