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Constructive Focus on Tasks and People — for Sustained Success

Agile Workplace Performance of Tomorrow — Today!ⓒ

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☛ Integrating the best of science with your personal subjective understandings. ☚

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Put Science, Technology, Engineering, and Mathematical (STEM) human performance expertise to work on your behalf.

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You can personally integrate this good science with positive spiritual traditions and practices of importance to you and to those with whom you work, to achieve everyone’s full engagement with optimal discernment.

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Peak performing organizations encourage, enable, and ultimately leverage human discernment and discretion when and where it counts, including in circumstances that were not specifically predicted.

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To leverage constructive human discernment and discretion strategically — when and where it counts, throughout your organization — requires creating in-house conditions to make this possible.

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This is about optimizing employee motivation.

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Clear and accurate ⇧ understanding of human motivation will empower your clearer understanding of the relevance and timeliness of “Constructive skills and understandings,” next.

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If your organization contains fewer than thirty (<30) personnel or primary stakeholders, you are invited to explore simpler approaches to the same ends.

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Constructive skills and understandings

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Three clusters of behavior have been identified by organizational researchers that relate directly to the quality and effectiveness of human discernment and discretion.

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In the descriptions that follow, organizational culture style names and descriptions are from Robert A. Cooke, Ph.D. and J. Clayton Lafferty, Ph.D., Organizational Culture Inventory®, Human Synergistics International, Plymouth, MI. Copyright ⓒ 1987-2015.  All Rights Reserved.  Used and adapted with permission.

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ThreeClustersOfBehavior(HSI)

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The research clearly indicates that the more defensive skills and understandings are believed to be required — even if informally or by default, to survive and perform in an organizational setting — the lower that the individual, team, and organizational performance will be.

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Consider these negative impacts upon performance as you are  attempting to perform best, while working with what and whom you have.

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To be applied with timely effectiveness, and in a manner that continuously improves organizational effectiveness,

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☞  constructive action requires a constructive focus on ourselves

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— we, the actual people managing and applying our business processes and technologies —

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in order to guide the alignment of our organizational structures, systems, technologies and people’s skills with organizational values, goals, and objectives.

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This enables constructive human discretion to be employed by key stakeholders with constructive agility — if, when, and where needed.

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>> Contact us if you are ready to begin.

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