Issue 36 [ISSN 1712-4670]

Not even computers will replace committees, because committees buy computers.

Edward Shepherd Mead

Register now:
September 18-20, 2008 in
Vancouver, BC


The CRG resources are highly refined and sharpened tools that can be applied to a wide variety of corporate and individual growth contexts. The Train-the-Trainer seminar provides the background and training necessary to present and use these tools effectively.

Dave Edwards
Life Coach


Secrets of Sucess Journal
This 40-page PDF outlines and provides a summary of most of our 100+ resources. It also provides valuable articles that you can re-purpose or forward to others.

My Source Experience - Journal

My Source

Online Personal Style Indicator

Online Job Style

Online Entrepreneurial Style and Success Indicator

Online Values
Preference Indicator

Online Stress Indicator and Health Planner

Online Self-Worth Inventory

Online Leadership Skills-Self Inventory

Online Sales Style Indicator

Online Instructional Style Indicator

Online Learning Style Indicator

CRG´s Licensed
Associate Program


This is YOUR newsletter! If you are using our tools and have a unique story, idea, or suggestion to share, let us know:

We look forward to hearing from you! Please direct your questions and correspondence through our Website.
Contact us.


Leading the Way is a free ezine published by Consulting Resource Group International, Inc, Copyright 2008.


Focus on Professional Development

Can Virtual Workforce and Business Models Really Work?

Virtual: Occurring or existing primarily online; of, relating to, or existing within a virtual reality; of, relating to, or using virtual connections; being on or simulated on a computer or computer network

Can you really build and operate a business solely in the virtual world? Our experiences and observations are an irrefutable NO!

Let’s explain the situation.

The drive to build and create organizations with a virtual or telecommunicating workforce has been growing for the past several years. Many are discovering this approach is not nirvana.

Virtual teams can provide advantages over traditional teams, including the ability to bridge time and space and better utilization of distributed human resources without physical relocation of employees (Lipnack & Stamps, 2000).

Flexible as it may be, the virtual team comes with many challenges, due to its inherent characteristics. Given the separation in time and space, possibly no history of working together, and limited communication channels, utilizing a virtual team can lead to catastrophic results.

That observation was echoed by the prediction of the Gartner group: More than 60% of professional workforces in the Global 2000 company would work in virtual teams.

According to the Gartner group, over 50% of virtual teams will fail to meet either strategic or operational objectives, due to the inability to manage the distributed workforce.

Why is Virtual Work Not Working?

After 5 years of attempting to operate virtually with part of our core team, CRG has abandoned the idea that virtual teams can successfully function and be productive. This is especially true of micro business and smaller businesses where the virtual team members are virtual—self-employed contractors working out of their homes.

1. No Real-Time Communications

For work teams to experience success, real-time communications and synergy must occur. In spite of the advances in technology, this real-time connection rarely happens, especially if you are engaging self-employed contractors who are operating on their own time schedule.

How can the flow of business be efficient when not only minutes and hours go by—but sometimes days—without connections?

It can’t.

One virtual team member was scheduled to be online during a specific time. Two hours later, she finally came online to say, “Sorry, I just decided to take my dog for a walk.” She was not connected to the downstream affect of her actions.

2. Reduced Community

Trust is one of the critical elements required to build a team and get     results. The virtual environment severely limits the opportunity for    individuals to become emotional or intellectually part of the process.            

3. Conflict between Independence and Structure

There is a foundational conflict between the nature of most successful telecommuters and the need for structure and accountability in the virtual             workforce.

Companies are discovering that not all individuals can work productively in a virtual work environment. At home, the laundry, housework, yard work, and the fridge all compete for their attention during work time. Tucked away in their own location, they may fail to use self-discipline to focus solely on the work tasks at hand.

Sometimes, children are in the house when the parent is trying to be a productive contributor.Many people don’t want to be accountable in their virtual work environment.

The most successful virtual workers work best when it suits them—which might not be when the rest of the team is online.

4. Intellectual Exchanges Missed

Virtual team members do not experience the benefits of collateral impact. In live team environments, events are constantly in play. During these dealings, team members learn from others and from the organization—simply as a result of being present and interacting with others.

Example 1: Last week, a couple of staff members overheard another staff person’s telephone conversation and commented they had learned new information. The importance of this sort of positive collateral impact cannot be downplayed.            

Example 2: Last year, a large business moved its head office and 700 employees into a new office tower. They went from an open office concept to private offices. The results were disastrous—decreased     communications, decreased global awareness in the office, and decreased productivity.

After spending millions for the private-office design, the company remodeled the new premises! They switched back to the open concept for the benefit of  their work teams and productivity.

Where Does the Virtual Workforce Work and Not Work for CRG?

To enable a virtual workforce model to succeed at CRG, we are limiting our virtual team to transactional projects. Our virtual providers are not part of CRG’s core thinking, creativity, or strategic decision-making group.

Here are some examples.

  • After working with five different virtual marketing firms, all failed to deliver desired results—mostly because they were virtual and could not connect to the heart and core message of CRG.
  • On three different occasions, we went virtual for our online Web development and design. Each failed. We still use virtual developers but only under the direction of our inhouse onsite development team.
  • Our communication position went virtual twice. That produced poor results when lack of availability and accountability caused serious frustrations for others on the CRG team.
  • We limit most of our virtual providers to businesses—providers that have a business location, regular hours, and a phone number. This way, we don’t have to track them down, hours later, because some other matter took them offline.

