Our Approach

Working side by side to conquer conversation chaos.

Do you struggle with missed sales targets? Stalled execution? Employee engagement?

Your difficulties are as unique as your company. We’ll craft a custom solution dialed to your specific needs.

Here’s what to expect with Fierce:

STEP 1: CONVERSATION

[ Consult ]

Tell us about your most pressing issues.

[ Deep Dive ]

We’ll listen closely and dig for the full story.

[ Plan ]

Drawing from more than two decades of experience, we’ll customize a training that will solve your problems.

STEP 2: TRAINING

Our targeted trainings will show you how to have conversations that get results. Based on the insights you share, we’ll devise a custom solution that draws from the most relevant of our 9 proprietary training programs:

[ Time Commitment? ]

Flexible from a few hours with a facilitator, recurring workshops that unfold over months.

[ Location? ]

Convenient: Depending on the training, we can come to a location of your choosing or you might attend a workshop in Seattle, New York, or other global city.

[ Online options? ]

Of course: Fierce offers trainings both in person and via our online Adobe platform.

STEP 3: ONGOING SUPPORT & DEVELOPMENT

Stay Fierce: Following your training, we give you the tools to keep your edge and continually develop your organization.

Take a look at the long-lasting effects of Fierce:

Before Fierce	After Fierce
Focus on activities.	Focus on results.
Skirting the issues. No one engages. Nothing changes.	Open culture that identifies and addresses issues truthfully. Generating the best decision for the organization.
An ‘us versus them,’ ‘me versus you’ culture. Politics, turf wars, competition for resources, and attention.	High levels of alignment, collaboration, and partnership at all levels throughout the organization.
Reacting to and recuperating from poorly thought-out conversations.	Engaging in effective, consequential conversations that resolve tough challenges.
Leaders micro-managing versus leading. No grass roots leadership development.	Effective coaching and delegation. Development of quality ‘bench’ to fill future leadership positions.
A relationship with customers and employees based solely on price and salary. Diffulty maintaining margins.	Relationships with customers and employees that extend beyond price. Customers and employees are engaged on an emotional level.
Original thinking is happening elsewhere. Sleepwalking through the manual.	Shared enthusiasm for agility, continued learning, and epiphanies; shared standard of performance.
A culture of terminal ‘niceness.’ Avoiding or working around problem employees. Tolerating mediocrity.	Effectively confronting attitudinal, performance or behavioral issues, and creating the impetus for change.