Glossary Minimize

For clarity, we have taken the liberty of using simplified designations for the hierarchy of top personnel. We recognise that in this day and age organisations have gone creative about titles in the top corporate structure. Personalising matters! Here, our mantra is Managers who manage Managers, i.e. Senior Managers and the Managers they manage. That's our market. (For Senior Managers read Execs.) Leadership is "the mix of qualities to strive for to get the best out of people".
In terms of gender: when we have used "him" please substitute "her" as appropriate.
Monday, December 01, 2008
 
Organisational Interventions
 
 

FULCRUM Motivation Architecturing 
and FULCRUM Trust Engineering

If, as a business leader, you share a concern about retention of valuable managers and professionals, talent that is difficult and costly to replace, men and women who are essential to your competitive edge, Motivation Architecturing has been designed to significantly reduce that risk. Depending on the industry this could be 1 to 3% of your total workforce.

Motivation Architecturing swings the pendulum from traditional methods of talent management to an individualised motivation approach. With input from you and your valuable talent, we design and build a structure that supports and enables you to precisely track whether you are in danger of loosing a talented employee and what specifically that employee 'really expects' of the organisation.

We provide an individualised report (and mentoring session) outlining exactly how to motivate and manage the specific person. Talent retention has never been so specific, accurate and doable!

 

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Trust is the currency of every team. Without trust a team is bankrupt. But what do you do if there is little trust left between members of your leadership team? What if team members are locked in destructive conflict, politics, back-stabbing and hidden agendas? What if this conflict has spilled over to most of the rest of the organization, creating a toxic culture where your clients and bottom line suffer under the strain?

Trust Engineering provides a team intervention that re-establishes trust between team members. It de-toxifies team communication and relationships. The emotional bank balance between members is measured with a trust matrix instrument, both before and after the intervention. We then proceed to 'heal' the team with a range of specialised interventions and conflict facilitation sessions. Trust that trust can be re-established. It's a rare and valuable motivator.

 

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Some definitions... Minimize

For brevity we use summarised definitions:
Managers: Management is about control. It's about avoiding problems, forcing solutions, controlling processes, technical processes, info, informed, quality decision making. It's an Active role, deals with concrete down to earth details of things, events, issues and procedures. It is more about delivery, getting the job done than about empowering others. It's a case of "the buck stops here" so while managers use external factors for analysis, they rely on the product of performance rather than trust external opinion. There is a tendency to see what went wrong, the risks and difficulty.

Senior Managers/Execs: Leadership is about people.
It's about being enthusiastic about people performing in some way. It's about change management. Top leadership is about leading people in the way they want to be lead, motivating them in a way they want to be motivated, getting results by getting them on your side, by meeting them 'where they're at'. In a sense its processing people, not the product of their performance. Leadership is about vision, seeing the big picture, the systems and patterns and having options. Leadership is inspiring, trusting the opinion and input of others as the organisation moves towards its goals. If the primary interest is not people, then leading TEAMS will be problematic.

Leadership is the mix of qualities to strive for in the process from Manager to Leader.
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