One-on-One Coaching is used when a person (employee, manager, leader, supervisor)
- does not know what is expected
- does not know how to do what is expected
- does not want to do what is expected
I can coach individuals in job performance, improving communication skills (write and deliver a speech, business writing, listening), relationship management, conflict resolution, sales and team leadership.
Let me maximize your human capital investment by identifying individual strengths to ensure fit with a specific role, function or job.
Customized coaching sessions are only available on days that end in Y!
The goal is to assist the team in becoming a "true" team and ideally, a high performing and cohesive team. Examples of coaching scenarios for teams could include any of the following:
- building trust within and across teams
- using conflict to achieve results
- gaining committment for an idea, action plan or outcome
- holding team members accountable
- communication within and across teams
- effective conduct of meetings
- eliminating barriers and roadblocks
- process evaluation and improvement
- crafting team charters
- capitalizing on team innovation
- analyzing team leadership with a 363 assessment
- visioning and alignment
Business or Organizational Coaching
With a background in business planning and a marketing mindset, I can guide the innovative process, help you acquire human and intellectual capital, assist with decision-making, and direct you to appropriate resources.
Agri-preneurs develop and grow their businesses with:
- assessment tools
- business and marketing plans
- creative marketing ideas, slogans and copywrite (press releases, web content, etc)
- matchmaking of people and roles
- HRM resources and services (recruiting through offboarding)
- systems thinking
- organizational health, oversight and guidance
- sales training and coaching
- leadership and management coaching
Non-profits have grown with:
- project management
- Employee Handbooks and Employer of Choice Manuals
- evaluation systems and tools
- member newsletters, blogs and HRM advice
- marketing tools (press releases, fact sheets, print and radio advertising)
- surveys and data collection
- grant writing
There are very few people in the world who can brainstorm new ideas, advance others ideas, refine a process or product idea, and finally, execute to an end product. This specialized skill set as a "self contained innovation team" differentiates me as an evaluator, teacher and business coach. I can help you create functional teams who can implement and capitalize on proven practices to achieve results.
Human Resource Management
Human Resource Management
I help you set up your internal HR system and HRM processes from recruiting through discipline.
Step One: HR Self Evaluation to identify gaps in knowledge and practice. Together, we will create an HR Plan to address the deficiencies in your operation. Contact me to get your HR Self Evaluation.
View Kristine's webinar, "Enhancing, Evaluating and Extending Your Farm HR Program" here
Step Two: Organizational development consulting and coaching to get clarity on your culture, employment brand, and identity. This required step will ensure integration through the entire range of HRM practices.
View Kristine's webinar, "Addressing Soft Skills with Hard Core Strategies (How Organziational Health Impacts Employee Engagement & Retention) here
View Kristine's webinar, "How to Hire a Rockstar" here
Step Three: Customization of resources and assistance in setting up internal systems for recruitment, hiring, onboarding and performance measurement.
The Ideal HR Process
The order of tasks within this process is important. You cannot solve labor and employee issues by skipping steps or addressing a single step in the process, such as providing Employee Handbooks. The latter is only a communication tool!
If you skip steps in the process, the resulting system will lack integrity and only cover up the symptoms without addressing the underlying problems. Your business will have integrity – is healthy - when it is whole, consistent, and complete, that is, when its management, operations, strategy, and culture fit together and make sense.
If your hiring manager can’t communicate the company culture he or she also can’t identify a good fit for a job, role or function. When an employee isn’t a good fit with the culture, he or she quickly becomes disengaged and eventually leaves.
The leadership must achieve alignment and clarity around an identity and brand first, then devise a recruitment strategy that attracts candidates who function well in that type of environment.
You have achieved Employer of Choice in your community, when:
- Applicants are eager to work for you,
- Other people envy your employees,
- You receive unsolicited resumes
- Your most talented workers stay with the company throughout their careers
Building Cohesive Teams
Building Cohesive Teams
Are you ready to transform your group or family into a true, high performing team?
If so, I recommend The Five Behaviors of a Cohesive Team™, which combines the power of Everything DiSC® with the influential teamwork model introduced by Patrick Lencioni in his best-selling book, “The Five Dysfunctions of a Team”.
Having a cohesive leadership team is esential for organizational health and integrity. I encourage at least one member of your leadership team to read the book before we launch a teambuilding initiative and this process requires every team member to complete a short, online assessment.
