Onirik

The Untapped Potential

"70% of employee performance and work motivation is driven by their immediate manager. However, the core problem for many organisations is the lack of leadership capability in managers." (Source: Saratoga Institute: Centre for Creative Leadership)

In many organisations there is a significant opportunity to increase performance. This opportunity exists because managers generally lead and coach all the people in their team in much the same way, regardless of their performance. It turns out that there is a more effective approach to take.

Traditional management involves communicating expectations. It clearly spells out the results required and the tasks to be undertaken to obtain them. The difficulty is that this approach of ‘management by results’ motivates only high performers. This is because high performers are achieving these results, they know what they need to do and will consistently apply the critical work behaviours that enable them to achieve. However, this isn't true of lower performers. And lower performers are the people with the greatest potential to improve.

80% of a manager's influence on employee performance and work motivation is determined by 20% of their leadership activity. Brava has identified the 20% of leadership activity that really makes the difference.

Training Is Not Enough

When training is used in isolation, it fails to deliver sustained results and improve performance.

An example is the Xerox study. The researchers wanted to establish the degree of skills carryover from the classroom to the job. They found that on average, trainees lost 87% of their new skills within one month. (Source: Huthwaite, Inc)

The support that managers receive after training, is the critical factor that ensures embedding of skills.

What Gets Measured Can Be Managed

Donald Kirkpatrick developed a four-level training evaluation model that is now considered an industry standard across the HR and training communities. Level 1 and 2 of his model relate to how the course participants felt about the training, and measurement of the increase in knowledge and skill.

Level 3 is a behaviour evaluation - the extent of applied learning back in the workplace. Level 4 is a results evaluation - the effect on the business or organisation by those skills being applied.

The missing elements for HR and L&D managers are the resources to measure and support the embedding of skills back in the workplace. Without the opportunity to do this, little improvement in results occurs.

Strada7® - A Highly Effective Online Leadership Development Program

Strada7® offers organisations a 12 month online effective leadership development program (training and support) for their first-line people managers that rapidly improves employee performance and work motivation.

Studies also show that traditional workshop-based leadership training has a low Return on Investment (ROI). As much as 87% of skills are lost within the first month after completing training. Strada7® prevents this by providing 12 months of support to your people managers to lock-in the new behaviours and skills.

Strada7 Equips Your First-Line Managers With The Ability To Quickly:

• improve work motivation;
• inspire commitment;
• grow employee engagement;
• confront non-performance; and
• maximise employee performance for greater results
• 
  Most jobs allow employees to choose the pace at which they work and how well their work is done. Choice to do more than the minimum requirement dictates their level of productivity or performance and is referred to as 'discretionary effort'. First-line leaders who can increase motivation will trigger discretionary effort and are more effective than others.
  
  A study undertaken by Gallup Inc. found that highly motivated work groups within companies outperform other groups - top quartile business units have 18% higher productivity, 12% higher profitability, 31% to 51% lower turnover, 51% more inventory shrinkage, and 62% less accidents than the bottom quartile.
  
  

Your First-Line Managers Receive:

You can view a short video (3:05mins) on Strada7's Online Leadership Development Program by clicking here Strada7® Tour.

Unfortunately, the majority of first-line managers are much less successful in the leadership activities and practices that drive motivation, commitment, and trigger discretionary effort, than they are in the process, or policy-based, aspects of effective management.

Your Organisation Receives:

• a cost-effective online learning tool equivalent to 3 day classroom training;
• learning that allows your first-line managers to stay at work and on-the-job;
• no additional expenses such as travel and accommodation;
• the freedom to decide how many of your first-line managers you want to train at any one given time;
• monthly reporting on each first-line manager's progress; and
• quarterly self-assessment of your first-line managers' effective leadership skills.
• 
  The concepts and techniques in Strada7® are based on what we know works. The techniques are based on well-established models of leadership behaviour, from over 75 years of scientific research and approximately 40 years of practical application in business.
  
  What your first-line managers will learn is based on the principles of Organisational Behaviour Management, global research on leadership and employee engagement, and our experiences modelling and working with more than 5,000 managers throughout the Asia-Pacific region, and more than 15 years of practical testing and proof in the real world with a wide variety of organisations.
  

"Using the Effective Leadership system we achieved better service levels with fewer staff year on year; along with annual savings of approximately $300,000."
Dwina Dickinson, National Customer Care Manager, Contact Energy

Speak to Onirik today to arrange a demonstration and receive industry relevant case studies.