Organizational Development

Utilizing the “Becoming your Best” Strategic Rhythm model – Future ingenium works with Organizations to guide businesses from clarifying their vision right through to the daily planning– and bringing to life the business strategy.

Program Objective

The objective of this program is to help your organization ALIGN from top to bottom and have a clear strategic plan. The strategic plan that starts with the overall company vision, works through the company values and standards, strategy and focus, culture, target, long-term goals, short term goals, and then works down into weekly alignment meetings, pre-week planning, and daily focus and execution.

When just one team member is not aligned (e.g., misunderstood responsibilities, missed deadlines, confused assignments, etc.), the entire team’s productivity declines by an average of 24%. Consider the impact of an aligned team. How could being better aligned help you achieve your current business objectives?

The companies that align with a clear strategic plan will be the ones who dominate their industry coming out of challenging times. This program brings your executive team together to develop your strategic plan.

About our engagement tool.

Future Ingenium offers an Engagement Tool that was developed by means of a scientific approach, grounded in years of research, and based on international best practices. This Engagement tool was built on research that reveals engagement is formed across three critical work dimensions, Relationships, Roles and Rewards

What it measures:

Being an organisational-level measure of employee engagement, this tool identifies the levels of engagement across divisions / departments / job roles, revealing focus points that can be targeted e.g. How do employees feel regarding trust, support, and respect amongst colleagues? Are employees being challenged sufficiently in their current role?

As our client you will receive an Employee Engagement report compiled by our psychologists, which will include quantitative data – based on the engagement tool questions, as well as qualitative data – based on client specific free text questions.

This Engagement survey report will provide your Organisation with a reliable measurement of:

• The current engagement level of employees
  • across the organisation
  • per department
  • in other demographical groups stipulated upfront by the client
• The “people risk” the organisation is currently facing or is likely to face
• Different management styles and potential developmental areas
• Recommendations to improve Employee engagement
• Organisational Development recommendations

About Future Ingeniums “Team Awareness” Intervention.

Future Ingenium “Team Awareness” Intervention will take your team on a journey of self-discovery and team awareness. Through the utilization of behavioural and emotional intelligence assessments, team members will be better equipped to understand their own styles / levels of emotional intelligence and those of their team members.

Our Process:

After completing assessments, individuals will be given personal feedback, ensuring that they are more aware of their own behavioural style, strengths and limitations, fears and motivators and their value to the team. They will become more aware of their levels of emotional intelligence and how better to respond to situations.

Following this, a team awareness workshops will be facilitated, which looks at the whole team. All team members results will be shared, allowing all participants to fully appreciate the contribution that each member is able to make, toward the team goals and objectives.

This workshop will explore:

• Team culture
• Management styles
• Potential power plays
• Likely discord
• Team and individual strengths and weaknesses
• Communication styles and how to communicate effectively with different team members
• Decision making approaches

The Output:

Teams will have an improved understanding of one another. They will be better able to work together more effectively, communicate more powerfully, talk a common language, and ultimately produce at a far greater level as a unit.

A winning team can be defined as “a group of people with specific roles and complementary talents and skills, aligned with and committed to a common purpose, who consistently show high levels of collaboration and innovation, produce superior results, and extinguish radical or extreme opinions that could be damaging. The high-performance team is regarded as tight knit, focused on their goal, and one which has supportive processes that will enable any team member to surmount any barriers in achieving the team's goals”

Our Process:

Utilizing Patrick Lencioni’s model of the “Five Dysfunctions of a team”, Future Ingenium has created and offers a workshop aimed at Dysfunctional Teams which are required to work as a unit to produce a business result, as well as Performing Teams in order to fine tune and elevate them to the next level.

(Patrick Lencioni’s model - “Five Dysfunctions of a team”)

This workshop can be run over two days or over a period of four or five half days, dependant on the client’s requirements. This workshop/s is extremely interactive with self-assessments and activities, keeping participants engaged and outputs relevant.

The Output:

Teams will be equipped to build relationships and establish trust more readily. Techniques to understand and engage in constructive conflict will be learned and delegates will have a far great respect as to how their team members prefer to deal with conflict and how to encourage constructive conflict in a trusting, safe environment. Team members will have clear understanding of each of the team members communication styles and preferences and will be better equipped to communicate effectively.

A team charter will be agreed, drawn up and commitment gained by the team. This charter will provide absolute clarity as to the team’s ultimate purpose and goal, roles and responsibilities and the team member behaviours that are deemed appropriate and acceptable (or not).

What does “coaching leaders to coach their team” entail?

The days of “I say. You do” leadership to driving bottom line profitability, is quickly becoming a thing of the past. Research show that employees are looking for a work environment that includes workplace flexibility, a commitment to health and well-being and a sense of purpose in their work. As a result, the world of work is changing rapidly with flattening structures, remote working, hot desking and varied work hours, bringing about the need for a personalised and flexible management style.

“Coaching leadership” is a skill that facilitates the engagement of people, as well as drawing out, understanding and empathising with their individual motivations, talents, and challenges. Adopting a coaching leadership style allows leaders to get closer to their team members and gain greater insight into their real challenges. In doing so, leaders will become better equipped to both understand and assist in resolving team and individual issues.

Our Process:

We take leaders through a completely online programme where they will learn the basics of using a coaching leadership style, while undergoing their own coaching journey with one of Future Ingenium’s coaches.

The Output:

At the end of the course, as a manager, you will have a better understanding of the basic principles of coaching and practical experience of how coaching should be incorporated in your managerial toolkit to guide employees on a daily basis to optimize performance and improve the level of motivation in the team.

What is a 360 degree feedback?

A 360 degree feedback is a developmental tool and a process that provides employees the opportunity to receive performance feedback from their manager, peers, reporting staff members, co-workers, and customers. It also requires the individual to assess themselves.

Our Process:

• A set of competencies relevant to the individual’s position will be agreed.
• A list of participants will be agreed, including the individuals:
  • Line manager
  • Colleagues
  • Direct reports
  • Customers (if required)
  • Associates
• All the above and the individual will be asked to rate the individual’s performance in terms of the agreed competencies.
• All the above and the individual will be asked to comment on the individual’s strengths and developmental requirements.

The Output:

A full report highlighting perceived strengths and developmental areas. Feedback will be given to the individual and their line manager by a trained consultant. A full developmental plan can be developed around areas requiring growth.