The Results Group

Name: The Results Group
Address: 1370 NW 114th Street Ste D, Clive, IA, 50325, US
Telephone: +15153302866
Price range: $$

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The Results Group

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The Results Group LLC is a business-oriented employee selection and development firm that helps comp The bottom line is RESULTS.

The Results Group LLC is a business-oriented employee selection and development firm that bridges the gap between companies and their employees by aligning talent with opportunities. We specialize in helping companies with their most expensive & valuable assets, their people! The Results Group LLC exists to get results for its clients. If you agree that your number one asset is your people then contact us today. Jim Collins wrote in his book Good to Great; “It’s about getting the right people on the bus, the wrong people off the bus and the right people in the right seats“.

10/14/2026

ADVanced Insights Certification- Virtual Class, November 9-10, 2026

Harness The Power of an Organization’s Most Valuable Asset...People!

Do you want to learn how to better understand people?

Do you want to become an expert in using objective psychometric instruments that will help you understand behavior and the motivations and attitudes that drive those behaviors?

By completing this training you will become certified on the following tools:
DISC Index -Behaviors -The How? Values Index -Motivators-The Why? Attribute Index -Attributes-The What?
Advanced Insights -Putting them all together!
Get ready to learn how to analyze the AdVanced Insights tool and leverage it to help develop a person’s inner genius!

Contact Results Group at 515-330-2866 for registration information.

10/13/2026

FROM UNDERSTANDING TO ACTION: COACHING PEOPLE TO USE WHAT THEY LEARN
By Results Group LLC | ResultsGroupLLC.com

Learning has little business value if nothing changes afterward.

A strong meeting, training session, or coaching conversation should eventually answer one question: What will we do differently?

Leaders sometimes assume that once employees understand the logic behind a change, action will naturally follow. But people are influenced by more than logic. Habits, confidence, emotion, perceived risk, past experiences, and the behavior of coworkers all influence whether someone follows through.

Make the next step specific. Instead of ending with 'Let's work on this,' clarify what action will happen, who owns it, and when it will occur.

Choice can also increase ownership. When appropriate, give employees a few meaningful options rather than prescribing every detail. The key is offering choices you can genuinely support.

Then reinforce the behavior you want repeated. If an employee tries a new approach, acknowledge it. If a team experiments with a better process, discuss what worked. If someone applies coaching successfully, recognize the progress.

Social learning matters too. People watch what others do. Leaders can use peer examples, mentoring, role plays, team problem solving, and shared success stories to make new behaviors feel practical and achievable.

AI can provide ideas and practice opportunities, but accountability still belongs to people. Leaders must connect learning to expectations, feedback, follow-up, and results.
The measure of development is not how much training was delivered. It is what people can do better because of it.

LEADERSHIP REFLECTION: Think about the last development conversation you had. What specific behavior should be different because of that conversation?

Results Group LLC
Helping organizations strengthen leadership, accountability, communication, talent, and performance.
ResultsGroupLLC.com | 515-330-2866

10/08/2026

WINNING THE BATTLE FOR ATTENTION
By Results Group LLC | ResultsGroupLLC.com

One of the biggest challenges leaders face in 2026 is not access to information. It is getting people's attention long enough for important information to register.

Employees move between phones, computers, customers, coworkers, meetings, alerts, and multiple applications throughout the day. When a leader adds another presentation or meeting to that environment, attention should never be assumed.

Long stretches of one-way communication make it easy for minds to wander. Instead, change the rhythm. Ask a question. Invite discussion. Use an example. Have employees solve a problem. Pause and ask someone to summarize the key point.

Variety helps, but relevance matters even more. People pay attention when they understand why the information matters to their job.

Leaders should also stop treating multitasking as a badge of honor. Switching repeatedly between messages, meetings, documents, and conversations creates divided attention. When the topic matters, create an environment where people can focus.

If employees are reading a detailed document or looking at a complicated visual, give them time to process it before continuing to talk. If there are three critical points, tell them what those three points are and reinforce them throughout the conversation.
And remember the power of questions. Asking someone to explain an idea in their own words requires more thinking than simply asking, 'Does that make sense?'

Your employees do not need you to become a professional trainer. They need you to communicate in a way that respects how attention works.

LEADERSHIP REFLECTION: In your next meeting, what could you remove, shorten, or change to make the most important message easier to remember?

Results Group LLC
Helping organizations strengthen leadership, accountability, communication, talent, and performance.
ResultsGroupLLC.com | 515-330-2866

10/06/2026

MAKE LEARNING STICK: LESS INFORMATION, MORE APPLICATION
By Results Group LLC | ResultsGroupLLC.com

Have you ever explained something thoroughly, only to discover a week later that very little of it stuck?

The problem may not be the employee. It may be the way the information was delivered.
People have limited working memory. When leaders overload employees with too much new information at once, important ideas compete for attention. A better approach is to break information into manageable pieces and connect each piece to a clear purpose.
Context matters. Before explaining how to do something, help employees understand why it matters, where it fits, and what successful performance looks like.