Watch this short video to learn more about the model that I have used with farm families to build trust and improve communication before they develop succession and transition planning.
Before choosing this program, consider the following questions:
- Is your group or family a small number of people who meet on a regular basis and are collectively responsible for results? Those results could include a farm transition plan, a business plan, an end product (such as livestock or crops) or even an improvement plan for a business or farm.
- Would the workplace be more effective if people were more frank with their opinions?
- Do work projects suffer because people aren’t committed?
- Would the group be more effective if people were better at holding one another accountable?
- Have you seen projects suffer because people put their own needs ahead of the groups’ needs?
If you answered “yes” to at least two of the questions, your group can benefit from this process. With me guiding your discussions and activities, all members can learn to work together better to become more effective, more engaged, and more focused on achieving collective results.
“Everything DiSC” is a registered trademark of John Wiley & Sons, Inc.
“The Five Behaviors of a Cohesive Team” is a trademark of John Wiley & Sons, Inc.
See also: Everything DiSC Library
Improving Organizational Performance
Improving Organizational Health and Performance
Feedback and human interaction are key to continuous improvement.
If you need to evaluate your HR system or implement the systematic collection and analysis of data to make informed decisions about your people, we can help.
A performance measurement system is essentially a feedback loop that serves many purposes:
1) It can improve all levels of performance by opening up dialogue about customers, quality and services. We work with you to set up a learning environment and involve your knowledge workers in collecting the right data from the right people at the right time using the right medium!
2) We use the data to help you articulate your employment brand, integrate the tenants of organizational health with business strategy, and improve your HRM practices to reduce turnover and increase engagement.
Lastly, we help you with a recruiting strategy to ensure that you attract and hire the right people.
"If you can't measure something, you can't understand it.
If you can't understand it, you can't control it.
If you can't control it, you can't improve it." (James Harrington).
Will your culture support measurement and improvement?
Even the most competent leaders and staff can feel threatened by assessment practices because they fear negative results. To ensure that positive results are disseminated and discussed in an environment of learning, rather that judging, we guide you in establishing a Culture of Inquiry.
It is important to remember that employees who fear results or staff who fear management will not engage in efforts towards program improvement. If people in authority are trustworthy, then stakeholders will trust the performance measurement process.
Creative Thinking = Visionary Results.
Philosophy and Approach
If you focus on building productive teams and individual or organizational competencies through continuous improvement, you've come to the right place. It is my belief that every organization, and every person in that organization, has positive aspects that can be identified and amplified in the coaching process.
With my evaluation experience, I can examine questions like “What’s working well?” and “How are we making a difference?" In the Information Age, knowledge is key to improving performance.
In my work, everything is measured to determine what changes are needed, or what changes took place in the learner, end user or recipient of my services.
We don't train people; we teach people to think!
Adults learn best from a facilitated learning process and deliberate practice. Kristine's role is to serve as that facilitator, or Knowledge Navigator, using proven adult learning methodologies to engage the learner, instill confidence to think out loud, and most importantly, to enact changes in behavior. Those changes will not happen overnight. People must relearn, or even unlearn bad habits and behavior in a structured process.
How do we support learners and their change in behavior?
Our teaching approach is based on the principles of deliberate practice. A series of learn-practice-learn, with a feedback loop, enables individuals to become practitioners in their assigned roles. I utilize the four elements of deliberate practice in our educational process:
• the person focuses on a well-defined task
• the task is at an appropriate level of difficulty
• the person receives informative feedback from a supervisor or coach
• the person has opportunities for repetition and correction of errors
With Kristine, shift happens!
To address your business climate from a macro perspective, the Culture for Engagement (see image below) can help you identify changes needed to increase learning and engagement. In many cases, the leadership team or their leadership approach is impacting employee motivation, engagement, and retention.
Call Kristine today at 517-974-5697 to identify a starting point to resolve workplace issues.
Farm Transition Planning
Farm Transition Planning
I am a co-leader of Ag Transition Partners (ATP), founded in 2015 to help with passing on the family business. ATP is a collaboration between four independent business consultants, each possessing a different specialty, who share a common end goal. Our priorities are your family, your legacy and your financial future!
We are available for speaking and workshops at conferences and events; individual consultations; and family coaching.
