Corporate Performance Improvement
The seven elements of highly effective processes or, how UNI-ASIA makes it faster, cheaper, better.
1. Clear purpose
Our question: What is the desired outcome of this process? Examples: satisfied customer, zero-defect product, account reconciled, equipment repaired, risk managed, project planned, service delivered.
2. Essential steps
Our question: Does this step add value with respect to the desired outcome?
3. Efficient activity
Our question: Can this step be done in less time, with fewer dependencies, with less expertise?
4. Seamless handoffs
Our question: Where 2 or more persons are involved, is the product and the point of handoff well-defined?
5. Personal accountability
Our question: Is it possible for participants to receive recognition and feedback on the timeliness and quality of their individual deliverables in the process?
6. Process measurement
Our question: Are process outcomes measured so that participants know when they are improving or winning and when they are not?
7. Corporate contribution
Our question: Is consistent process execution acknowledged as a significant contribution to the success of the department or company?
Clients may have many of the answers already. Perfect. To complete the picture, we dig in to:
- interview performers and examine dependencies
- fast-track process mapping
- uncover the obstacles and discover the opportunities
- recommend and implement
Performers are prepared to be successful with the right mix of communication, training, job aids, and supervisory input. If the client has individuals to work alongside us, the work will go even faster.
What about more training?
More training, more measurement, and more feedback will help. However, if the process is inefficient to begin, it means greater effort and cost every time the process is used. Why train people to run a 1-mile obstacle course with 100% success, when the path could have been reduced to 100 yards?
Improve process first, train people second.
Performance improvement" is required when there is a discrepancy between desired and actual workplace performance. This is caused by one or more of the following:
1. Lack of motivation
2. Poor direction or feedback
3. Lack of resources or tools
4. Lack of skills and/or knowledge
A methodical path to bottom-line results
Rather than arriving with pre-packaged solutions to your unique needs, UNI-ASIA applies its expertise in solving performance problems. These are some of the questions we'll ask:
1. Are your compensation and review processes rewarding desired behaviors?
2. Are accountabilities clear?
3. Are the directions to employees clear and easily accessible?
4. Are the measures visible to employees and is feedback prompt? Do they know when they're doing it right or when they're doing it wrong?
5. Do people have the tools and the software to do the job? Are they empowered to make decisions?
We'll help you address the right causes to achieve maximum improvement in your people and return on your investment. Together, we'll select approaches that suit your resources and build on what you already have.
Assessing your needs is critical to your success:
1. Training is the wrong solution if your people already know what to do.
2. We'll take a snapshot of current performance.
3. You'll be listened to and involved in our process.
4. Together, we'll uncover hidden causes of performance gaps.
Only then will we recommend fixes...
- We'll explicitly share how we reach conclusions.
- We'll select a methodology to suit your budget.
- You'll be able to target your interventions for maximum return.
Developing training strategies:
1. We develop a training strategy to fit the performance required, the learner's need, and your budget.
2. We differentiate between information which must be learned and that which can reside in a support tool.
3. We'll work with you to select the delivery mode best suited to the learner's needs.
How we do it better:
1. We combine tried-and-true training methods with leading edge technologies.
2. We design training to mimic what's done on the job, to build both competence and confidence.
Designing instruction and performance support:
1. We spend time with people who perform the job.
2. Our training includes only information that is relevant to job performance.
Instruction that maximizes performance...
- Our training materials are visually appealing, uncluttered, and easily accessed
- We build-in the opportunity for practice
- We design job aids that enable learners to perform like experts while still in the process of becoming experts
Evaluating on-the-job performance
1. We design competency checks to assess knowledge and skills of each learner.
2. If knowledge of something is required for on-the-job performance, we ask learners to describe it.
3. If a skill is required, we ask learners to demonstrate it.
4. We advocate the use of skills matrices to track training, and we can custom-design a skills matrix that includes relevant skills and knowledge for any job.
How we make a difference
1. We fashion competency checks that are directly relevant to job requirements-if they can do the checks, then they can do the job.
2. We'll help you track skills progression with easy-to-use and visual tools that tell you at a glance how your team is progressing.
Better ways of working in the evolving workplace. In recent years there has been a dramatic shift in the way things are accomplished in the workplace. The shift has taken us from:
1. Individual responsibility to group responsibility.
2. Independent, discrete tasks to integrated projects.
3. Hierarchical control to horizontal, interdependent leadership.
From the individual to groups
1. Effective groups consistently outperform talented individuals.
2. Teams need help to be effective. We assist. We coach. We guide.
3. Our workshops are top-rated because we customize to meet the specific needs of the group.
From independent tasks to integrated projects. The "value" that businesses provide to their customers is increasingly created through cross-functional projects. We support our client's efforts to successfully manage these projects by providing:
1. Project Management training and coaching.
2. Project Management tools and processes.
3. Implementation of Project Management Offices and Centres of Excellence.
4. Support in creating a Project Management Accreditation Program.
Horizontal leadership, not vertical control. The modern workplace demands collaboration across organizational pillars. How do you lead in this context?
1. We work with our customers to help determine what leadership and management look like where they work. We help them practice both effectively.
2. Our leadership workshops are practical, not whimsical. They provide transferable skills, positive experiences and concrete results.
3. Effective leadership is not a "soft skill." It is a discipline that can be learned-and practiced.