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Dr. Chérie as a

Consultant

Corporate Consulting

Dr. Chérie Carter-Scott is a management consultant, International Keynote speaker, executive coach, Trainer of Coaches globally, and #1 bestselling author for more than 40 years. She earned her Ph.D. in Human and Organizational Development from Fielding Graduate University. Dr. Chérie wrote her dissertation on the relationship between employee satisfaction and customer satisfaction, which provided groundbreaking research to the service industry.

Dr. Chérie’s clients range from entrepreneurs to Fortune 500 companies. Her trademarked process known as Employee Owned Change™ (EOC) helps companies design and manage change at all levels of the organization, with all employees buying into the change process with the guidance of a Master Certified Coach.

Speaking Clients Include: 

What is Employee Owned Change™?

Purpose: The purpose of Employee Owned Change™ is to build a cohesive organization so that co-workers work together in a spirit of cooperation, collaboration, co-creation, and ownership.

A healthy organization is one that has a strong sense of its own identity, mission, purpose, and can readily adapt constructively to change. This type of organization exhibits independence, optimism, interdependence, and a high degree of ethics, responsibility, and can predict and produce tangible results.

The Employee Owned Change™ development actions are rooted in behavioral science principles. These reflect humanistic and participative approaches to management and leadership. The EOC™ Program development reflects two aspects of Organizational Development.

They are:

  • A structured way to manage change
  • An effective way of focusing human energy toward specific desired outcomes

Success with any team development rests on the fundamental belief that in an organizational setting the individual members must have the opportunity to grow if the organization is to remain healthy and functional.

In managing change, the methodology of program development is to work in concert with the individuals impacted by the change. This approach fosters responsibility in managers that in turn leads to creative problem solving and innovation.

Employee Owned Change™ is practical and functions as a discipline to focus energy on envisioned, specific, tangible goals. While most organizations begin purposefully, economic shifts, changes in the marketplace, globalization and reverse-globalization, and alteration in leadership values and styles impact organizational effectiveness. The wants and needs of individuals are essential input to the overall goal-setting process of the department, division, or the total organization. If each member participates in forming group goals and subscribes to those goals, then a considerable share of their energy and the energy of all co-workers, begins to work toward a common purpose, mission, and objectives.

One of the key elements of EOC™ is to ensure “Buy-in.” The technology of Buy-in draws out individuals that could potentially sabotage the chaเำ initiative. It can also serve as a way to weedout employees who are a drain on the team, distract from the team goals, and divert the focus away from the tasks at hand. Every team has a specific mission. If there are people who appear to be on the team, but secretly prefer to be elsewhere, then the team is weakened. Ultimately, we all want a strong team, with clear roles and responsibilities, infused with respect for all the members, and functioning as a finely tuned organism responding positively to both internal and external customers.

Employee Owned Change™ succeeds when leaders:

  • Connect with all those who can influence the desired outcomes
  • Identify goals, which through joint processes, will convert to specific group goals
  • Work on improving the quality of relationships from one in which managers are conditioned to interpersonal/conflict (I vs. you) compared to one of collaboration and healthy functionality (“we-us”). To bring about such a change, open communication, collaborative goal setting, and mutual problem solving/decision making must be encouraged.

EOC builds active feedback loops so managers monitor and share in their organization’s progress toward the achievement of mutually agreed upon goals.

You have been a teacher, facilitator, team-builder, coach, and friend. Your insights into people and tasks are rare gifts that help people understand and cope with issues.

Pat Brozowski
FMC Corporation

Your skills and abilities have proven to be extremely successful in results- driven businesses who are constantly challenged. We have both witnessed 300% increases in sales and customer satisfaction. A $150 million business unit has been transformed into the corporation’s #1 Sales & Service operations.

Bob Freinberg
GTE

Thank you for making the Seventh National Court Technology Conference the best ever!

Maureen Mucha
Seventh National Court Technology

Your presentation on “Customer Service” was the highlight for the week.

Pamela Boswell
American Public Transit Ass’n

We were honored to have a speaker of your caliber at our Ronald McDonald House conference, and our audience said you were an incredible success in their surveys.

Jo Ann Malone
Ronald McDonald House

When I book a speaker for The Principal, I always hope they will inspire, educate, or motivate our employees. You did all three with ease – the mark of a true professional!

Deb Curtis
The Principal Financial Group

Finding a keynote speaker who can inspire and motivate an entire room full of people is not always an easy task, but you surpassed all our expectations.

Patti Holquist
Rockford Health System

I want to take a moment to personally thank you for all you have done for my organization and me. Your willingness to do whatever is needed and wanted is only surpassed by your outstanding interpersonal skills. It is extraordinary how someone can be such a composite of so many positive qualities and skills, yet amazingly outstanding in every one of them.

Jack Canfield
Chicken Soup for the Soul Enterprises

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