My role is to conduct the initial on-farm family coaching sessions that will guide family members in overcoming interpersonal barriers and obstacles in the transition and succession process.
Passing on a family business can be complicated. Our team at ATP works with families who find themselves at different stages of the succession process, providing informative teaching, coaching, resources, and practical guidance regarding:
• Developing an effective transfer of the farming assets and the knowledge necessary to continue the farm business.
• Multi-generational discussions that are necessary to get your family moving forward. Whether it be damaged relationships from the past or current conflict, we identify and help overcome the interpersonal barriers that lead to poor communication and stalled decision-making. Using a facilitated process, we increase understanding, build trust, and show you how to achieve shared commitment to a farm transfer.
• Communicating your desires among the many stakeholders and holding them accountable.
• Determining how to be fair and equitable to all heirs.
• Assessing whether the business will adequately support the new owner(s).
• Formalizing your plan and seeking legal assistance.
• Utilizing resources and technology to help your family navigate this emotional path together.
Meet my Team:
Bob Olson, founder of Elm Grove Enterprises in Stillwater, MN serves as a grant writer and business developer. He was born and raised on a Wisconsin dairy farm and previously employed as an Extension Agent/Educator with the University of Minnesota, specializing in Agronomy/Soils and Farm Management, including farm financial, estate and transition planning. Since 2005 he has worked with value-added agricultural business performing feasibility studies, market assessments, and business plans. Learn more about Bob here.
Joe Colyn leads the agri-food consultancy Originz, LLC out of Battle Creek, MI where he helps clients deliver “food systems for a healthier world”. He brings scenario planning, strategic thinking and a broad base of business and technical knowledge to helping companies, trade associations, farmers and other clients envision and realize new opportunity. For Ag Transition Partner clients, he serves as a business coach to farm families in the transition and succession process. Learn more about Joe here
Doris Mold is an Agricultural Consultant, Agricultural Economist and Educator, as well as a farm co-owner/operator. She is the President of Sunrise Agricultural Associates, LLC based out of western Wisconsin. Doris teaches Farm and Agri-Business Management at the University of Minnesota (U of MN) for the MAST International Program and has worked as a business plan/transition plan coach for several years, coaching numerous producers in the Trade Adjustment Assistance Program for Farmers. Previously, she worked as an Agricultural Economist at the U of MN. Doris serves as a business coach to farm families for ATP. Learn more about Doris here
Why are Farm Succession and Business Transition Planning Important?
An estimated 70% of farms/farmland will transition in the next 20 years and fewer than 50% of farmers have estate plans, less than 70% had named successors, and less than 11% had farm business transition plans in place.
Delayed planning is a complex and challenging problem. The consequences of a failure to plan can be severe—if the farm is inherited by multiple heirs, inheritance taxes and other fees may cripple the farm and its new owners. Inadequate farm succession planning may result in heirs becoming owners who are incapable of running the farm business; family conflict among heirs; and partition of family-owned and operated farm business assets to satisfy heirs who simply want to "cash in" on their share of the business. These worse-case scenarios can be avoided when families learn how to work together as a team, confront the difficult issues and decisions, and commit to a decision. We believe that poor family communication is a symptom of a deeper issue, and that effective two-way communication with a transition team is essential and cost effective.
What are the Steps in our Coaching Process?
We concentrate on a business plan transfer and retirement planning. Farm families that complete those two steps can proceed with estate planning. Our blended approach for coaching families through these steps includes individual and family assessments and on farm coaching; onsite or virtual coaching for business transfer planning; and using the proven University of Minnesota’s Ag Transitions online template for capturing the action plan.
What is the Timeline?
We encourage families to engage with us on a timeline of 12-18 months, ideally capitalizing on slow seasons on the farm to complete major sections of your transition plan. With USDA Risk Management funding, we created a set of helpful webinars to introduce the steps we use for coaching farm families through this process.
We encourage you to view webinars II and III to gain a better understanding of our approach before contacting me.
Farm Transition: Planning for Success II - Mapping the Process: covers specific information about business plan transfer, retirement planning, estate plan preparation and introduces both the web-based planning template and the family coaching process used in our approach.
View the webinar here: https://attendee.gotowebinar.com/register/5386075726088145410
Farm Transition: Planning for Success III - Making it Happen: provides participants with a thorough overview of the on-farm family coaching piece, including the expectations and requirements for each family member.
