Human Performance – Why it Matters?
Taking the position that everyone wants to be a part of something bigger than themselves, organizations incorporating the latest information on human performance create a cultural of transformation. Are you maximizing people, process and technology? High human productivity can accelerate an environment of adapting to change and ensuring a mission ready workforce!
D Group designs, coaches and facilitates programs utilizing synchronous and asynchronous platforms. Developing a program utilizes a Job Task Analysis, Evidence-based Industry Guidelines, ADDIE Instructional Design Model, Bloom’s Taxonomy of Learning Domains and Kirkpatrick’s 4-Level Training Evaluation Model. Instructional design can be newly customized, adapted from recommended resources, or updated using a client’s current program. The learning experience is tailored to meet our client’s goals and objectives.
Fundamental to the design of any program is the principle that transformation begins with an assessment. Using a variety of scientifically validated assessment tools help individuals gain an understanding of their preferences, behaviors and how it impacts their effectiveness. Leadership tools vary in topics to include: interpersonal relationships, critical thinking, emotional intelligence, influence style, behavior change, personal wellness, decision-making and more. Tools are identified that integrate with a client organization’s values and supports the specific Leadership Competency Model, Leadership Effectiveness Framework.
START WITH END IN MIND
Decide what you would like to accomplish:
Improve People Performance
Participate in assessments, increase self-awareness, identify tools for work preferences, build on transferrable fundamental skills, develop leaders-find the right fit, foster resilience!
Enhance Team Productivity
Participate in goal setting, build teams, identify workable processes, manage relationships internal/external, improve critical thinking approach and mindset, anticipate problems and have readily available solutions, increase team decisiveness!
Attain Business Results
Start with the end in mind, develop and set strategy, implement a needs assessment, create organizational change with leaders in place, cultivate effectiveness, manage change, recruit and retain the best talent, create sustainability!
Choose from a variety of evidence-based dynamic assessments congruent with industry standards for validity and reliability.
Measures five dimensions of an individual’s personality. Model used to understand self and occupational role enjoyed. Assessment also known as the O.C.E.A.N. Model representing first letter of each dimension.
Campbell Leadership Index [CLI 360]
Helps to measure personal characteristics that are directly related to the nature and demands of leadership.
Change Style Indicator [CSI]
Measures an individual’s preferred style in approaching change, managing situations involving change, as well as understanding preferences and behaviors of others when managing change.
California Psychological Inventory™ [CPI 260 and 434]
Helps an individual improve their performance, while enabling organizations to find and develop high-potential employees. Leaders cultivate a rich pool of talent for building organizational success.
Assesses an individual’s ability to improve work productivity, teamwork and communication.
Emotional Intelligence [EQ-i 2.0]
Measures the interaction between a person and the environment in which they operate.
Decision Style Profile® [DSI]
Poses real-world business situations that require critical-thinking and decision-making.
Fundamental Interpersonal Relations Orientation-Behavior [FIRO-B®]
Gives individuals a picture of their interpersonal needs for inclusion, control and affection/openness.
Myers-Briggs Type Indicator [MBTI®]
Identifies personality preferences, creates self-awareness of a person’s leadership style and behaviors, as well as how to best work with others.
Thomas-Kilmann Conflict Mode Instrument [TKI]
Explains how different conflict-handling modes, or styles, affect interpersonal and group dynamics.
Work Engagement Profile [WEP]
Provides a framework for helping leaders outline appropriate “next steps” to increase their own and others’ intrinsic motivations.
D Group uses the ADDIE Model, a proactive approach for quality training in workforce development. ADDIE is an acronym for Analyze, Design, Develop, Implement and Evaluate. It is a process for program development that has come out of the instructional design system world. Align modules to the overall goal and objective of the Leadership Training or Professional Development program. Modules can be adapted to a KEYNOTE presentation [45-60 minutes] or structured in various time increments. Choose from a variety of modules and delivery methods appropriate for all levels of leadership or let’s discuss your needs.
Individualized Leadership Development Action Plan.
Through assessments and leader modules participants develop their own and put learning into action for the succession planning process.
Start with the End in Mind – Goal Attainment
To begin transforming a culture, D Group starts with the end in mind. This means assessing the client’s organization, implementing approved curriculum with tools and resources for participants to learn and immediately use. D Group facilitates with clients Agile Leadership, which is a process to identify initiatives that can be implemented to build a cultural transformation specific to the needs of the organization.
D Group recommends that the foundation of any Leadership Training or Professional Development program be geared toward self-awareness to include – a participant’s understanding of their preferences | identifying potential areas for personal and professional growth | activities to enhance leadership skills | team building through assessments | development experiences with in-classroom training | and evaluation.
D Group recommends that a program framework consist of leadership assessment(s), core classroom curriculum and training, experiential learning activities, personalized leadership development action plans, leadership and training analysis reports with one summative training assessment.