Our Process improves efficiency and overall effectiveness.

Framework for Operational Effectiveness

DISC Assessment

The DiSC is a personality assessment that has been around since the 1940’s and millions of people have used it to assess their personality type. But I like to use it to evaluate a team’s personality and then help adjust the group to accept all four types of personalities so the balance essential to operational excellence can exist.

The DiSC Assessment is used to do comparative assessments between a husband and wife, a “to be married” couple, or between two co-workers, to enable a better understanding of the differences and where they may help compensate, assist or strengthen the other party.

4P Goal Setting

“I hate goal setting, but I love accomplished goals!” Galen

The 4P goal system is a trademarked process for establishing goals in four segments of our organized life. 4P’s: People / Process / Partners / Performance. These four quadrants of any organization encompass its day-to-day wellbeing. If we get these areas defined correctly (different for each organization), then making progress becomes manageable. We have utilized this process since we discovered it through ten years of trial and error in goal setting. Since the mid-1990s, it has become a tried and true friend of our businesses, churches, and other organizations far and wide.

4P Assessment

Assessments are vital to determine what you should do next and to create good planning that can be executed seamlessly, owned by the team, and adhered to through the process. It is part of the “WHAT” of our Operational Excellence Toolkit. Again, it uses the team perception to guide you into the area perceived to be the weakest so you know what to work on first to right the ship when things seem off course or just out of kilter.

Prioritization

Prioritization is a vital element today to help us rid our lives and organizations of the noise and busyness that seems to attach itself to us. The urgent often overwhelms our day, and we have to make sure that we can differentiate between the urgent and vital.

This tool isn’t a proprietary tool, but one I found in the book Thinker Toys (by Milchako) in the mid 90’s when I was running one of the larger printing firms in the USA. We just had too many balls in the air, too many urgent issues,  and had to find a way to identify what was vital and what could delegated or delayed. This tool became a fast favorite and is an excellent group activity to get everyone on the same page for goal setting or just a life reset. Knowing what a priority is and what is a nice-to-have can make all the difference in your life focus when you have so much to accomplish.

Organizational Wellness (OWA)

“The first responsibility of a leader is to define reality.” Max De Pree

What to fix, where to begin, and the perception of your team is usually a task extraordinaire. A leader owes his team a benchmark of “where we are now” before they should ever begin making changes or moving things around trying to bring organizational improvement based on their own perception alone. It is a group subjective perception tool that we developed to enable a team to assess where they are now and then visualize where we can go. Navigating change is difficult when everything is in order, but undertaking major change when something is wrong in an organization can be a frustrating, futile, and even fatal mistake for the leader. The OWA adds a layer of transparency and gives assurance that the team is all feeling the same need to change prior to setting off on the journey. The tool becomes instructive to the goal-setting process and gives us a benchmark from which to measure progress.