Gap Analysis

Much of what we do here at The Shuler Goup is finding holes and gaps, and then filling those holes and bridging those gaps. One of the exercises we take our clients through as well as something we do here in our own business, is what we call gap analysis. One method is to sit down and brainstorm with your team about certain factors or metrics. Let’s say, for example, revenue. First, you have to recognize (know) what your revenue is. Then you look at where you want it to be. Sometimes there’s a gap between those two numbers. You
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Press Release: The Shuler Group, LLC receives MBE certification from MDOT

FOR IMMEDIATE RELEASE: June 26, 2019 Dawn Shuler The Shuler Group, LLC 301-541-3577 Media@TheShulerGroupLLC.com   The Shuler Group, LLC receives MBE certification from MDOT Small minority business services firm achieves Minority Business Enterprise (MBE) certification despite lengthy process Myersville, Maryland: The Shuler Group, LLC is proud to announce that it has received the MBE/DBE/SBE (Minority Business Entity/Disadvantaged Business Entity/Small Business Entity) through the Maryland Department of Transportation. After completing the extensive application, meeting, and passing the review and rigorous requirements to mitigate fraud in the MBE certification process, this certification award proves that The Shuler Group, LLC meets the requirements
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Capabilities Statement for The Shuler Group

We have created a two-page document (Capabilities Statement) that states our mission, capabilities, credentials, and our unique approach. The Shuler Group, LLC, provides consulting and training services to commercial, not-for-profit, and government organizations. Our programs and consulting solve challenges in employee engagement, employee turnover, and company culture. As a 100% woman-owned business with Maryland state certification as an MBE/DBE/SBE, The Shuler Group is committed to extreme service and creating innovative and sustainable solutions for our clients.    
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Strategy, Focus, and Time Management

I’m going to visit a topic that you’ve probably visited yourself before. Maybe you’ve listened to podcasts, gotten books, and even attended seminars. You may have worked with a coach or a mentor on this subject, and yet it’s still something that many of us, if not most of us, if not all of us struggle with… that is effective time management. We’ve beaten this to death, haven’t we? Don’t we all know what we’re supposed to do? We’re supposed to create our goals and strategies and objectives, break them down, delegate and defer, delete and do it again. Easy,
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What Company Culture Are You Creating?

What do you think of when you hear “company culture”? Do you think of Google, who is touted as having created an amazing company culture where people have nap pods, creativity is encouraged through very unusual methods, all paired with a college campus-like environment? That is, of course, one example of a company’s culture. Google certainly gets written up in articles and has received awards for the work that they do within their company with their employees. It’s touted as one of the best places to work year after year, because they have intentionally decided what they want their company
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Employee engagement as a two-way street

With all the work we’ve done on employee engagement (studying it, analyzing it, helping companies increase it), we’re convinced that employee engagement is a two-way street. It’s not just the responsibility of the managers and leaders.  It’s the responsibility of the employees as well. See, if you give only one person in a relationship the sole responsibility for that relationship, there’s an inherent and immediate imbalance that is not sustainable. Employee engagement isn’t just communication and giving atta-boys and atta-girls. It’s much more than that. Let me introduce our Collaborative Employee Engagement Model™. At the center of the model is
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Why employee engagement is something you MUST focus on

Companies don’t really think about employee engagement, or they might think about it, but there is no line item on a budget for employee engagement.  Managers and leaders would say employee engagement is important, but they actually don’t have a sense of how important it is. It’s crucial because if you don’t have employees who are actively highly engaged with your company, then you’ll eventually have employee turnover. Higher employee engagement equals lower employee turnover. Every time you have to hire a person because someone left or you had to fire someone, that costs money. It costs anywhere between 20
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Dysfunctional Communication Styles – Part 2

In Part 1 , I discussed the problems with dysfunctional communication styles, especially if they’re ongoing.  In today’s blog post, I list the 16 Dysfunctional Communication Styles with a brief description of each. Psychological Cycle of Violence- Like the physical cycle of violence, there is an explosion, followed by an apology, honeymoon period, and tension building, then explosion again. Debate Club – Unlike an official debate, there is no referee and no acknowledgement that a debate is actually taking place. Un-authorized Declarations – This comes in the form of someone declaring something to be so, without any proof or authority. Monologue
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Dysfunctional Communication Styles – Part 1

What is a dysfunctional communication style? It is a pattern of speaking and interacting that shuts down true connection, inhibits forward action, becomes energy draining, lowers self esteem, and can affect the overall health and well-being of a relationship. A dysfunctional communication style being a pattern is important to note because we all can have (and no doubt have had) a, less than sterling conversation or encounter. This bad interaction can happen for many reasons; however, once this interaction is over the reasons for the dysfunction are also over. The purpose of identifying a dysfunctional communication style is to diffuse
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7 Creator Personality Types and what this means for your team

When you have a team, your job as the leader is to inspire them and help them move toward a common goal, whether that’s reaching an organization’s objectives, completing a project, or working together more efficiently. One challenge of leading and managing a team is that team is made up of individuals, with unique personalities, value systems, distinctive ways of processing the world, preferred way of communicating, and even how they like to create and do things. In my work with individuals, teams, departments, staffs, and the like, I’ve identified seven different Creator Personality Types.  Someone can have one of
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