View the webinar here: https://attendee.gotowebinar.com/register/2616529081422965249
How Will Families Work Together?
For the on farm family coaching piece, we will utilize face-to-face on farm meetings and technology (Hangout, Skype, phone conferencing, etc) to bring geographically dispersed families and successors together to discuss and overcome the interpersonal barriers to successful planning. A “Family Charter” (similar to a Team Charter) will be used in this phase to document the overall farm transition goals and clearly define individual roles, responsibilities, and operating rules; as well as establish procedures for family members on communicating and decision-making. It lays out a blueprint for conducting the steps in farm succession and business transition and also defines how the family unit will work together in an empowered manner.
What if I Don’t Have a Named Successor?
You are encouraged to participate even if a successor hasn’t been name. A successor can be a family member, non-farm heir or other interested party. We will work on your behalf to identify a successor(s) if needed.
What Resources are Utilized?
In Phase II, we use the online Ag Transitions planning template from Farm Financial Management at University of Minnesota. Participants can create their own accounts at https://www.agtransitions.umn.edu. Using this platform, principle farm owners, with the help of a business consultant, will develop farm transition goals and record pertinent information that include assets, liabilities, business structures and financial trends. This process will stimulate multi-generational discussions and allow for sharing of a plan with successors and transition team members to generate feedback and assistance.
In Phase I, families will use information from the best selling business book, The Five Dysfunctions of a Team, to identify, discuss and forge action steps for developing trust, overcoming conflict, gaining commitment, and holding each other accountable to a plan of action. Through guided facilitation, this approach will help family members learn to work together better to become more effective and more focused on achieving a written transition plan. This phase of the project includes a 36-page highly personalized assessment with results for individuals and families, which will guide the on farm family discussions. All family members will be required to complete The Five Behaviors of a Cohesive Team online assessment to generate the discussion tool.
How Do We Know If We Can Benefit From Your Services?
In many families, there is a feeling that they are unable to make immediate progress due to unresolved issues or uncertainty tied to the lives of individual family members. Research has shown that personal disappointments, strained relationships and high stress levels are evident when considering and discussing farm planning issues. To prepare for this phase of the program, consider the following questions:
Would the family dynamics improve if people were more frank with their opinions?
Does the future of the farm suffer because people aren’t committed?
Would the succession planning process improve if people were better at holding one another accountable?
Have you seen progress stifled because people put their own needs ahead of the farm needs?
How Much Time Will This Take?
Each farm situation is different, so it is difficult to predict the amount of time that will be needed for coaching each family through the steps of a business plan transfer and other preparations that must be completed prior to estate planning. The total time estimated for the family coaching piece is ten hours, split into two sessions of three five hours each. The length of each session depends on the participants and their needs. The business consulting can be done in person, with Skype, or other technology and can be done within an 18-month period.
How and When Do I Involve My Local Professionals?
We will help you form a “Transition Team” comprised of one or more consultants and local subject matter experts such as a lawyer, accountant, real estate agent, insurance agent, and other professionals. Our hope is that families will be better equipped to communicate their goals and plans to these local professionals, resulting in a smoother and more economical estate planning process.
Educational and Entertaining
Kristine is a competent and accomplished platform speaker. She earned her Advanced Toastmaster (Competent Communicator) designation after serving as Charter President for a Toastmasters Chapter in her hometown and has delivered edu-taining topics for clientele ranging from ranchers and youth groups to mortgage brokers and bankers.
Students in her speech classes have benefitted from her command of the subject matter and vast experiences speaking to groups. As an educator-interpretor, you can expect her presentations to
- synthesize current research and new thinking in the field
- interpret the work of others for popular understanding
- translate research into practical insight, tools and skills.
She has also coached aspiring speakers, including her own daughters, to compete successfully at the local, state and national level!
Keynotes and Mini Notes
Kristine believes that Mini Notes (thirty minutes or less) and Keynotes should be relevant, thought-provoking, and even a bit magical. Her content is drawn from real life experiences of growing up in a financially disadvantaged family, raising three independent and worldly children, and her vast knowledge of people, teams and organizations.
Book Kristine now! She will customize a topic for you and address specific steps you can take to impact a postive change in behavior from her audience.
To book Kristine for an event, please contact:
Creative Learning Links, LLC
Do you need help writing or delivering a speech? Contact Kristine at 517-974-5697 to learn more.