THE GOAL AT ANNA MASON CONSULTING IS TO HELP BUSINESS LEADERS HIRE THE RIGHT FIT FOR THEIR COMPANY, ENGAGE THEIR EMPLOYEES, AND DEVELOP THEIR LEADERSHIP — ALL TO GROW FASTER AND HAVE MORE FUN DOING IT.
HER WORK IS TO SUPPORT LEADERS WHO ARE PASSIONATE ABOUT BUILDING A POSITIVE CULTURE OF HIGH PERFORMANCE, ENGAGEMENT, AND TRUST.
ABOUT ANNA MASON
Anna’s career has given her the opportunity to build relationships and work closely with different cultures, communities and diverse groups of people. Her experience has taught her a great deal about how people interact, learn, and succeed. Anna has gained extensive knowledge about managing and training people in order to bring out their best.
She coaches and mentors teams to go beyond their perceived limitations so they can achieve more. Anna teaches teams how to understand themselves and others so they can value the difference. Objective self-awareness combined with strategies to be more successful is what leads to an engaged team. Companies that invest in their employees first will reap the rewards of higher productivity, reduced turnover, and energetic employees. Anna is happiest when she can serve and assist her clients, delivering outstanding customer experiences, and exceeding business results.
Anna partners with scientifically validated tools like the Predictive Index and the EQ-i 2.0 and the EQ-i 360 to take her consulting to the next level. These tools provide critical data and metrics that track improvement — all important to demonstrate success and growth. People are an organization’s most critical asset. Anna is very proud to have worked with more than 100 companies and organizations to help them maneuver unique and new “people” challenges with creativity and compassion.
When she’s not Zooming, traveling or writing workshops, Anna loves to run (better said — she loves to jog), play with her dog, and travel to see as many parts of the world as she can.
DIVERSITY AND INCLUSION EQUALS A CULTURE OF CREATIVITY!
At the core of Anna Mason Consulting is the belief that a diverse workplace makes for a stronger and more creative environment. Teams and employees that feel safe to be who they are, no matter their race, ethnicity, religion, sexual orientation or gender identity are always the most successful, most engaged and most productive. In her trainings and coaching, it’s Anna’s mission to create a space that is open and inclusive so that all participants feel valued, respected and comfortable to be who they truly are.
“A lot of different flowers make a bouquet.”
– Islamic Proverb
SOME OF THE QUESTIONS
ANNA CAN HELP YOU ANSWER:
- How do I find the right fit for my company culture?
- How can I reduce turn over and save time and money?
- How can I streamline my hiring process?
- How do I know what makes my people “tick”?
- How do I motivate my team to perform their best?
- How do I identify and build leaders on my team?
- How do I link my business strategy to my people?
ABOUT THE PREDICTIVE INDEX
The Predictive Index (PI) started 75 years ago as a small behavioral assessment company. Today, The Predictive Index is a modern software company that provides not only behavioral assessments but other powerful tools that help businesses hire the right fit, manage them to perform their best, engage their team and align their business strategy with their people strategy.
Over the last 10 years, PI has become a leader in Talent Optimization — a four-part discipline that aligns business strategy with people strategy for optimal business results.
DESIGN
Aligning your business goals with the natural aptitudes of your team
INSPIRE
Motivating and managing your people to perform their best, even under stress and pressure
HIRE
Setting job targets and hiring people who naturally fit the job description and company culture
DIAGNOSE
Understanding the needs of your team with an employee engagement survey
THE POWER OF PI
The most powerful aspect of PI is the behavioral assessment. This assessment measures the motivating drives and needs of an individual. Managers and leaders who use PI no longer have to guess what makes their team “tick” — with PI they have validated data.
Managing, hiring and team building are so much easier when you have behavioral information at your fingertips. Not only does it make work easier, but it also saves time and money by streamlining the hiring process and reducing turn over.
CURIOUS ABOUT HOW PI CAN WORK FOR YOU?
Try the assessment for yourself!
ABOUT THE EQ-i 2.0
Emotional intelligence was popularized in the mid 1990s by Daniel Goleman with his book, Emotional Intelligence: Why it Can Matter More Than IQ, even though it was acknowledged as important decades prior. Since then, it’s widely accepted that emotional intelligence skills are critical for building relationships and teams, resolving conflict, solving problems, leading effectively, and building resilience. In fact, many experts argue that a higher emotional intelligence is the difference between good leaders and successful leaders.
The EQ-i 2.0 is a validated, detailed assessment that highlights areas of strength and potential areas for development. It also provides suggested strategies for bringing one’s EQ competencies into balance for greater effectiveness.
TAKE THE EQ-i 2.0 ASSESSMENT
Note: Fee associated — includes one hour coaching session
CASE STUDY
LEADING THROUGH TRANSITIONS
When Amin took over as Executive Director of an independent living, assisted living and memory care facility in Florida, he was prepared for an overhaul. The current situation wasn’t going well — team members weren’t engaged; the leadership team wasn’t aligned, and people were leaving. Team dysfunction coupled with the challenges of a raging pandemic meant Amin had his work cut out for him. But he wasn’t daunted! Amin, who is a Captain pattern in PI, decided to tackle the problems head on and with optimism.
HIRING INTENTIONALLY
The first thing Amin did was restructure the leadership team and start hiring intentionally. Amin and his HR director, Kiran, worked together and used PI to hire people that would fit in with their role and with the culture he was trying to build. He intentionally looked for people of all different cultural backgrounds and people with all different motivating needs.
“Diversity is so important — different perspectives and different cultures give us so much more balance than a team who is all the same,” says Amin.
Then, after his new leadership team was assembled, he started with a foundation of trust. No — he didn’t make them do trust falls or anything like that. He created a space where honesty and transparency were paramount and shame and gaslighting were completely unacceptable.
DIG DEEP AS A TEAM
About six months in, Amin reached out to Anna to conduct a PI Team Discovery workshop. They had been using the PI Design platform and wanted to go deeper. The workshop revealed that indeed their leadership team was balanced and that there was a lot of trust.
“It seems cheesy and nobody would believe it they heard it, but we really learned that we do trust each other AND we learned that we could lean on each other because we have different strengths and weaknesses,” says Kiran.
Anna’s journey with this community continues. She continues to meet individually with each leadership team member for one-on-one coaching sessions and is working with Amin on a coaching using the EQ-i 2.0 tool.