Methodology
For every engagement we employ a 5-step method of mapping specific needs to a customized process for performance because we don’t want you to waste any effort on something that will not bring results. We focus on four key actions that drive our methodology:
Ask, Listen, Educate, Experience
Step 1 Situation Assessment
We Ask – We never assume your situation is like anyone else’s. By finding out exactly what assumptions need to be examined, what behaviors get in peoples’ way, what systems and processes need to be reevaluated, what elements of your culture need to be addressed we can avoid wasted effort and know which are the high leverage items to make things happen faster.
We Listen –We hear not only what you and your people are saying but the meaning and context behind it. We hear what works and what doesn’t work for you. We hear how we need to work with you so that the disruptions of change are as smooth as they can possibly be.
We hear how your people talk and what helps them learn, what frustrates them and what they are proud of and love about working for you.
Step 2 Design
Because it is our business to know what is working and not in organizations, we can bring you best practices, what is cutting edge, and what the industry trends and outside factors that will impact performance. Because you know your company you can decide what you can commit in terms of time and effort and what of the suggestions we have will work best and can be supported by the system.
Together we take what you know and we learned in the assessment process and design a process that will get the results you want.
Step 3 Implement
We Educate – We develop the traits of your leaders, the positive assumptions and motivations that bring what is often called “leadership presence”, the emotional intelligence factors of self-awareness, social awareness, relationship and organizational awareness.
We train in the skills of good team play and leadership like conflict resolution, communication, project and time management, meeting skills, team skills and many others.
Step 4 Feedback & Iteration
Experience – All along the way we get feedback from what you are experiencing and learning so we know where to reinforce, what more you may need to learn, and what other experiences you need in order to get to get to performance and beyond. We don’t throw everything we have at you; we choose specifically what will move you forward.
People learn best through experience. So, we may help you set up action learning, on the job training, or developmental experiences that really work. It takes more than just having an experience to learn change and grow, you have to:
- Know you’re having an experience from which to learn
- Reflect and understand exactly what happened and how you interacted with it
- Make meaning of the experience
- Plan how to change it next time if you want different results
- Iterate – do it several times in several different ways so you learn subtleties and the learning sticks
Step 5 Evaluation
In the initial design, we set up measures so that we and you can know if what we are doing is the right thing and so we can quickly change course if things change or to fine tune our efforts. At the end of the engagement we can measure success and ROI.