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Beginning the process of "Building Organization Capacity"
Many organizations realize that the issues facing the workforce today, the differences in employee needs due to age and otherwise, diversity and the need to do more with less forces management/leaders to be more effective, possess stronger leadership skills and be creative in how they will sustain a strong performing organization.
Many organizations will say, we have spent significant dollars on formal training with little to no results..why is this different?
This is NOT formal training, this approach focuses on implementation and application of formal training guiding principles. "Blowing the dust off the training manuals" is JBM's first approach so that such training can be useful so employees see "how" it is done, rather than just role playing or theory learned.
There are many components that are identified that need to be addressed in order for success. Leaders need to be fully committed to change and "listen" to what their staff members are telling them.
"Change is the only thing certain in life and we need to learn the value of it to embrace it..not just for the sake of change, but because we need to continually learn and identify ways to improve our performance individually and organizationally.
How is this done? Where do you begin?
- JBM begins working with the leadership team in order to identify challenges, barriers, successes, areas for opportunity and moves them to action that will result in effective change.
- Leadership formally develops a plan that keeps all true to the priorities, providing objective measures to determine performance improvements.
- JBM provides coaching, professional development and other materials and tools to assist this group in achieving their goals.
- This plan consists of not only what leaders see as issues, but issues that employees have identified and included in their formal plans.
Listening to employees is key...empowering them to influence change in the workplace is key to JBM's approach.
JBM's approach to accomplish full employee engagement and typical outcomes of this approach
Employee Engagement are as follows:
- JBM meets with "like" groups by function and level in order for most open, honest feedback
- Employee empowerment is key, they know their work best, allow them the opportunity to recommend changes
- Leadership/supervisor needs of staff are identified
- Work processes, resources, issues identified, solutions developed by employees and put in writing for full accountability and clear communications
Facilitating results
- JBM moves the group toward creative, collaborative problem solving
- Facilitating written goals with action steps and timelines for clarity and accountability
- A formal plan developed by employees who identify the challenges they have with their work and move toward solutions that they believe would result in more success, morale and performance. The plan consists of "employee driven" goals, action plans, measurements with accountability
- Each goal has very specific action steps that include the "who, what, where, when and how's to ensure clear details on how goals will be achieved
Common outcomes of JBM's clients..sustainable change
- Communications improve up and down chain of command, including how to get the most of group meetings
- Improved collaboration and "teaching" employees how this works
- Role clarification
- Improved processes, more efficient methods of handling work
- Team building
- Understanding the value and maintaining positive working relationships
- Individual and group performance with measurements for objective assessment
- Conflict resolution
- Professional development/Training needs identified
- Morale Improves
- Improved trust in administration
- Understanding one's individual role as well as team priorities
- Problem solving at multiple levels
- Coaching needs identified and addressed
- Accountability
- Performance management systems that work
- Policy/procedure identification, modification, implementation
- Improved leadership and supervisory skills
- Employees feeling valued and respected
- Solutions that work..employee buy in is key
- Reduced likelihood of lawsuits by disgruntled employees
- Reduced likelihood of workplace violence
- Creating/sustaining a respectful climate
Could your organization benefit from any of the above outcomes? Questions on the process..contact JBM.
Next e-newsletter will focus on the actual plans written and how such plans turn in to working documents that drive results.
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