Leadership Skills Training

Everything DiSC Work of Leaders®

The work of leaders made simple: Craft a Vision, Build Alignment, and Champion Execution. Everything DiSC Work of Leaders® is classroom training with online prework, engaging facilitation with contemporary video, and then online follow-up to create a personalized learning experience.

Program Content: Five 60-90 minute modules and two optional activities, presentation slides with embedded video, and participant handouts that support the 23-page Everything DiSC Work of Leaders® Profile.

Program Description: Based on best practices, Everything DiSC Work of Leaders connects a person’s unique leadership styles to everyday real-world demands, generating powerful conversations that provide a clear path for action. The work of leaders made simple: Craft a Vision, Build Alignment, and Champion Execution

1. Introduction to Work of Leaders
  • Learn about the DiSC® model and how it informs the role of leader
  • Discover your leadership style and priorities on the Everything DiSC®
  • Leadership Map
  • Learn about the Everything DiSC Work of Leaders process
2. Vision
  • Learn about three driver of crafting vision
  • Understand the behaviors that characterize each driver and how they
    may impact a leader’s effectiveness
  • Discover how you approach each driver of vision
3. Alignment
  • Learn about three drivers of alignment
  • Understand the behaviors that characterize each driver and how they
    may impact a leader’s effectiveness
  • Discover how you approach each driver of alignment
4. Execution
  • Learn the three drivers of execution
  • Understand the behaviors that characterize each driver and how they
    may impact a leader’s effectiveness
  • Discover how you approach each driver of execution
5. Action Planning
  • Learn about your strengths and challenges in the Work of Leaders
    process
  • Identify the benefits of improving on your challenge areas
  • Write and action plan for improvement in one challenge area

High Performance Leadership: From Control to Empowerment

Leadership is a rich and meaningful word. It stirs up a sense of idealism, excitement, hope and courage. It is a word that inspires us to be our best; a word that we associate with those who have made the greatest difference in our lives. In short, quality leadership skills are a significant part of the answer to whatever challenges our organizations may face.

Purpose:

Provide leaders with tools and skills to change their behavior from the traditional practices of controlling and directing to coaching, facilitating and empowering

Objectives:

  • Recognize yourself as a leader
  • Understand the practices of empowering leaders
  • Commit to lead “from the balcony”
  • Find balance among the five leadership roles
  • Improve personal productivity and use of time
  • Understand the fundamentals of teams and leadership within a team environment
  • Establish clear performance expectations and develop the ability to confront poor performance
  • Become a leader who empowers others

Modules

1. Principals Of Leadership
  • Grasp the importance of leadership in achieving long-term organizational success
  • Realize the five myths of leadership
  • Recognize the difference between leadership and management
  • Understand the difference between controlling and empowering leadership styles
2. Practices of Empowering Leaders
  • Empowering leaders have a driving passion for realizing their vision
  • Empowering leaders are egoless and humble
  • Empowering leaders build and sustain relationships of trust
  • Empowering leaders inspire the commitment and motivation of their followers
  • Empowering leaders are organizational and social architects
  • Empowering leaders act and institute change from positive beliefs about people and situations
3. The Five Leadership Roles
  • Identify the three core elements of team effectiveness
  • Explore the five roles of leadership
  • Understand the need to balance the five roles
  • Recognize how to lead “from the balcony”
  • Identify a set of diagnostic questions to lead “from the balcony”
4. Leadership Practices: A Self-Assessment
  • Understand your strengths and weaknesses as a leader
  • Assess yourself in the five leadership roles
  • Know how you are view by others in your organization
  • Develop personal improvement plans
5. Personal Productivity
  • Develop an understanding of personal productivity and the difference between time management and time leadership
  • Outline how you currently use your time
  • Isolate the barriers that keep you from managing your time more effectively
  • Define the difference between the “important” and “urgent” and learn how to schedule time for the important
  • Understand how to improve your time leadership
  • Commit to using your time better to take advantage of all five leadership roles
6. Fundamentals of High Performance Teams
  • Learn the definition of a High Performance team and how it differs from a Traditional work group
  • Recognize the three elements of High Performance teams
  • Identify four types of teams
  • Understand the stages of team development
  • Create an image and name your team
7. Performance Expectations
  • Learn to confront behavior that fails to meet your expectations
  • Understand the importance of discipline and conformity in building high performance
  • Develop a set of non-negotiables for those whom you lead
  • Practice the skill of harnessing harmful behavior
  • Apply the skill to situations in the workplace
8. Empowering Others for Success
  • Realize the difference between commitment and compliance motivation
  • Understand how leadership changes to create commitment
  • Recognize the four principles of empowerment
  • Identify the elements of empowerment
  • Complete a matrix for identifying what people need in order to be empowered
  • Adopt a dialogue to transfer power to others
  • Craft a model of situational leadership

