Presentations

LTC Performance Strategies frequently presents to CEO forums, professional associations, executive boards, and employee meetings on topics relating to Executive Compensation and Performance Solutions for Private, Publicly traded, and Non Profit companies. We provide guidance, insight, and innovative ideas to help you create a targeted strategy for managing compensation and performance. The following list of topics provides a cross section of presentations and resources.

Executive Compensation in Publicly-Traded Companies

Managing executive compensation in publicly traded companies has become increasingly complex, costly and time-consuming. However, by understanding the divergent perspectives of the multiple stakeholders, “win-win” total compensation plans can be created that help the organization to recruit, motivate and retain key executives, while remaining legally compliant, satisfying the proxy advisors and maintaining the support of the institutional shareholders. 

Executive Compensation in Private Companies

In many ways, managing executive compensation in private companies is more difficult than in publicly traded corporations. Roles are often broader and less well defined. Accurate compensation survey benchmarks are typically harder to come by. And there’s that never ending debate: “to share equity-or not?”  Learn what the more forward-thinking companies are doing to overcome these challenges and thrive in a fast-paced, global business environment. 

Executive Compensation in Not-For Profits

Non Profits are not able to provide equity to their executives and many provide less than competitive short-term incentive and executive compensation programs. Yet, these organizations must also compete for the best and the brightest. Learn how the more effective non-profits are walking the fine line of providing competitive total rewards programs while ensuring that their pay levels are reasonable and able to stand up to the scrutiny of an IRS audit.

Compensating Key Employees in High-Growth Start-ups

Start-ups can provide an exhilarating ride and exceptional rewards, but are certainly not for everyone. Hiring the right type of entrepreneurs/ intrepreneurs requires a unique approach to designing and leveraging the right type of total rewards program, especially on a limited budget. Learn how some of the more successful high tech companies have creatively addressed this difficult challenge through strategic executive compensation.

Building a Healthy, High Performance Organization

Good is not good enough anymore! To not only survive, but thrive in an increasingly fast-paced and complex business environment requires progressive organizations to differentiate themselves in a simple, intelligent and consistent manner. This presentation identifies 6 key business and 6 key people strategies that will align, focus, energize and drive organizations to their short and long-term goals, thus building a high performance organization, in addition to building a strong Executive Compensation strategy. 

 

 

 

How Leading Companies Are Paying for Performance

Several years ago, Bain consulting surveyed CEOs across the company to ask them which of the many initiatives they had tried provided them with their biggest return on investment. Interestingly, the most often mentioned initiative was “Pay for Performance.” Recently, this survey was repeated, with the same results. Paying for Performance is easier said than done, but is a critical part of Executive Compensation. Learn how proven leaders are getting optimal results from their PFP Programs. 

Leveraging Your Total Rewards Program

Have you ever wondered why people join or leave their organizations? Traditionally it is because of one of four reasons. Learn how you can design your total rewards program as part of a successful Executive Compensation strategy, in a cost-effective manner to become an “Employer of Choice.”

Keeping it Simple: Designing and Implementing Your 1-Page Business Plan

For years we have been hearing how organizations have been struggling in their efforts to get their people “on the same page.” LTC Performance Strategies set out to create the “Success Chart”- a simple and intelligent vehicle for aligning employee goals, up, down and across the organization. Our clients love this 1-page business plan and have utilized them as the foundation for building their Executive Compensation plans --- with great success!

Optimizing Financial Results & Employee Engagement by Creating a Company of Business People

 

Over the years, we have created hundreds of Executive Compensation plans for our clients, with very solid results. However, we noticed that our most successful plans had one thing in common.  In each of these cases, we began the initiative by teaching participating employees about their business. Employees are hungry for this type of training. Most want to make a difference and this type of training helps them to pinpoint where they can make their biggest contribution. 

