We work side-by-side with leadership based on
established 
objectives and clear outcomes. Our
work is collaborative, involving mutual
accountability and the transfer of information and
skills to the client.
When providing consulting services we usually
complete our projects within four to six months.
Our training programs and presentations vary
in length from one hour to two full days per visit.
All services provided by Leaders Without Borders
are 100% guaranteed. Click here to view a
complete list of previous clients.
Following is a list of some of our capabilities with specific examples of implementation. They highlight specific interventions and not the full range of our work.
City Government
1. Thirty Five percent of their residents are Spanish speaking and in need of appropriate leadership.
2. Most city officials, elected officials and staff speak only English. The level of understanding between groups at times challenged residents as well as officials.
3. Being progressive and realistic, the city decided to embrace its residents by learning as much as possible about them. Specific strategies were developed and discussed during private meetings and at the workshop.
We were called in to interview department heads and put together a customized Leaders Without Borders two-day workshop. We were also invited to come back and work with department managers.
Industry: Manufacturing
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Overview
Management experienced gaps in communication, which led to unnecessary misunderstandings and lowered productivity. Staff was unresponsive to attempts at participating in company initiatives including open enrollment, gatherings, and production meetings.
Mix: 80% Spanish speaking and 20% English only.
1. Overall lack of understanding between English and Spanish speakers.
2. Management felt out-of-control.
3. People didn't talk to each other regularly.
4. Females reported feeling intimidated by others.
5. Regular employee conflicts.
1. Human Resources experienced a drop in employee conflict resolution.
2. Six-month evaluation shows a 45% increase in staff satisfaction.
3. Management describes the unit as more together than before.
4. Spanish speakers have a clear understanding of job expectations.
5. An overall increase in trust and respect has been experienced as reported during employee survey.
6. Management now feels entirely in control.
7. Managers now confidently train, couch and discipline their Spanish-speaking employees.
Industry: HealthCare
- Department Mix: 50% Spanish speaking, 15% Bilingual, 35% English only.
- Overview
In general Environmental Services is responsible for all cleaning of hospital facilities.
With over 350 employees communication was challenging the director's team. A need for English fluency was acknowledged when a patient could not be told how to find the cafeteria. Employees had significant divisions by language, race, and position.
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Challenges
1. Internal and External communication.
2. Overall understanding of cultural tendencies.
3. Respect was often a source of complaints.
4. Inter-cultural teamwork was marginal.
5. Non employee cooperation was affecting department morale.
6. Turnover was at 25% monthly.
1. Post training surveys showed and increase in job satisfaction of 38%.
2. Turnover was reduced by 35%.
3. Management regained internal control.
4. Employees documented having learned about expectations.
5. Teamwork was improved.
6. By learning Spanish without Borders® managers were able to make connections with the largest group of employees and enhance motivation and recognition.
Industry: Landscaping
Mix: 90% Spanish only, 5% Bilingual and 5% English speaking.
Management identified a need to understand their employees and empower them to make decisions, speak to clients and take ownership during working hours.
1. Employees unable to adequately communicate with clients.
2. Managers experienced difficulty having expectations met.
3. Clients did not know who to approach at job-sites.
4. Staff generally showed shyness and reluctance to speak English.
1. Clients immediately complemented staff's initiative.
2. Crew members commented on importance of taking care of customers.
3. Management now able to act 'culturally-intelligent'
Restaurant Association
3500 Restaurant owners, managers and directors were interested in learning to best manage and lead their growing Spanish-speaking workforce.
Mix: In most restaurants up to 65% speak only Spanish while 35% are English speaking.
1. Language barrier.
2. Cultural awareness on both ends.
3. Overall discomfort with sensitive issues.
4. Low self-confidence when interacting with Spanish-speakers.
Industry: Hospitality
Hotel housekeeping, laundry, stewarding and convention services employees speak little or no English. Wanting to deliver the highest quality service, management set out to integrate the workforce of 750. Multiple languages, cultures and expectations.
Mix: 50% (Vietnamese, Spanish, Polish), 35% English only, 15% Bilingual
1. The staff had been complaining about lack of recognition and low pay
2. Employees were attempting to obtain union representation.
3. Management had unsuccessfully tried several initiatives to reduce friction.
4. Service standards suffered with unmotivated employees.
5. Internal - heart of the house - employees were separate of others.
1. Hotel achieved highest award in company for employee satisfaction.
2. Management now knew how to hold culturally intelligent recognition initiatives.
3. Managers said they feel more confident when dealing with others.
4. Eliminated possibility of union involvement.
Industry: Construction
Company had suffered a rash of accidents in the past six months.
Mix: Temporary employees 90% Spanish only, Full time 80% Spanish.
1. Communication among managers and non-English speakers.
2. New hire orientation was practically non-existent.
3. Most employees trained each other in safety matters.
1. Safety records improved by 19% as reported monthly.
2. Employees are positively interacting with management.
3. Managers have a better handle on Human Resource issues.
Please contact us if you have any questions.