As designed, High Performance Leadership: From Control to Empowerment consists of eight modules (each 2-3 hours in length) that are scheduled and delivered at least one week apart. The modules include numerous individual and group exercises that make the training come alive and ensure that participants translate the principles into a personal plan of action. This program can be taught to a large group or even a single leader with the trainer acting as a personal coach. The number of participants, structure and format can all be tailored to fit the needs of your organization.

The Trust Factor: Creating Win-Win Relationships

When trust is absent, relationships are characterized by an adversarial attitude: me versus you; us versus them. Rather than goodwill, there are deep and hidden animosities. Respect is lost and our performance is compromised as our energies go into manipulation and protection rather than working together towards a shared vision.

We believe that the most successful organizations of the 21st century will be those that know how to create a climate of trust and goodwill among their employees.

Learn principles and practices of trust and interpersonal communication that result in win-win relationships

Purpose:

Provide leaders with tools and skills to change their behavior from the traditional practices of controlling and directing to coaching, facilitating and empowering

Objectives:

  • Understand the core elements of trust and how to build trust by being trustworthy
  • Identify your weakening, collusive patterns of relating to others
  • View others in a way that promotes unity, trust, and goodwill
  • Learn the four styles of communicating and influencing others
  • Understand the three phases of interpersonal dialogue
  • Practice the dialogue skills
  • Develop the ability to confront poor performance and behavior problems
  • Learn how to interact with others in ways that strengthen

Modules:

1. The Trust Imperative
  • Appreciate the need for collaboration in our interdependent society
  • Learn the definition and key elements of trust
  • Evaluate the consequences of high and low trust within an organization
  • Understand the importance of being trustworthy in building trust and rate your trustworthiness
  • Receive feedback from others about your personal trustworthiness
2. Collusion
  • Understand the dynamic of collusion
  • Be able to identify and diagram collusive relationships
  • Write a personal story of collusion
  • Evaluate the consequences of collusion
3. A Change of Heart
  • Learn the four reasons we engage in collusion
  • Identify payoffs and prices from our collusions
  • Understand the folly of trying to get others to change
  • Learn the two ways of being in our relationships with others
  • Experience a change of heart towards others
  • Learn and practice the skill of creating safe and trusting conditions
4. Face-to-Face Communication
  • Explore the role of communication in interpersonal relationships
  • Learn about alternative ways of communicating/influencing others
  • Identify your “native tongue” or preferred style of communicating
  • Understand the consequences of an absence of dialogue
5. Interpersonal Dialogue: Core Principles
  • Understand the definition and meaning of interpersonal dialogue
  • Learn a model and the core principles of dialogue
  • Understand why mutuality is the “bedrock” of dialogue
  • Learn how to create a pool of shared understanding
  • Know how to solve problems in a win-win way
  • Do a self-assessment of your skills in interpersonal dialogue
  • Receive feedback from others regarding your dialogue skills
6. Interpersonal Dialogue: The Steps
  • Learn the steps of dialogue
  • Practice the skill of mutuality
  • Learn and practice various inquiry skills
  • Understand the meaning and guidelines of advocacy
  • Know how to identify and share your left-hand column
  • Practice using the skills of dialogue
  • Identify actions to improve your ability to engage in dialogue
7. Harnessing Harmful Behavior
  • Learn to confront behavior that fails to meet your expectations
  • Understand the importance of discipline and conformity in building trust
  • Develop a set of non-negotiables for those whom you lead
  • Practice the skill of harnessing harmful behavior
  • Apply the skill to situations in the workplace
8. Strengthening Our Relationships
  • Understand the characteristics and consequences of co-dependency
  • Know the difference between responsibility for and responsibility to another
  • Learn a credo for your relationships
  • Understand what you do that weakens others when you intend to help
  • Learn the valuing process as a skill to strengthen others
  • Evaluate what you do to strengthen others in your relationships
  • Understand how contracting can be used to strengthen yourself

As designed, The Trust Factor consists of 8 modules (2 – 3 hours each) that are scheduled and delivered at least one week apart. The training comes alive as you participate in experiential exercises and role-playing helping you internalize the principles and skills that are taught.

