Onirik

Explaining the concept

Onirik works with leaders and managers to duplicate the results of top performers in their organisation. Onirik performance improvement projects deliver immediate, significant and lasting behaviour changes in areas such as sales, operations, leadership, safety and communications. These changes translate directly into measurable, immediate, significant, and lasting financial performance improvement. When managers find themselves off course or slipping behind in the race, Onirik can help them adjust their sails to get to the head of the competitive fleet.

Organisations recognise the importance of standard work processes. These processes tell staff ‘what to do’ in different contexts to get desired business outcomes. Often the missing piece, among all but the top performers, is the ‘how to do it successfully and consistently’. For example a selling process must be executed within a framework of information gathering, relationship building, influencing and persuading capabilities, product, client industry and competitor knowledge.

Managers recognise great performance and performers. They do not always know what makes the “best” so good or how to help others to produce the same results. Onirik helps managers to do this by identifying the patterns of thinking (mental state) and behaviour (work processes) of top performers (experts) to create a “model” of excellence or best practice. The experts can be selected from within the local, regional, global organisation or the industry at large.

Onirik also helps Managers to transfer the model to others in similar roles through experiential learning and behaviour based coaching. And so shift the average performers' results towards the top performers' results thus improving business results and narrowing the performance range. Imagine you could reproduce those top performer traits that deliver results in your business.

How we model top performers

The world is filled with human beings manifesting an endless variety of abilities. In the business context these human abilities are as diverse as being able to effectively negotiate, manage meetings, and plan the future. Every human being is a repository of abilities in which they, in our terms, are expert. The purpose of modelling is to transfer the ability of an expert to someone who needs and wants that ability.

Modeling, in its simplest form, is a six stage process:

1. Identify the ability to be modelled and the experts in the ability.
2. Observe each model in action and assimilate “how they do it.”  Gather information with respect to emotional state, what and how the expert is thinking, sensing, believing and doing when manifesting the ability.
3. Use contrast and comparison of situations and contexts to identify the essential structural patterns for each expert.
4. Use contrast and comparison of experts to identify the essential structural patterns for the ability.
5. Test the model to prove it works and refine the model based on feedback.
6. Teach the model to others and/or use it for selection and recruitment.