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Addressing HR Challenges

Some of our recent findings and published stats that demonstrate the challenges that are currently being faced by organizations and the introduction of a unique and immediate way for organizations to counteract those issues.

 

  • “Culture and communications” is listed as number one of the top 5 challenges for HR in 2019; followed by time management, leadership investment, dealing with the wrong people, and legislation and global reach. 

  • According to a recent survey conducted by the non-profit global organization, The Conference Board, 46% of employees are unsatisfied with their job; coupled with the strong jobs market, people are quitting their current positions at the fastest pace in over 20 years. 

  • Not only does retention become an issue for organizations, those employees who do stay, over 70% consider themselves somewhat disengaged, and worse yet, some are actively disengaged, (Gallup). This creates what’s called “organizational drag” - processes that waste time and prevent people from getting things done…resulting in losing more than 25% of its productive power in the average company. Disengaged employees cost United States companies between $450 billion and $550 billion annually.

  • Over the past 10 years, 85% of companies engaged in a transformational effort to improve productivity in the workplace.  Only 15% were successful because they focused on changing the structure and behavior as opposed to addressing what has more lasting impact: culture and mindset.  

  • Despite companies offering a wide variety of perks, (i.e.: working from home, office gyms, etc.) most still fail to take into account what research has shown: employees prefer workplace wellbeing to material benefits.  Wellbeing comes from one place, and one place only — a positive culture.

 

As human capital professionals, we are proponents of personality assessments, (i.e.: Myers-Briggs, DiSC, etc.) and appreciate the value that they provide, however the results rarely have immediate and sustaining organizational impact while instead providing meaningful help around career guidance and team sensitivity awareness tools.  

 

Rapid Business Impact (RBI) program

As part of our Leadership Advisory services initiatives, which focus on supporting the business culture and dynamics of an organizations’ effectiveness, we have developed a proprietary methodology that leverages a system founded on more than 10,000 hours of research and application over the course of 30 years. Our Rapid Business Impact (RBI) program provides the organization a means to quickly assess how individuals are “showing-up” to work – essentially, getting a glimpse into their current state-of-mind.  We have found, (and supported by Harvard Business Review research) when individuals are less self-aware about how they engage at work, their contribution to their team and the overall organization substantially suffers and conversely, having greater self-awareness tends to have a more positive effect, impacting the culture and by extension, productivity.

 

The RBI program introduces a methodology that helps facilitate the desired shift by way of an easily applied roll-out process. The first phase includes the participation of employees taking an online assessment that provides a snapshot of the organization’s “wellness” that is taken to quickly establish a profile, based on the employee perspective. The output provides HR and senior management key indicators relating to a positive (or negative) culture including by department, reporting structure and years of service. This insight is provided as guidance both to the leadership as well as the participating employees. The awareness alone provides the individual an opportunity to make an “attitudinal shift”, resulting in an immediate impact on engagement that can positively influence and change those who they work and interact with, themselves, and the entire organization. This wellness snapshot is intended as a primer to the concept of  “energy in the workplace” and how people have extraordinary influence over each other – consciously and unconsciously. One of the most influential pieces is our individual and collective energy. 

 

Overall change is actually most sustainable in an organization when it’s made at the individual level. That said, the second phase of the RBI program is the introduction to Energy Leadership. This process, developed by Dr. Bruce Schneider, enables the individual to hold up a mirror to his or her perceptions, attitudes, behaviors, and overall leadership capabilities by providing a baseline for their current level of awareness, performance, and effectiveness. This is a proven methodology that helps an individual become a more effective worker and operational leader, 16% increase in productivity This further imbues the concept of “energy in the workplace” and by creating a common language within an organization, it provides a powerful tool to help individuals make energetic “shifts” as needed while recognizing the “energy level” of those around them.   

 

The Rapid Business Impact program addresses the need of the individual to work in a “positive culture” by providing a process by which they take ownership of how they “show up” because greater self-awareness in the workplace means higher productivity.  

 

If you’d like to see how this program can benefit your organization, please call Doug Herbert at 949-534-2053 or email dherbert@execblueprint.com.