Employee Engagement

The Importance of Employee Engagement

Go beyond catchy slogans and shallow efforts to keep employees on-target. True employee engagement requires a comprehensive and strategic approach that creates positive, lasting results when implemented effectively. Employee Engagement encourages productive and dedicated team members to have a vested interest in the company. Managers are motivated by positive results and a bottom line that benefits from increased employee retention and efficient operations. Simply stated, Employee Engagement is vital to building a successful organization.

In this course participants will learn the following:

  • Diagnosing and measuring employee engagement within your organization
  • Assessing your own levels of engagement and discovering actions you can take to enhance it
  • Learning and practicing engagement essentials: tools to help align and build team commitment
  • Developing strategies for intentional engagement
  • Recognizing the role that respect and collaboration play in employee engagement

Participants who complete the Employee Engagement course gain an understanding of the concepts and skills necessary to empower the people in their organizations. Employee Engagement can give your team the ability to make a real and lasting impact on every aspect of your business, ensuring better communication, committed employees, and organizational success.

Purpose:

Provide employees increases in meaning and value in their job by increasing your ability to articulate the (strategic) big picture results. This can be achieved by establishing a set of mutually defined objectives and goals to focus activities and measure success.

1. Developing the Plan
  • Answer the four questions required to establish strategic direction
  • Create a vision for success based on four dimensions of achievement
  • Increase focus and awareness of customer, deliverables and core competencies
  • Identify the building blocks of goal setting
  • Establish metrics in identified key result areas (KRAs)
  • Set goals in all KRAs
2. Crafting a Working Environment
  • Identify the key elements of trust
  • Evaluate the consequences of high and low trust
  • Develop a trustworthiness of assessment and corrective action steps to improve engagement
  • Explore various communication styles and effective ways to influence others
  • Discover the dialogue model and its core principle
  • Assess your interpersonal skills and corrective action steps in order to improve engagement
3. Supporting Employee Development
  • Explore shared team (group, department) responsibilities
  • Define and prioritize coordinating responsibilities
  • Assign designated team roles and Identify the difference between commitment and compliance motivation
  • Understand the aspects of empowerment and the use of empowerment as a development tool
  • Create a dialogue to transfer power to others and increase engagement
4. Coaching Employees
  • Identify the core principles, objectives, and language of effective coaching
  • Move through the steps of the “Coaching Conversation”
  • Recognize coaching opportunities
  • Address behavior that fails to meet expectations
  • Establish a set of non-negotiable for team members
  • Implement performance management skills
5. Maintaining Engagement
  • Focus on engagement daily
  • Communicate expectations through multiple channels
  • Build and cultivate relationships with your employees
  • Stay dedicated to employee engagement

Principles of High Performance

How to Achieve Outstanding Results in Your Business

It is becoming more and more difficult for organizations to survive in today’s world: 40% of all new businesses fail by the end of the first year; only 12% survive five years, and 2 to 3% survive 10 years.

Unfortunately, most of the responses to the challenges companies face today are
ineffective. They attack symptoms while leaving intact the root causes of organizational
ineffectiveness.

Now, by attending this program, you can learn principles and methodologies that will enable you to achieve outstanding and sustainable results within your organization.

The purpose of this program is to help participants understand the basic concepts and tools to become a High Performance organization

Objectives:

  • Know the difference between the Traditional and High Performance paradigms
  • Understand the basic building blocks of High Performance
  • Know how to build trust in your organization
  • Have identified your organization’s current progress and appropriate first steps on the road to High Performance

Modules:

1. Traditional vs. High Performance Paradigms
  • Learn the concept of paradigms
  • Identify practices and principles of the traditional paradigm
  • Recognize what it is like to work in a traditional work environment
  • Discover practices and principles of the High Performance paradigm
  • Know what it is like to work in a High Performance work environment
  • Learn why the High Performance model works
  • Understand the challenges of moving your organization toward High Performance
2. Characteristics of High Performance
  • Discover the origin of High Performance work systems concepts
  • Recognize the characteristics of Traditional & High Performance organizations
  • Know the leadership role shift required for High Performance
  • Learn the characteristics of High Performance teams
  • Understand the importance of stability before moving to High Performance
3. Building Trust
  • Experience the consequences of win-lose and win-win strategies
  • Learn how to achieve win-win relationships
  • Understand what is meant by trust
  • Identify the biggest organizational trust issues
  • Set personal goals for improving trust
4. High Performance Tools and Plans
  • Learn the High Performance Development Model
  • Know the Transformation Model
  • Understand the Transition Planning Model
  • Identify forces driving and restraining change in your current organization
  • Recognize top priorities for moving to High Performance

