FLEXIBILITY for Leaders. Their responsibility: where are we going?
"The real keys to the success of an organization are its people. How clearly we learned that lesson in the military over the many years through both positive and negative experiences. Effective leadership/management of people is a foundation competency that any enterprise must proactively cultivate and maintain." — USAF Officer, Training Academy.
- The visionary leader needs able strategist and pragmatist support. Do you have the right strength mix in your executive and management teams?
- Are you an autocratic, democratic, or laissez-faire leader? Is the corporate culture working with you or against you?
- To galvanize talent and efforts know what motivates and rewards the members in order to gain their buy-in and commitment for teamed efforts.
- Business grows proportionate to its creativity. Identify your business' strength-points in order to tap resources and grow faster.
- Are you expected to be a reputation builder or a legacy installer? The former increases investor-respect quarterly; the latter increases stakeholder-respect daily. Know and work with, not against your strengths. Avoid expectation disasters.
FLEXIBILITY for Managers. Their responsibility: how do we get where we're going?
"What I got was a system that showed how very different the management view was from sales', and insight into the strengths and weaknesses of both groups. (We had an inkling, but WorkforceDNA® took out the guesswork and made it clear.) I also got a system to guide our hiring decisions so we don't repeat past mistakes. Our sales representatives got an opportunity to know themselves better and to understand people (especially co-workers and clients) better, too. My boss got a much improved sales manager who is far savvier at handling staff and associated issues." — GM Sales, Citadel Broadcasting Corp.
- Structure self-sufficient teams to meet set objectives.
- Meet the goal and morale responsibilities inherent with management.
- Anticipate supporters and detractors by understanding fellow member diversity.
- Increase odds-on project success by matching strengths with objectives.
- Evaluate in-house strength resources before rearranging duties and desks.
- Online access accommodates schedules and locations.
- Structure key talent factors on-the-fly to meet diverse and shifting demands.
- Align member strength with team need for productive, harmonious relations.
- Reduce interpersonal conflict by addressing problems at source not at symptom.
- Evaluate and focus strengths to reap fly-wheel benefits from corporate culture momentum.
- Systemize and decentralize for corporate-wide efficacy.
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