Examples also make learning more useful. Instead of explaining a concept only in abstract terms, show what it looks like in a real customer conversation, jobsite situation, sales call, team meeting, or workplace problem.

Then ask the employee to use it. Practice, discussion, retrieval, feedback, and repetition help strengthen learning far more than simply hearing information once.

Leaders should also be careful about relying on the old idea that every employee has one fixed 'learning style.' People may have preferences, but effective learning usually involves multiple approaches: explaining, showing, discussing, practicing, and receiving feedback.
AI can make it easier to create training materials, examples, summaries, and practice scenarios. But technology cannot determine whether an employee truly understands the work. Leaders still need to observe, ask questions, coach, and verify application.

Don't ask only, 'Do you understand?' Ask, 'Show me how you would use this.'

LEADERSHIP REFLECTION: Where are you giving employees information when what they really need is an opportunity to practice?

Results Group LLC
Helping organizations strengthen leadership, accountability, communication, talent, and performance.
ResultsGroupLLC.com | 515-330-2866

10/01/2026

LEAD PEOPLE BETTER BY UNDERSTANDING HOW THEY LEARN
By Results Group LLC | ResultsGroupLLC.com

Leaders are responsible for results, but results happen through people. We can set goals, improve processes, invest in technology, and create strategies, but ultimately our employees must understand what is expected and be able to apply what they learn.
That sounds simple. It isn't.

In 2026, employees are processing more information than ever. Email, meetings, texts, dashboards, training platforms, videos, AI-generated content, and constant notifications compete for attention. Sending more information does not automatically create more understanding.

One of the most important questions a leader can ask is: Did I communicate this in a way the other person can actually use?

People bring different experiences, knowledge, assumptions, and perspectives to every conversation. What seems obvious to a leader may not be obvious to the employee hearing it for the first time.

Effective development requires more than telling. Leaders need to provide context, explain why something matters, connect new information to what employees already know, and give people an opportunity to practice.

This matters whether you are training a new employee, coaching a manager, introducing a process, or communicating organizational change.

The goal is not simply to deliver information. The goal is to create understanding that leads to action.

LEADERSHIP REFLECTION: Are you measuring communication by what you said - or by what your employees understood and can now do?

Results Group LLC
Helping organizations strengthen leadership, accountability, communication, talent, and performance.
ResultsGroupLLC.com | 515-330-2866

09/29/2026

MANAGING DEMANDS ON OUR TIME: MANAGE YOUR ENERGY, NOT JUST YOUR CALENDAR
By Results Group LLC | ResultsGroupLLC.com

Two hours on a calendar are not always equal.

There are times when you are sharp, focused, creative, and able to make difficult decisions. There are other times when answering routine emails feels like an accomplishment. Effective leaders learn the difference.

Managing demands on your time also means understanding how you work best.
Identify your peak periods—the times of day when your thinking and energy are strongest. Protect those periods for work that requires judgment, creativity, problem solving, coaching, or strategic thought. Save lower-value administrative work for times when your energy naturally dips.

Then look at what is stealing your attention. Constant notifications, unnecessary meetings, frequent interruptions, and switching between tasks can leave you busy all day without making meaningful progress.

Technology can help, but it can also make us permanently available. Just because someone can reach you instantly does not mean every request deserves an instant response.

Finally, connect your calendar to your longer-term purpose. What are you trying to build? Which people are you trying to develop? What needs to be different in your organization a year from now?

Your schedule should make room for those answers.

Managing time is not about squeezing more activity into every day. It is about deliberately investing your attention and energy in the people, decisions, and work that create the greatest impact.

You are not simply managing a calendar. You are choosing where your leadership goes.

LEADERSHIP REFLECTION: Are you giving your best energy to your highest priorities—or whatever happens to demand your attention first?

Results Group LLC
Helping organizations strengthen leadership, accountability, communication, talent, and performance.
ResultsGroupLLC.com | 515-330-2866

09/24/2026

Leading Through Disagreement

Consensus becomes most valuable when emotions are high and opinions differ. During these moments, leadership is less about persuading others and more about creating an environment where people feel respected.

Strong leaders remain curious. They ask questions instead of making assumptions. They separate people from problems and focus conversations on goals rather than personalities. Questions such as 'What outcome are we trying to achieve?' or 'How does this support our objectives?' redirect emotional energy toward productive problem solving.

Psychological safety does not eliminate disagreement. It creates confidence that disagreement can happen respectfully. When leaders consistently listen, acknowledge perspectives, and communicate decisions clearly, trust grows. Trust leads to commitment, and commitment leads to accountability.

Leadership Reflection:
• Do people feel safe challenging ideas?
• How do you respond when someone disagrees with you?
• What behaviors encourage honest dialogue?

About Results Group LLC
Results Group LLC partners with organizations to develop leaders who build trust, facilitate productive conversations, and create cultures where commitment drives exceptional results.

Address

1370 NW 114th Street Ste D
Clive, IA
50325

Opening Hours

Monday

7am - 4pm

Telephone

+15153302866

Website

http://www.resultsgroupllc.com/

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