"Teams and organizations that operate with high trust significantly out-perform teams and organizations with low trust."


Representative Clients that have attended our programs and or sought our counsel:

Legg Mason
Boise State University
Idaho State University
El Paso County Prison
Jamba Juice
Epitome Systems
Stanford Financial

Leadership is about building trust

employee engagement

Remarkably, 87% of employees worldwide are not engaged at work. The world has a crisis of engagement -- one with serious and potentially long-lasting repercussions for the global economy. But it doesn't have to be this way.

Create employees that grow the bottomline? Build a culture of trust ow to create motivation that builds the bottom line.

One would think it is commonsense, When people feel motivated, they perform better. In fact, research shows that high levels of employee engagement can boost revenue growth by up to two and a half times*. Motivation means money: High Performance organizations know this.  

Employee engagement, however, is only half the story. It’s no good feeling great about your job if you can't get things done. That’s why it’s important for employees to be “enabled” too. Because if enthusiastic people are held back by bureaucracy, systems or conflicting demands, not only will they underperform — they may stop trying, or even leave.

The Jim Woods Group can help you build a high trust environment where employee engagement is more than just measured. 

We understand how to identify the barriers to performance and show you where change is needed.
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