How do you ensure employees are carrying out their responsibilities? Unfortunately, many technical and management systems overemphasize efficient ways of completing a task without considering how people can best utilize their individual talents to accomplish it. How do people actually conceptualize and perform their jobs? How does human nature fit into the puzzle? Our Strategic Performance Program™ provides a clear-cut process to identify the results that must be accomplished in a job, the tasks to achieve those results, and coaching and support tools to help employees move past roadblocks. Whether it’s for line employees or C-suite executives, we tailor our programs to achieve optimum performance.
Organizational change can be difficult for everyone. New ownership, job reclassifications, changing regulations, or budget reductions are a few of the conditions fueling stress and productivity decline. Management must communicate change in a potentially unfriendly environment, while employees are underperforming as they anticipate pink slips or significant changes in their job duties. However, organizational change can be successful if communicated well and if leadership takes the human reaction into consideration. With our expertise in psychology we understand that accepting and internalizing change is a process. So we’ve created strategies that help team members cope with change and continue to perform at high levels.
Project teams that practice via interactive simulation programs always have a higher level of performance and success. They can experience the work in a setting with coaching and guidance before actually doing the job. We design simulation models to build team synergy, improve coordination among team members, and anticipate issues before they become problematic − whether for a construction project with contractors, subs, and workers; or for a new technology implementation, or for a product rollout in a manufacturing company.
Most individuals, teams, and organizations experience dips in performance levels from time to time. Many factors come into play: New leadership, changes in business strategy, new owners, and workforce reductions can all affect performance. It’s important, however, to take steps to address declining performance before it becomes a real problem. We provide services that tackle both individual and group performance issues in any environment.
An entrepreneurial manufacturer needed to better integrate his leadership team. After meeting individually and collectively with team members, we determined the course of action: The team was charged with developing a map of operational flow from order in to final quality checks and shipments. By doing this, the team members were able to connect their jobs to the process map and communicate cooperatively with each other. The exercise revealed that one team member was unable to align his responsibilities with the map, and he was eventually replaced after ample coaching. All other team members continued to rely on the process map and as a result, cooperation and alignment among them improved.
Performance issues can occur at any level within an organization. The first question we ask is, why? We look at the reasons a valued employee is having difficulties. Or we explore why managers and direct reports, same-level colleagues, or even professional partners are at odds creating performance concerns. And in some cases even executive boards, leadership teams, and professional practices are not performing to expectations. After careful, in-depth evaluation, we suggest, facilitate, and monitor action steps designed to resolve conflicts and improve the situation.
Leaders and employees will always perform better if they have clear job models. A job model helps an individual understand the results or expectations required in a job, what must be done to accomplish those results, and the resources needed to make progress. We design individual job models as well as team models for groups with common goals.
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Eric J. Summons, Ph.D.ORGANIZATIONAL AND BEHAVIORAL CONSULTING