Assessing Your Organization for High Performance

All organizations are perfectly designed to get the results they are achieving

The purpose of this program is to assess the current status and effectiveness of your organization using the Transformation Model.

Through this program, you will learn a model that reduces the vast complexity of your organization to the seven key elements that account for its success. These seven elements enable you to diagnose how your organization is currently functioning and to know where and how to make improvements.

Objectives:

        • To understand and practice using the Transformation Model
        • To clarify current results and how they are measured
        • To understand the demands of the current business environment
        • To clarify current business strategy and core ideology
        • To identify the core process(es) and key process variances
        • To document the current organization structure and understand how it is helping or hindering the organization

1. The Transformation Model
  • Define organization assessment and understand its purpose
  • Learn basic principles of open systems
  • Learn the purpose and use of the Transformation Model
  • Use the Transformation Model to analyze an organization case study
2. Current Results
  • Review and discuss a site visit made to another organization
  • Learn about important key results areas
  • Review and discuss the current financial/cost structure of an organization
  • Summarize your organization’s key result areas and performance
  • Assess the adequacy of current organization resources
3. Business Environment
  • Review current market conditions and key competitors
  • Identify key customers, key stakeholders, and their expectations
  • Identify key suppliers and rate your relationship with them
  • Identify external factors influencing your organization
  • Evaluate current market conditions affecting your organization
  • Review the strengths and weaknesses of key competitors
4. Current Strategy
  • Define and learn the importance of business strategy and core ideology
  • Analyze the elements of business strategy within your organization
  • Analyze the elements of core ideology within your organization
  • Report findings and draw conclusions about your current business strategy and core ideology
5. Core Process
  • Learn the elements of simple core process mapping
  • Map the macro core process of your organization
  • Identify process variances and key variances relate to your organization’s core process
  • Determine the efficiency of your core process and identify the biggest process issues to be addressed
  • Describe and analyze the computer information delivery system supporting your core processes
  • Determine the biggest issues regarding the computer information delivery system and how it interrelates with core process
6. Structure
  • Learn about the building blocks of organizational structure
  • Analyze the nature and rationale of your current hierarchy structure
  • Examine management, worker, team and support group roles
  • Identify how you are currently grouped and why (functions, departments, teams, etc.
  • Identify how organizational units are currently linked and why
  • Develop an “organigraph” or pictograph of how your organization really works
  • Summarize key learnings and critical structure issues to address
7. Systems
  • Learn about coordination and development systems
  • Verify how each system is currently working
  • Identify strengths and weaknesses of coordination systems
  • Summarize key learnings and critical structure issues to address
8. Culture
  • Survey the basic work culture and general morale in your organization
  • Assess current job satisfaction
  • Identify common management and worker attitudes, practices, and beliefs
  • Identify organizational norms around collaboration and performance
  • Identify strengths, weaknesses, key culture learnings and challenges
9. Opportunities and Plans
  • Summarize key issues from sections 2 through 8
  • Identify organization strengths, weaknesses, and alignment issues
  • Identify biggest opportunities/issues to address
  • Develop a list of change initiatives
  • Create a sequenced initiatives timeline
  • Learn how to set up and manage project teams

The program can be delivered in a modularized format (2 1/2-to-3 hour sessions spaced over time) or in a 2 to 2 1/2-day format. It usually involves not only the leaders of the organization but also other key people representing a cross-section of all employees.

Developing a High Performance Strategy

Most organizations face stiff challenges in today’s marketplace. Changing demographics, new technologies, aggressive competition and sophisticated consumers demand that organizations change the way they do business or face extinction.

Too many organizations respond to these challenges by trying to do what they have done in the past. Those that thrive welcome change and renew themselves by aligning with current and future realities.

