Engagement & Culture

Is your organisation’s culture, vision and values nothing more than a plaque on a wall in the reception area? Is your executive team just focused on the numbers or do they really understand the importance of productivity and how to achieve this without being dictatorial and increasing employee turnover? Do you have the courage to redefine your culture and values and reinvent your organisation, to not only achieve balance sheet success but inspire employee motivation and engagement?

Organisational culture is defined as the shared values, norms and expectations that govern the way people approach their work and interact with each other. In other words it's "what am I expected to do in order to fit in and get ahead here".

Organisations become successful through developing a real and meaningful culture and a set of values that reinforce this culture. Perhaps the most important aspect of culture and values is the organisation’s ability, through its leadership team, to live and breath those values.

We can assist to identify your organisation's culture and we’ll determine a custom strategy and provide tools for:

• Diagnosing and measuring your culture’s strengths and weaknesses - and determine how it needs to change;
• Ensuring your senior team shares a clear purpose, defined organisational values and business strategy to shape your culture;
• Increasing the effectiveness of individual leaders as change agents through executive coaching;
• Helping all employees translate the organisation’s values and business drivers into tangible day-to-day actions;
• Ensuring the alignment, productivity, engagement and retention of your workforce after a major change.

We use Human Synergistics Organisational Culture Inventory (OCI) to provide a profile of an organisation's operating culture in terms of the behaviours that members believe are required to "fit in and meet expectations" within their organisation. It measures "how things are done around here".

What is engagement?

Employee engagement is the extent to which staff are willing to be advocates for their business, are committed to staying with their employer, and are motivated to contribute their best to the organisation they work for every day.

One of the most challenging and important pieces in the framework for cultural change is the changing of the mindsets of your people. We can help to identify specific actions that can be taken to address opportunities and issues that are impacting employee engagement and culture, and subsequently, employees' experience at work.

Finally to those execs who are ‘managing for today’: have you really looked at your talent and leadership for the next two to three years and honestly assessed their capability to lead the organisation to success in the future?

The tools we use include:

Benchmarks:

Benchmarks is a research-based instrument designed to assess the lessons that managers and leaders can and must learn from experience and problems that can stall their careers. The Benchmarks Report includes feedback on:

• Skills and perspectives important to success
• Problem areas that have potential to stall a manager's career
• How a manager or executive might handle critical jobs
• How the individual manager compares with other Australian managers and executives

When Boral Industries Inc. began considering how to implement a career- and succession-planning program, it kicked off its program by putting the top 50 people in the company through Benchmarks; then it turned to SKILLSCOPE for the next group of 50 to keep the momentum going.

Skillscope:

SKILLSCOPE is a highly practical multi-rater feedback instrument for junior and middle management and supervisory staff. SKILLSCOPE enables individuals, groups and organisations to quickly and easily identify their key strengths and developmental needs.

Team Management Profile:

The Team Management Profile provides constructive, work-based information outlining an individual's work preferences and the strengths that an individual brings to a team.

Sales Call Reluctance Assessment and Training:

The Sales Preference Questionnaire (SPQ*GOLD) is an attitude and activity based questionnaire that gives objective measurements regarding Sales Call Reluctance - an individual’s reticence to sell, self-promote or close a deal. It will identify the amount of initiative, energy and drive devoted to proactive sales.

Occupational Search Inventory

Tracy Durheim is an accredited user of the Occupational Search Inventory and other career planning tools. Contact Tracy for assistance in managing your career objectives or to assist in assessing a potential candidate's career preferences.

Fundamental Interpersonal Relationship Orientation-Behaviour (FIRO-B®)

The FIRO-B is a personality assessment which measures behaviour derived from three interpersonal needs: the need for inclusion, control and affection. The instrument measures how you typically behave with other people and how you expect them to act toward you. The FIRO-B is applicable for use in team building or coaching and personal development context.

Human Synergistics - Team and Group Effectiveness Measurement

Measures and identifies the key behaviours of the team/group.