Drew Tompkins is a seasoned business leader with more than 20 years of leadership experience and proven track record for leading large teams, implementing significant organizational change and delivering business results. As a leader at Blue-Mark, Drew shares his insights on his work, trusted relationships, courage, what effective change looks like and more.
About three years ago, I did an engagement focused on building a more collaborative culture. This engagement required training and workshops that supported employees and managers in challenging the way they collaborate. In these sessions, we provided a safe environment for individuals to create new relationships and business partnerships – many of which hadn’t happened before. Furthermore, the leadership team was ecstatic about the positive impact that it had on the organization. It was truly meaningful and impactful for them. The concept and principles embedded in this engagement are core to our current Blue-Mark training about building trusted relationships.
Being courageous is a big part of what we do at Blue-Mark. There are many times during an engagement where we’ve had to challenge established thinking, assumptions and approaches by bringing a different perspective to our client’s discussions and decision-making. It can be tough to tell key stakeholders about their risks and blind-spots, but it’s an important part of the consulting process. We work hard to drive informed decision making.
I just want to help people solve their problems by defining and implementing well thought-out plans. My overall goal is to give the clients confidence that they will be able to deliver their agenda.
When starting a new engagement, it is important to first understand the client’s perspective. Understanding and helping them articulate their viewpoint helps us fully understand the current environment, perspectives and opinions. This approach expedites understanding and builds the foundation of trust, that is critical for effectively navigating the engagement throughout the life cycle.
Effectively mobilizing complex change is all about leadership. Leaders need to provide their employees, managers and affected key stakeholders with:
The Blue-Mark team is a group of extremely smart and talented individuals. With that said, we know that we don’t know everything. We are inquisitive and we are going to contribute our best thought process to help our clients achieve their goals. At Blue-Mark, you’re going to find people who truly care, who will ask the right questions and who will really make you think.
I love working at Blue-Mark because of the amazing team, the variety and types of engagements and the collaborative-iterative approach we use in our consulting method.
There are two key characteristics that I feel all Blue-Mark employees embody. I would also like to present them as pieces of advice to anyone interested in a consulting career.
Sc. (Hons.), B.Ed. (Hons.), MBAFor more information, please contact us at email@example.com.