Competitive Advantage

ASTOUNDING RESULTS

SIMPLE APPROACH

Capitalize On Strengths

Hire The Right People

Remove Dysfunction 

Employee engagement and job satisfaction is Key

All organizations face turnover, disengagement, and competition more than ever. This is costly for organizations. Studies show, an employee's relationship with their direct manager is the most important determinant to employee satisfaction, more than pay, benefits, perks and work-life balance.Some organizations are fighting to stay alive while others are thriving. What is the difference? The key is the way employers are engaging employees.
Employers who have a strong people strategy seldom have difficulty finding people,
experience low turnover and retain their top talent.


Are you fighting to stay alive? 

Do you desire growth at the next level?

 


To cultivate a strong team leaders must foster a culture of engagement. When employees feel emotionally connected to their work and the organization, they thrive. This is accomplished by building trust through leaders providing ongoing feedback and recognition, fostering open and honest communication, mining for and uncovering overlooked conflict, creating a sense of commitment, establishing clear expectations and goals, as well as promoting accountability focused on results. When organizations focus on these simple concepts they succeed easier and faster with surging productivity. 


Employees tend to stay in jobs longer when employers: 

  • Take an interest in employees as people
  • Convey meaning and purpose in their job 
  • Provide Measurable benchmarks for growth and development

Develop Your Hiring Strategy

Your overall, hiring is a vital strategic activity for achieving long-term growth and success.

Hiring the right employees is a crucial strategic activity that can greatly impact a business's success. A well-designed hiring process, including thorough screening, interviewing, and onboarding to ensure the best candidates are selected. However, its not just about talent. While investing in employee development and retention can help keep top talent within the company a insistence on cultural fit is imperative. Talent can be developed and coached while cultural fit relies heavily on personality and behavioral values. 

Ideal Team Player

Christine focused on employee development for 19 years as manager and team builder at starbucks coffee company. Culture was a very important part of her organization. She developed and refined her hiring process enabling her to consistently and continuously generated high morale and extremely low turnover .  At Generator consulting, we help organizations develop strong hiring processes using Christine's experience starbucks along with Pat Lencioni's model as a foundation. His model identifies three key characteristics of an ideal team player. By incorporating these traits into your hiring process, you can ensure new hires have the qualities you desire within your team culture.  This process is vital overall success of the organization.

WORKING GENIUS

The Working Genius Assessment is a highly useful tool for team development as it helps individuals understand their own areas of "genius" where they excel. This assessment increases team effectiveness because when you understanding your own preferences and tendencies, team members can better communicate and collaborate with one another, leading to more effective teamwork. Additionally, by understanding what kind of work refuels and depleats each individual, we can approch all projects assign tasks create job descriptions of each team member more effectively and delegate responsibilities to people based on strengths, leading to better performance and productivity. Overall, Working Genius can be a valuable tool for improving team dynamics, performance and fulfillment.

For High performance Teams

Erraticating Dysfunction is Key

Five Dysfunctions of a Team

Addressing the five dysfunctions of a team,  first identified by Patrick Lencioni, is essential for achieving high performance and success in any organization. Failure to address these dysfunctions can result in poor teamwork, decreased productivity, and low morale. 


By addressing these dysfunctions, teams can improve communication, build trust, increase accountability, and ultimately achieve better results. Effective leadership, clear communication, and a commitment to continuous improvement are key to building a strong, high-performing team.

Stages of Team Development 

 Stages are not linear and teams can revisit previous stages. Moreover, some groups may not pass through all of these stages, and employee turnover often cause teams to return to storming.
Many teams unfortunately never reach the final stage of high performance.

FORMING


This is the initial stage team members are on their best behavior. Members don't know the boundaries are just getting to know each other and are establishing a sense of direction & purpose. 



STORMING


This second stage team members are starting to jockey for position. Tension and conflict arise among team members, as they begin to establish dominance & identify goals and roles.



NORMING


In this stage, team members begin to trust each other, communicate more clearly, establish behavioral boundaries  and establish clear roles & goals and work more effectively.



HIGH-PERFORMING


A fully functional Team. Members are Committed to results. they communicate well, engage in healthy conflict, they are accountable & work together towards a common goal. 



                  What stage is your team in?

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