TranStrategy Partners’ New Offerings

NEW MONTHLY COACHING GROUPS AND WEEKLY LIVE COURSES

TranStrategy Partners is pleased to launch two new offerings with the monthly BrokerXcel coaching program and weekly live trainings through Brokertrain LIVE.

BrokerXcel

Build your business one month at a time! Join us this July for a new methodology to leadership and organizational development with BrokerXcel. This new program, from TranStrategy Partners, takes a different approach to on demand training for leaders and key employees with interactive knowledge sharing. BrokerXcel is designed to provide the power of knowledge and networking to help build your organization and improve performance. Each month, a new topic will be presented. For only $395, you will be able to take advantage of the month’s offerings. It is not a monthly subscription. You choose the month(s) in which you want to purchase BrokerXcel, allowing you to gain more knowledge on the topics that are most pertinent to your business. 

BrokerXcel Includes:

  • Two videos to dive deeply into the monthly topic (July’s topic is culture)
  • Supporting articles and worksheets
  • A roundtable discussion with a TranStrategy coach and other business leaders to address real world examples of the topic to help provide a network context for growth and development.

Brokertrain LIVE

TranStrategy Partners and Brokertrain LIVE offer weekly live webinars. Develop your skills and continue to grow as a freight brokerage professional in these hour-long webinars. They include a pre-course survey, the live course presentation, participant interaction, and a follow up quiz and activity. Each participant will be given a certificate of completion to go in your professional development file.

Saving Culture

Saving Culture

“Seventy percent of American employees report being disengaged at work, and three out of four are currently looking for a new job or are open to new opportunities.” Matthew Baker, Entrepreneur, 6/13/17, Here’s the Secret to Improving Employee Engagement That Every Company Can Afford

Disengaged employees are a detriment to your business – they adversely affect morale and commitment to the defined goals for success.

Why are your employees disengaged? Often, there is a disparity between their goals and the goals of the company; there is misalignment between the values of the organization and the employee.

How can you, as a leader within the organization, combat this disengagement and disenfranchisement? Build a strong and clear Culture for your company.

Culture is the subconscious of your organization. It is the set of values that contextually drive decisions and it is the compass that points True North for your company. Culture exists whether you are actively building it or not- it is the collections of stories about success (and failures). And it is the pathway of your most successful employees and the methods for dealing with your worst employees.

Culture is realized through the relationships that your people have with each other, vendors, customers and the community. It can be a source of pride (in alignment) or a source of derision and bitterness (when not in alignment). The choices and decisions of the business and its employees are reflections of the adherence to the culture framework.

Your business Culture guides your business success, so you need to be very intentional about how your Culture develops. It is imperative to understand how your culture is defined today – from a leadership, employee, customer and vendor perspective – to see what needs to be adjusted to drive the proper expectations.

The stronger and more directed the Culture, the more your people know what defines success and how they can be a part of that success. Your well-developed Culture can reduce attrition and create a compelling message for your recruiting process – allowing you to keep great employees and build your staff with people aligned to the positive Culture that you design.

Working Together for Success: Sales and Operations

Working Together for Success: Sales and Operations

Have you overheard conversations like these in your brokerage?
Salesperson: “I met with ABC Shipper this morning and was blindsided when they asked me about how I plan to resolve ‘this issue’. I had to tell them that we were reviewing the potential options and would be back with them later today. I called into the office and I am still waiting for useful information about what happened and how we plan to remedy the situation. I feel like I am a second-class citizen within my organization.”
Operations: “I’m not really sure what ‘salesperson’ does each day. We keep having to find cheaper trucks for his customers and we haven’t had a decent new customer in quite some time. How are we supposed to grow without new business? I feel like, without the new business, the lower rates are going to keep us from providing the service to our customers, which will cause us to lose more business, and on and on.”
Too often there is a disconnect between the sales department and the operations department. The sales goals of margin maximization, combined with customer acquisition and expansion are not aligned with the operational needs to cover the load and find incremental load volume increase. Daily service issues are not always communicated throughout the organization which leave salespeople scrambling to provide the assurance to customers to allay their concerns. New rates and customers arrive to the operations team without a defined strategy for service and growth.
This disconnect between goals and activity causes an ‘us versus them’ dynamic to form within an organization that can permeate the culture and stifle growth. At the heart of these issues is leadership and corporate vision in defining expectations, behaviors and belief.
Clarity and communication of the company goals across the organization is essential to building the belief in the strategic direction. Leaders need to provide the context (the Why) and the process (the How) to support the overall strategy. Clarity is achieved through simple crafting of the vision and goals. The clearer the message, the easier it is to retain, repeat and remember. Regular communication of the message helps all people begin to internalize and promote the message.
When people know their responsibilities (and the reasons for them), along with the responsibilities of others, in achieving the goals of the organization, the team begins to gain cohesion and will rally around the goals together. Within the team itself, collaboration builds credibility and trust. Regular communication and review to recognize success and identify obstacles improves the responsiveness to pivot as needed to move forward.