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Only 0.10% of small businesses grow to 100 employees or more, achieving mid-sized business status (BDC, 2013).
1.8% of mid-sized businesses become large businesses, surpassing the 500-employee mark each year, while 82% maintain their status, 12.7% return to small business and 3.4% declare bankruptcy.
If you’re struggling to reach organizational goals due to declining revenues, low retention, or poor company culture, Ed Krow explores six talent transformation strategies to align employees, leverage existing talent, and drive business growth.
The old way isn’t working anymore it’s time for a new way of thinking.
Establish a consistent recruitment process to attract and retain top-tier talent while ensuring your company resources are used effectively.
Create an organizational climate where employees perform to the best of their abilities so your business can experience sustainable growth.
Have a clear succession plan in the event you lose one or more key employees so you can protect your company and avoid failure.
Strategically reimagine your business environment so you can align with a talent transformation strategy and maintain harmony.
Reshape your organization to shift attitudes, values, and beliefs to motivate employees and drive business results.
Attract talent with competitive plans that complement your business strategy so your compensation aligns with your employees’ values.
With a proven track record in HR, Ed Krow is a people expert who uses his unique talent transformation process to leverage existing talent and align employees with organizational strategy to create change, drive sustainable growth, and maintain overall happiness.
“I help solve people problems and I write books about solving people problems, but I’m also a business owner. It’s not only experience, it’s living with the same problems my clients do and sharing how to overcome them that people value the most.” Ed Krow.
Ed Krow is ambitious, educated, and dedicated when it comes to getting everyone on the same page. He values people at the heart of everything, so he became the talent transformation expert. As a regular contributor to Forbes.com, Ed Krow is a sought-after, down-to-earth leader in his field.
“I can not say enough good things about Ed! He is a wealth of knowledge, very thorough and quick to respond. I feel confident referring him to my clients and they continue to sing his praises. I would highly recommend Ed for any of your HR needs.
“Ed Krow has been instrumental in helping our company remain in compliance with Affirmative Action, government reporting requirements and the ever-changing world of employment.
“My firm has engaged Ed numerous times since 2007 for a varied number of HR-related issues. Every interaction with Ed has been excellent! He takes a well-thought-out, pragmatic, and logical approach to HR issues based on many years of experience and education.
Ed Krow works with executives, business owners, and decision makers who are struggling with people problems. His talent transformation process teaches employees how to:
So when people ask, “What is talent transformation?”, Ed Krow simply shows them the positive results that each and every client experiences after working with him.
Ed Krow has been speaking to senior leaders across North America since 2008 about how they can turn their people into strategic contributors.
From 50-person meetings to conferences of thousands, he is the only talent transformation expert in his field consulting for companies like yours on how to achieve sustainable business growth.
“I have been waiting for a book like this. Ed does a great job of breaking down the critical components of aligning C Suite and HR strategies together. This is a book not only for HR professionals, but for executives to also understand their Human Resources function. Lots of great leadership principles throughout the book. I cannot wait to put into action the strategies outlined in the book.
“This book is the real deal. It’s filled with practical ideas on how you can get results from your team. Get your pen out because you are going to want to take notes and discuss with your leadership team.
