RightFit News you can use.



Electronic Newsletter                 Issue 2012-04


Apr. 2012



To help increase

 potential to

 produce results.




"Shirley is an excellent facilitator. When facilitating our team, her ability to remain impartial keeps everyone on track. Her ability to facilitate a productive meeting better utilizes everyone's time."

- Call Center Manager


"Shirley's energy and enthusiasm are excellent examples for the rest of us. I have seen many occasions when Shirley was able to get a group moving just because of the enthusiasm she showed on the topic at hand. That is very contagious." 

- Leadership Trng Manager


"Shirley is a very good facilitator and she took the initiative ... to help us grow as a team. "

- Business System Analyst


"If I had to pick the people who have had the most impact on the support team, Shirley would be at the top of the list. Through Shirley's leadership, team was able to set goals, adopt an organizational structure, and prioritize a list of action items."

- PC Support/Service Rep




  Copyright 2012
Shirley Lee
All Rights Reserved






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Striking Statistic


In the 2012 book release of "Measuring Leadership Development," it states 74% of respondents believe the biggest reason a Leadership Development (LD) project fails is because data collection is not built into them from the beginning.  In other words, the program developers  can not prove the program accomplished its goals or show a return on investment (ROI) to management.

** NOTE:  To see more statistics, visit the blog link below.


Timely Tip


As someone who has facilitated focus groups, I found the suggested use for data collection in the above book very interesting and likely to be most effective and easiest tool.  In chapter 6, the authors suggest using management focus groups for estimating ROI on portions of LD programs since they are the experts of what worked for their organizations and how.  Below are the suggested steps to run a 2-hour focus group:

1. Explain the task.

2. Discuss the rules.

3. Explain the importance of the process

4. Select the first measure and show the improvement

5. Identify the factors that have contributed to performance

6. Identify other factors that have contributed to performance

7. Discuss the link of each factor

8. Repeat #7 for all factors

9. Allocate the improvement (percentage or pie chart activity)

10. Provide a confidence estimate

11. Multiply percentages from steps 9 and 10

12. Report results

If anyone is interested in doing a focus group and need help facilitating, please let me know.  Or if you want to try it on your own, go buy the book and read it through before sending your meeting invites.


For more tips from the book, see 2bProductive blog post:

14 Success Factors for Leadership Development and Training


Related Links


2Bproductive Blog made the list of "Top 75 Productivity Experts to Follow on Twitter" this month!


Would you like to see a dozen of the other well-known experts and their book titles?  Or find a link to the full list of 75 along with their Twitter names?  If yes, then visit OrgThis Blog post

Top 75 Productivity Experts


Training Tools


We are  partnering with Peak Performance Solutions to offer great training opportunities and assessments!  Starting with 1.5 hour "Work of Leaders" webinars in May which feature an assessment based on "The 8 Dimensions of Leadership" book.  If you think this tool may be  useful for your LD programs, check out the Events and Webinars schedule.  If you register, be sure to put RNEWS in your description so we know how you found out about the webinar.  If you want to know more about the tool before you sign-up, check out Peak Performance Solutions Blog post Everything DiSC Work of Leaders 8 Dimensions in Leadership Assessment. Thanks.


Quick Quote

"Leadership and learning are indispensable to each other."
- John F. Kennedy


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