Culture, Engagement, Training, Learning & Development

At the Institute for Purposeful Excellence, we will design, develop, facilitate, implement, measure, and monitor comprehensive learning and training programs tailored specifically to your team. Implementing OD, Engagement and Culture Assessments that will set the benchmark and help build your bench-strength.  We will train and motivate your team to be purposefully excellent and perform effectively and efficiently for a measurable ROI.

LEADERSHIPIntelligence Learning Model
IfPE’s Leadership Model for Applied Learning and Career Succession

Purpose & Mission: Identifying and embracing the Organization’s Purpose and the Organization’s Mission is critical to organizational success and effectiveness. Organizational Purpose is simply what the Organization was created to do and to generate the desired outcomes. Organizational Mission is simply the strategic and tactical game plan put into place in order to successfully achieve the Organizational Purpose. Purpose and Mission is a critical part of developing an organizational culture that is clear and compelling and accepted by the stakeholders, all employees, customers/clients, and the community. Having a clear Organizational Purpose and Mission allows each employee to align with their personal purpose, personal mission, and core values, driven by their intrinsic and extrinsic motivators to engage and perform at their very best. This synergistic purpose and mission allow each employee to feel that they belong, are valued, and are able to contribute to works that matter.

Core Values: Organizational Core Values are at the heart of what holds the corporation and employees together and helps employees focus on their relationship and performance goals. Employees often become highly engaged when they find alignment between their personal core values and the Organization’s Core Values. Common Core Values such as Honesty, Trust, Respect, Integrity, Relational, Teamwork, and Love are adopted. Yes, even Love in the workplace.

Learning: In a continuous learning organization people feel as if they are doing something that matters and they are able to grow in the job. The organization realizes that the whole is greater than the individual parts. Collaboration is encouraged. The culture is one where people feel free (and are often encouraged) to take risks and experiment and there is mutual respect and recognition. Developing and acquiring the capabilities (skills, abilities, expertise) and executing a clearly defined strategy is what separates the winners and losers. It takes both; there are companies that have the capabilities but are missing the strategy.

Engagement: Workplace Engagement is critical to organizational effectiveness, efficiency, and profitability. The working population in North America is divided into three categories: Engaged (30% productive and loyal), Not Engaged (52% just putting in time), and Actively Disengaged (18% unhappy and spreading discontent). Creating a culture and environment that brings value to the employee in the form of Purpose, Mission, Core Values, Learning, Teamwork, Contribution, Appreciation, Growth, Development, and Opportunity gives any organization a competitive advantage, in addition to making the ranks of a “Best Place to Work”.

Behavior: Utilizing workplace personality assessment such as Myers Briggs MBTI, DISC, Emotional Intelligence EQ-i and EQI360, Hogan, Birkman, Gallup, etc., are used to identify our own behavior and personality preferences such leadership styles, decision making, processing information, and our interpersonal styles in a workplace setting. We also learn our strengths, gaps blind spots that help us better understand other individuals, teams, group & organization type. We learn to appreciate differences and develop emotional intelligence buoyance and agility to engage and perform in most workplace environments.

Teamwork: Teamwork is achieved when employees become aligned and focused on a shared purpose and mission where individuals prosper as team objectives are achieved in collaboration. Organizations must support the individual, and encourage Teamwork that promotes and rewards individual contribution and creativity while recognizing that they are each part of a team and the team can achieve much more working together to accomplish the organizational goals.

Appreciation: Showing frequent and authentic Appreciation and Recognition are vital to the employees’ engagement and performance. Embracing the frameworks such as “The 5 Languages of Appreciation” or OC Tanner is learning modality with rewarding applications (example from the 5 Languages of Appreciation: Words of Affirmation / Acts of Service / Receiving Gifts / Quality Time / Physical Touch).

Application: Application to the learning and training model is critical for the employee to refresh and/or learn new content, new knowledge, and new skills that are actually practiced in the training phase and applied immediately in the workplace environment. Applied learning in an intentional practice that is ongoing, calibrated, and measured by the employee, peers, and leadership. Every training module (soft or hard skills) will have applied learning experience in the areas of interpersonal skills, leadership, coaching, communication, and teamwork.

Metrics: It is difficult to improve something or someone if it is not measured against a relevant benchmark. The learning framework utilizes assessment, surveys, employee feedback, individual performance ratings, tests, and other workplace and academic tools for measurement and calibration. This helps ensure that learning programs (ILT, eLearning, external, etc.) as well as the Learner is being measured and calibrated for optimal performance. Other measures such as turnover, organic growth, employee engagement survey, and high potential growth are used all measured against external acquisitions for replacement.

OD / Training & Development

The ultimate purpose to provide OD along with training for employees is to increase profitability on gross earnings as well as operational efficiencies. The employees are the most valuable assets to your organization.  Investing in human capital training and development for individuals or teams goes beyond increasing net profits.  Effective personal development and job function training provide a systematic acquisition of skills, rules, concepts, and attitudes that result in improved performance and morale.

 

Workplace Culture, Assessments & Development Programs

Organizational Culture is the collective  ” Why” of each employee motivated to execute the “what” and “how” in order to synergistically fulfill the Purpose and Mission of the organization. If you desire to improve the culture of your organization, it will be critical for your workplace to measure the current state of the culture in order to plan to improve or change.

The purpose of the culture survey is to obtain a clear understanding of the present culture state throughout the organization. As a result, the objective is to build alignment and integrations around your companies’ Core Values and the employee’s Beliefs, Assumptions and Behaviors that are the root and foundation of what your organization does and why you do it. This alignment is to motivate and encourage every employee on every level to embrace and operate, as one, in fulfillment of your organization’s Purpose, Mission, and Vision.

Workplace Engagement, Assessments & Development Programs

Workplace Engagement is about creating a culture and environment that brings value to the employee in the form of belonging to an organization that exemplifies Purpose, Mission, Vision, Core Values, Learning, Teamwork, Contribution, Growth, Development, and Opportunity. A Workplace where the employee feels valued, trusted, respected, and appreciated, will experience job satisfaction.  Such employee-centric behavior gives any organization a competitive advantage, higher profitability, greater efficiencies, in addition to making the ranks of a “Best Place to Work”. If you desire to improve employee engagement in your organization, it will be critical for your workplace to measure the current state of employee engagement in order to plan to improve.

The purpose of the workplace engagement survey is to obtain a clear understanding of the present employee engagement state throughout the organization. As a result, the objective is to build stronger relationships between leaders, manager, and employees as well as establish a learning environment where employees can learn and grow. A collaborative environment where employees can contribute, take risks, and know they are valued and shown appreciation while being compensated fairly. The results are simple; retention, production, and profitability.

 

Reach out to IfPE today to learn more about how we can partner and best develop your people and teams so that your employees and the organization reach its full potential.

Please reach out to us via our contact page. In the note box, share a little about what it is that you desire. We will reach out to you to set up a free phone consultation appointment.