In this program, you will analyze your business situation and define a strategy that will give you clear direction, competitive advantage and leadership within your marketplace

Objectives:

  • Understand the meaning and importance of strategy
  • Identify the demands and challenges presented by your organization’s environment
  • Forecast the future business situation
  • Create a core ideology
  • Define your strategic direction
  • Differentiate your organization from its competitors
  • Set performance goals to focus your activities and measure your success
  • Establish performance initiatives and a master plan to manage your long-term development

Modules:

1. Overview of Strategy
  • Learn the meaning and critical elements of strategy
  • Understand two orientations to strategy and determine where you are on this continuum
  • Explore three approaches to strategy
  • Assess the current strategy of your organization
  • Assess the current results of your organization
  • Learn the strategic design sequence you will follow in clarifying your strategy
2. Analyze the Business Environment
  • Review current market conditions and key competitors
  • Identify key customers, key stakeholders, and their expectations
  • Identify key suppliers and rate your relationship with them
  • Identify external factors influencing your organization
  • Evaluate current market conditions affecting your organization
  • Review the strengths and weaknesses of key competitors
3. Forecasting the Future
  • Identify assumptions about the future environment of the organization
  • Reduce this list into the “big hitters,” which define your future business situation
  • Evaluate the impact of the “big hitters” on your organization
  • Determine how your organization might respond to each of these assumptions
  • Identify alternative future business situations
  • Conduct a SWOT analysis to prepare to effectively manage the future business situation
4. Creating a Core Ideology
  • Understand the role of a core ideology in your organization’s success
  • Learn about the ideologies of some of the most successful companies
  • Explore the legacy of your organization
  • Define your organization’s mission
  • Analyze the beliefs that have created your culture
  • Reach consensus on your guiding principles
5. Defining Your Strategic Direction
  • Understand the primary questions that must be answered to establish strategic direction
  • Clarify a vision of your organization five years in the future
  • Identify the characteristics of your current customers and the deliverables you provide them
  • Describe your future customers and how your deliverables and products or services may change to meet their needs
  • Explore your organization’s core competencies and define the competencies you will need in order to compete in the future
6. Defining Your Competitive Advantage
  • Understand customer’s perception of value as the foundation of differentiation
  • Create a long-term business focus
  • Identify competitive differentiators within your industry
  • Do a competitor analysis against the competitive differentiators
  • Select competitive anchors that distinguish you from your competitors and competitive necessities that define in which areas you must keep up
  • Develop a value proposition
7. Setting Goals
  • Understand the importance of setting goals and tracking performance
  • Learn the building blocks of goal-setting
  • Identify your organization’s key result areas
  • Establish metrics in each of your key result areas
  • Assess your current performance
  • Set goals in each of your key result areas
  • Evaluate your feedback system
8. Creating a Master Plan
  • Understand the importance of an integrated, master plan for managing your organization
  • Select a number of critical success factors for your organization
  • Identify major performance initiatives to implement your
  • ideal vision
  • Fill out a performance initiatives matrix showing the relationship between your critical success factors and performance initiatives
  • Learn how to create a project charter to guide the implementation of each initiative
  • Know how to commission project teams for each initiative
  • Understand the basics of project management and how to use a project implementation worksheet

Leading Others Through Change

Organizations in today’s chaotic business environment recognize that the ability to effectively manage change is not only a strategic advantage but also an essential aspect to doing business successfully in the 21st century. Leaders need to be aware of their attitudes toward and abilities for leading others through organizational change. It takes both effort and practice to develop effective change leadership skills, but the payoff will be worth it

Topics include:

Leadership and Change
  • Discuss three forces that cause change
  • Identify the role of leadership in helping others manage change
  • Assess attitudes toward leading others through change
  • Identify factors that influence organizational behavior
  • Discuss stages of concern in organizational change
Helping Others Manage Change
  • Identify three forms of resistance to change
  • Identify how to manage resistance to change
  • Discuss how to help others develop resilience
  • Practice identifying specific change issues
Becoming a Change Leader
  • Discuss the importance of communication during change
  • Discuss how to encourage ownership of change efforts
  • Discuss the importance of planning for change
  • Practice using a planning tool, Force-Field Analysis
Enhancing Leading Change Skills
  • Takeaways / Action Plan

Change Management

The future is guaranteed to bring more change, not less!
We believe that the most successful organizations help their employees understand the importance of developing effective change management skills for personal and professional success. Change is a constant, challenging part of the workplace environment. Taking time to improve your skills is a worthwhile investment in your self-development. Organizations that value change management as a strategic tool recognize the value of learning about the following:

