A2Q2 Reviews

Thank you for taking the time to write such a thoughtful review. We love the feedback! You are correct that we expect quick responses; our guideline is to respond to clients and colleagues within 24 hours. Even if we don't have the answer, we consider it a common courtesy to acknowledge the other person and say "I'm busy, get back to you later". More importantly, because we are in a client service business, responding to emails promptly and meeting deadlines are critical. The key components of our Service Experience to clients are Knowledgeable, Adaptable, Results-Oriented, Dependable, and Engaging. Without our clients, none of us would have jobs so we find ways to show our clients that we care and that their challenges are our top priority. You are right that we give our people frequent informal feedback. Our belief is that frequent and constructive communication is critical for personal and professional development. At least monthly, if not more often, our people receive coaching. It takes more time and courage for our managers provide honest feedback and we do it because we care. We give feedback and more importantly, the tools and resources to make those changes. Our people have ready and easy access to managing directors, senior managers, managers, seniors and in-charges. Yes, our environment is demanding and only for a select few. We are huge followers of Jim Collin's Good to Great concepts. To paraphrase Collins, "Get the right people on the bus and the wrong people off the bus." That is why we have a program where candidates work with us for one, two, three or six months before we mutually agree to make it a permanent arrangement. The smartest and most driven people may not be the best fit with us because our values and philosophies also have to align. Putting a group of All Stars together does not automatically make a championship winning team. Capable people combined with intangibles like teamwork, dependibility and chemistry make a winning team. Knowing and doing your job well is the basic requirement. We reward those who care and nurture others to success. Those who are strong and knowledeable have the responsibility to pull others up the ladder. That is hard work, and yet we expect it from everyone. We take leadership development seriously. This development time is costly and we continue to invest because we believe that is our responsibilty and our future. Monthly, we gather the whole team, from managing directors to admins, together. We sit in a circle to share management's latest thinking and business development. Why sit in a circle? The circle, like King Arthur's Round Table, is to promote the idea that we are a leader-full network. There is no Head. In this circle, everyone has a voice and can contribute; anyone can ask questions. One person steps away from the group and the circle remains intact. Our mission is to develop many leaders within our organization. Leaders don't require a title. As a matter of fact, a leader is someone who steps up and volunteers to take on the messy and unpleasant tasks for the benefit of others. Yes, our culture is challenging. To thrive, our people are motivated by more than money. Those who thrive here enjoy the challenge of learning new ideas, tools and skills. Those who thrive here relish in being given increasing responsibilities and authority to shape their team, the whole organization and our strategy, not just the work itself. Those who excel here get satisfaction from knowing that they have personally invested in someone else's growth and development. It is a different management philosophy to actually act on the belief that the extra time and effort spent today to train the young generation will bear fruit 2-5 years from now. It is a challenge of our times (and for all leaders) to accomplish our work and still pull up the next generation. Being a leader and a manager requires different skills. Managers figure out how to finish the work and meet deadlines. Leaders meet deadlines while developing others. And that takes practice, coaching, mentoring. Even with all these demands, our demographics prove that our management philosophy can work. 80% of our team are women. Over 60% of our team are minorities. 4 out of 5 managing directors are women (and 3 of them work flexible schedules). 80% of our managers are women. 50% of our managers work flexible schedules. Some of our leaders are rock star college graduates who have been with us for less than a year. In closing, we firmly believe that everyone has a tribe where they belong. It's ok to switch tribes at different stages in our lives because our wants and needs change. Thank you again for your feedback. I hope that you have found your tribe and are thriving.