    One virtual provider, a graphic designer, decided to go on an    unannounced 4-week holiday. During that time we were unable to access any of our master publication files.                        
  • We do have virtual team members when we require specific expertise periodically, such as Editing, Video Taping and Production, Graphics Design, Systems Analyst, IT Network and Support, and an accountant, to name a few.
  • We are now doing business only with providers who can meet us in person, if and when required. That way, we can have a blended working model and meet with them face-to-face.
  • We have eliminated all our offshore contractors, due to language and time-zone barriers. They were costing us way more in lost productivity, compared to what we were saving in hourly rates.
  • We structure virtual work to be project- or performance-based with specific deliverables. Whenever possible, we avoid any hourly or open-ended contracts with virtual providers.

There will much more debate and analysis on the case for virtual work teams. At the moment, we would recommend you limit your use of virtual providers in favour of performance-based and transactional work.

Virtual teams must take extra steps to ensure they are setting up a structure to create a winning environment. If you are thinking about being a virtual provider, you must understand your personal style strengths and weaknesses! Completing a job style analysis will confirm the characteristic you require to successfully perform the virtual responsibilities in question.

Some individuals cannot function well independently in a virtual work environment. When this happens, be real about the situation and make a swift decision to do something about it.

In our opinion, no work team—virtual or not—should be operational without the following learning resources to frame and outline their success.

Register now for CRG’s next 3-Day Train-The-Trainer program

Once professionals experience the power of CRG’s resources firsthand—and discover they can create holistic, transformational results in individuals, families, teams, and organizations—more than 80% will switch to CRG solutions.

Some try to compare what CRG does to other tools such as MBTI, DISC, True Colors, and Insights. Unfortunately, those comparisons do not acknowledge the unique proprietary and comprehensive processes CRG has carefully designed over the past 30 years.

To say CRG’s resources are similar to the above-mentioned tools is like comparing a 1970 Ford Pinto to any brand-new Mercedes. The only similarity is they are both called cars. After that, the comparison stops.

CRG’s 3-Day TTT program has become a very powerful personal and professional development event—designed to impact you from the inside out.

The fact is, if you are using CRG learning solutions and have not attended CRG’s TTT program, you are missing critical information that will provide deeper insights into your understanding of the tools and more value to your clients.

If you qualify for the Alumni rate, you can participate at less than our cost! Why would we do this? We found there is so much information (over 2 million words of content and 100 resources), it is impossible to digest it all in just one event.

Plus, we are constantly adding new resources, products, and solutions.

The combination of personal growth, experential learning and buisness development tools created an empowering and dynamic seminar that will help me to accomplish the purpose I see for my life.

Minette Riordan
Scissortail Publishing

Register now for our event in Vancouver, BC:

The more experience you have in the HR field, the more important it is for you to attend a CRG session—to understand the uniqueness of CRG’s resources and unlearn some popular false assumptions in the marketplace.

Register now for CRG’s Train-The-Trainer program.

Space is Limited.

If you have questions about our TTT, please contact Neal Diamond.

Toll-free in North America:     1-866-852-4347
International Clients:             604 852-0566

Download the TTT PDF now!

Newly Revised Self-Worth Inventory Now Available!

After 3 years of dedicated work, CRG can proudly announce that all our primary assessments in print have been enhanced, revised, and re-launched.

The new Self-Worth Inventory (SWI) is the latest to be released.

The SWI has been expanded from 8 pages to 16 pages. Additional content and new research on self-worth are included in this latest version.

Order the new SWI now. Consider it an important element to any personal or professional development process. Remember: All CRG assessments are designed to be self-scoring and self-administered so you can start using them immediately.

To order your copies now, please click here.

Upcoming Events

CRG Presents at Small Business Boot Camp
Ken Keis, Keynote Presenter: “Secrets to Building a Successful Business”
Neal Diamond, Workshop Presenter: “Discovering Your Pathway to Entrepreneurial Success”

Where: Kamloops, BC
When: April 19, 20, 21, 2007

Ken Keis Presents “Assess For Success”
At the BC Career Colleges’ Association Conference 

Developing Professionals: One Student at a Time”

Where: Marriot Pinnacle, Vancouver, BC
When: May 8, 9, 2007
CRG’s Train-The-Trainer I
Where: Vancouver, BC
When: June 7, 8, 9, 2007

CRG Exhibitors at the
National Career Development Association Conference
Where: Seattle, WA
When: July 5, 6, 7, 8, 2007

CRG’s Train-The-Trainer I
Where: Vancouver, BC
When: September 20, 21, 22, 2007

What´s New?

  • NEW Version of the print-based version of the Self-Worth Inventory (SWI) Available Now!
    We have fine-tuned and expanded the assessment from 8 pages to 16 pages. We trust you will check it out! It’s ready to be shipped.
  • NEW Private Label Brochure – Download the 4-Page PDF Now!
    If you want to private-label one of CRG’s assessments, please note that we have revised the details and requirements. There are several options.  Our new Private Label Brochure contains most of the details you will need to determine the level of private labeling that will best suit you.

    Since CRG has its own print shop, we have the capability to do short runs with your logo and information on the cover files—with just a few days’ notice. click here

  • New Positions Available at CRG
    Want to work in a dynamic and fun entrepreneurial environment?
    If you qualify, here’s your chance!

    • Communication/PR Specialist
      Full Details here

      This person will be responsible for promoting CRG and its senior team to all types of media, including radio, TV, print, and online. This individual also will book the CRG principals as presenters in conferences around the globe.

    • Internet Marketing Expert and SEO Specialist Full Details here

      You are an expert in online marketing, from Search Engine Optimization, Meta Tags, Key Word Search, Rankings, Web Stats, Linking Strategies, SE Submissions, Ezine Listings, Content Management, Anti-Spam Compliance, and Web Traffic Patterns. This position is based on getting results! Grow our Web and online traffic and business (without pay for click options) and you will be well rewarded. Proof of past SEO success required.

All positions are located at CRG’s Head Office in Abbotsford, BC. If you are interested, please send your résumé to