Aligning and Igniting the Modern Day Workforce

 

 

 

Drawing upon extensive research from the field ( much of what is included in LTC Performance Strategies’ 1st Book --“Thinking Inside the Box), this presentation captures the reality of a disengaged workforce, the “bottom line” impact of one that is truly engaged, and the secrets of getting there!  This presentation covers the alignment key motivation factors including and beyond Executive Compensation.

Goal-Setting for Company and Personal Success

Most organizations have jumped on the “Goal-Setting” bandwagon. In fact, many teach their employees how to set goals utilizing the SMART formula (specific, measurable, action-oriented, realistic and time sensitive). However, most employees and their executive leaders are terrible at SELECTING and ALIGNING the right goals. This presentation provides a simple toolkit for effectively selecting and aligning goals throughout the organization including and beyond Executive Compensation.

Getting the Biggest Bang for the Buck on Your Short-Term Incentive Plan

Short-term incentive plans are an organization’s most potent tools for driving performance and behavior, and an important component of an Executive Compensation strategy. Yet most organizations fail to achieve their intended objectives from these programs. This presentation provides 16 highly effective tips for designing and communicating these plans for optimal success. 

How Long-Term Incentive Plans Can Improve the Performance, Value and Attractiveness of Your Company

 

Should we provide long-term compensation to our key employees as part of our Executive Compensation strategy? If so, who and how much should they receive? Should these be cash plans or actual equity? If equity, what vehicle makes most sense- options, restricted stock, performance-based shares. This presentation tackles this sensitive subject in the context of the new Portfolio Approach to addressing 

Long-Term Compensation. 

Customizing Your Sales Compensation Program to Deliver the Right Results

A well-designed sales compensation plan provides explicit direction and sufficient rewards to motivate the type of selling effort needed to reach or exceed business objectives. We all want our sales compensation programs to do this, but the goal is typically illusive. This presentation provides simple tools and insights into how to customize sales compensation plans as part of your Executive Compensation strategy for optimal results. 

Utilizing Executive Deferral Plans to Attract, Motivate and Retain Top Talent

Salary budgets have leveled off to around 3% per year. Bonuses payouts have become more conservative since the recent economic recession.   Due to the recent Dodd Frank Legislation and scrutiny of the Proxy Advisors, mega-grants seem to be a thing of the past. However, many companies have shown renewed interest in Nonqualified Deferred Compensation Plans as a vehicle for attracting, motivating, rewarding and retaining select, highly paid employees. These plans, properly designed, can also improve company balance sheets and provide cost recovery through the proper funding vehicles, and are a critical part of an Executive Compensation strategy.

Getting the Most from Your Salary Program

Many companies don’t hesitate to invest in a new computer program or other type of system. Yet, most give short shrift to managing their Executive Compensation program. The truth is that compensation represents the largest expense (investment) in most organizations. Learn how to get the best return from your most important investment. 

 

Performance Development vs. Appraisal

Performance Appraisal has been described as “That process that keeps the manager up the night before and the employee the night after.” All joking aside, traditional approaches to performance appraisal yield a very poor investment.  Yet, those companies that have taken a more progressive approach to performance development realize exceptional financial returns and a healthier, more engaging workplace culture.  Learn how to incorporate Performance Development as part of an Executive Compensation strategy.

 

 

 

 

HR and the Bottom Line

The Human Resources field represents a most unusual curve. While many desire to have a “place at the table,” relatively few do. But those that do often have some of the most fulfilling jobs, orchestrate real change, earn the respect of their leaders, and make a whole lot of money in the process. Learn what differentiates these individuals from the rest of their peers, and how this contributes to an overall Executive Compensation strategy and plan. 

How to Attract, Motivate & Retain the Most Desirable Candidates for Your Company 

This is what the leaders of the more progressive companies often obsess about the most. You can’t get “there” without having the right people, properly aligned and focused. But how do get and hold on to the best and brightest? Learn the secrets of the companies that not only survived, but have consistently thrived in this rapidly changing and highly competitive world through strategic Executive Compensation.