Learning About Change
  • Discuss the characteristics of change
  • Identify the impact of change on our lives
  • Assess attitudes toward change
  • Identify different responses to change
The Change Process
  • Identify the phases of transition
  • Map a change experience
  • Identify transitions during change
  • Discuss reactions to change
Developing Change Resilience
  • Define the difference between resistance and resilience
  • Identify the causes of resistance
  • Discuss how to manage future change
  • Identify characteristics of resilient people
  • Discuss how to enhance personal change resilience
Enhancing Your Change Management Skills
  • Takeaways / Action Plan

Coaching

Effective Coaching
  • Value of coaching
  • What are we doing today?
  • Effective coaching conversations
  • Power of self-discovery
  • Open / closed ended questions
  • Coaching framework
  • Takeaways / Assignment
Coaching: Goal Setting & Accountability
        • Importance of goal setting
        • Creating SMART goals
        • Performance indicators by department / position
        • Eating the elephant
        • The coaching conversation
        • Takeaways / Action Plan
Coaching Observations & Real Time Feedback
  • Effective observation sessions
  • Providing real-time feedback
  • Advanced coaching techniques
  • Coaching challenging employees
  • Takeaways / Action Plan

Communication Skills for Supervisors

Organizations that are strategically positioned to effectively compete in the global marketplace recognize that they must have supervisors who can communicate effectively. This module will help supervisors understand the role communication plays in leadership. The role of a supervisor requires additional communication skills.

Developing these skills takes time and effort, but results in more effective performance and higher productivity.

Topics include:

Communication and Leadership
  • Identify different means of communication
  • Identify the channels of communication
  • Identify the importance of informal communication
  • Identify the role of communication in leadership
  • Identify the challenges of communicating accurately
  • Identify the key components of writing for business
Effective Feedback
  • Identify the purpose of giving feedback
  • Identify characteristics of effective feedback
  • Identify guidelines for giving and receiving feedback
  • Identify effective ways to paraphrase what you hear
Making Meetings Work
  • Identify essential questions to ask when planning a meeting
  • Identify the steps in building a meeting
  • Identify how to end and review a meeting
Making Presentations
  • Identify methods of managing anxiety
  • Identify the steps in preparing a presentation
  • Identify the four elements of speaker credibility
  • Identify ways to effectively manage questions
  • Discuss the use of effective visuals in a presentation
  • Practice giving a brief presentation
Enhancing Your Supervisory Communication Skill
  • Takeaways / Action Plan

Effective Supervisory Skills

Understanding the Role of the Supervisor

Supervisors play a key role in any organization. They are responsible for creating a link between upper management and front-line employees and have a dramatic impact on employee performance and behavior. In this full day program, your supervisors will gain an understanding of their role in the organization and acquire knowledge of the legal issues and liabilities facing supervisors. Afterward, they will have a desire to develop more effective supervisory skills and leadership competencies.

Part 1: The Effective Supervisor
  • Identify the top ten mistakes of new supervisors
  • Identify competencies necessary for success
  • Identify individual strengths and opportunities for improvement
  • Develop ideas and a plan to improve your individual competencies
Part 2: Legal Considerations for New Supervisors
  • Identify a supervisor’s legal responsibility
  • Discuss aspects of the employment relationship
Part 3: Leadership and Vision
  • Identify the role of vision in leadership
  • Identify the key characteristics of an effective vision
  • Create a personal leadership vision statement
Part 4: Motivating Others
  • Identify a model of motivation
  • Identify the differences and similarities between values and beliefs
  • Practice developing “win-win” situations when attempting to change others’ behaviors
Part 5: Enhancing Your Supervisory Skills
  • Write a personalized action plan
  • Complete a performance plan to assist in professional growth and development

Leadership Development in Oregon, Washington, California

Serving Companies in Washington:
Vancouver WA | Camas | Washougal | Battle Ground | Hockinson | Ridgefield | LaCenter | Woodland | Centralia | Longview | Kelso

Serving Companies in Oregon:
Portland OR | Gresham | Troutdale | Sandy | Hillsboro | Beaverton | Lake Oswego

Serving Companies in California:
Sacramento CA | Vallejo | Benicia | American Canyon | Fairfield | Napa | Suisun City | Vacaville