FRANKLINCOVEY IS ABOUT HELPING OUR CLIENTS SUCCEED.

Take a few moments to review some of the following highlights of our work and then contact us to see how the FranklinCovey Solution can benefit your organization.

Progress At A Public Agency - August 2007
Public Agency was launched over 200 years ago. Today (2007) Public Agency provides more services to more people than any other such operation in the world. The Agency generates annual operating revenues in the billions and pays salaries to hundreds of thousands of employees.

California University of Pennsylvania - August 2007
In 1997, California University of Pennsylvania (CAL U) started a series of training sessions in Franklin- Covey's 7 Habits course on individual and organizational effectiveness. Initially, some 35 top and mid-level administrators and union leaders attended the sessions taught by FranklinCovey consultants. By 2003, some 450 people on campus had completed the 7 Habits course. In 2004, doctoral candidate Joyce A. Hanley launched a study to determine what effect, if any, the 7 Habits principles were having on individuals and the CAL U campus culture.

Gaylord Opryland - March 2007
The Gaylord Opryland Resort and Convention Center in Nashville, Tennessee, is one of three convention resort properties owned by Gaylord Entertainment. Applying FranklinCovey's 4 Disciplines of Execution and administering FranklinCovey's xQ Survey before and after intervention results in Opryland achieving the best guest satisfaction scores in the entire hotel chain; customer loyalty also improved.

BackcountryStore.com - February 2004
A high-profile, make-it-or-break-it project with an extremely tight deadline achieved success with the help of FranklinCovey training in FOCUS: Achieving Your Highest Priorities - Microsoft Outlook Edition. BackcountryStore.com, a fast-growing online retailer, utilized this training coupled with FranklinCovey PlanPlus, a plug-in for Microsoft Outlook that helps users focus on top priorities, boost productivity, and become more effective. As a result of the project's success the company realized a dramatic increase in the conversion rate of visitors to their site.

MATRIX Resources, Inc. - February 2004
After evaluating MATRIX plans and measuring the company's ability to execute with FranklinCovey' s xQ (Execution Quotient) process, FranklinCovey worked to implement a solution for aligning the entire organization around MATRIX most important priorities, beginning with series of full-day work sessions called The 4 Disciplines of Execution (formerly Aligning Goals for Results), during which they identified the two most "wildly important goals," or WIGs for the company.

Ameren - October 2003
Implementing PlanPlus® for Microsoft® Outlook® software at Ameren has enabled some employees to manage their time more productively, focus on what's important to the company, and bring more control and peace of mind to their work environment and their personal lives.

Chamness Relocation Services, Inc. - October 2003
Implementing PlanPlus® for Microsoft® Outlook® software and the new Focus Workshop at Chamness Relocation Services, Inc., has enabled employees to manage their time more productively, focus more clearly on what is most important to the company, and bring more order and control to their work environment and their personal lives.

INVESTools, Inc. - September 2003
As a result of implementing elements of the FranklinCovey Focus Solution, including the xQ Survey and the Aligning Goals for Results (now The 4 Disciplines of Execution) work session, the recently merged company INVESTools is succeeding in: blending business cultures, charting a new corporate strategy, managing change to create shareholder value, and ensuring that the responsibilities of frontline workers are aligned with the company's wildly important goals to achieve strategic objectives.

ScriptSave - November 2002
Training in The 7 Habits of Highly Effective People® and The 4 Roles of Leadership® at ScriptSave in Tucson, Arizona has helped the company create a level of customer care and concern that makes it stand out among the competition. Senior management attributes the company's revenue growth, dominant market share, solid customer relationships, and job-satisfaction levels to the team spirit and corporate culture enhanced by FranklinCovey training solutions.

Younger Brothers Construction - July 2002
Since implementing in-house facilitated training in The 7 Habits of Highly Effective People®, Glendale, Ariz.-based Younger Brothers Construction has enjoyed clearer communication, better cooperation with its trade partners, less rework, improved cycle time, and reduced costs. With results like this, it's easy to see why the company has consistently increased customer- and employee-satisfaction scores, growing market share by two percent in 2001. In 2002, new orders are up 10 percent over the same time last year and 18 percent over this year's projections in the extremely competitive and flat Phoenix housing market.

Memorial Medical Center - June 2002
As a result of training in the Focus workshop predecessor, What Matters Most®, and The 7 Habits of Highly Effective People®, Memorial Medical Center in Las Cruces, New Mexico has created a culture of cooperation, communication, and achievement, resulting in high job satisfaction, low turnover, and removed barriers to improved patient care. The hospital has realized a 40-percent increase in employee productivity as a result of time saved or gained each week, as well as return of $1.74 for every dollar spent on training.

Lake Mead National Park - December 2000
As a result of training in the Focus workshop predecessor What Matters Most®, The 7 Habits of Highly Effective People®, The 4 Roles of Leadership®, and other FranklinCovey learning solutions, Lake Mead National Park has learned and implemented new principles, allowing the park to refocus efforts on interdependent problem solving and introduce dozens of cultural and operational improvements into their organization-with tremendous results.

JEA - November 2000
JEA found context for their new competitive perspective in The 7 Habits of Highly Effective People® and The 4 Roles of Leadership® workshops. The training has made a positive impact on JEA's culture, resulting in employees approaching their jobs with more enthusiasm and creativity. That enthusiasm and creativity were also reflected in additional training and consulting from FranklinCovey. Positive changes aren't hard to find today at JEA.

Oakwood Healthcare - October 2000
How healthcare organizations respond to industry reform is critical to their success. With third-party payers restricting the money healthcare providers can spend on patient care, doctors and administrators at Oakwood Healthcare System in Dearborn, Michigan, were placed in adversarial roles. This case study describes how Oakwood implemented The 7 Habits of Highly Effective People® and The 4 Roles of Leadership® learning solutions to increase teamwork, reduce medical supply inventories, control costs, and improve patient care through principle-centered behavior.

Kimball International - September 2000
This case study examines how Kimball International's Lodging Group division developed cross-functional teams of people with different skills to respond more effectively to dynamic customer needs with help from the in-house workshop The 7 Habits of Highly Effective People®. Kimball has also improved internal communication and custom product through time, culminating in a better working environment and increased customer satisfaction.

Blockbuster - August 2000
Blockbuster successfully implemented in-house training solutions from FranklinCovey to improve productivity of employees. The time-management and leadership skills and tools helped them accomplish key goals while maintaining a balanced lifestyle, provide a common language for improved cooperative efforts within and between departments, and attract and retain high-caliber employees.

Federal Express - July 2000
Federal Express successfully implemented The 7 Habits of Highly Effective People®, Focus workshop predecessor What Matters Most®, Rethinking Stress™, Building Trust™, and Power of Understanding™ learning solutions. The results include improved service and response to customer needs through a proactive embrace of rapidly changing technology, reduced bureaucracy and costs, and improved business effectiveness through greater interdependence and cooperation among work teams.

Shea Homes - June 2000
This case study describes how Shea Homes Arizona successfully implemented The 7 Habits of Highly Effective People®, The 4 Roles of Leadership®, the Focus workshop predecessor What Matters Most®, and other FranklinCovey learning solutions. These programs significantly contributed to increased trust, collaboration, and communication among Shea Homes and its subcontractors, as well as decreased number of building days, an increased percentage of defect-free homes, improved home-buyer satisfaction, and increased sales from customer referrals.