TAG Consulting

A Person Is Never The Problem


February 6, 2017

The answers to chronic problems in an organization are rarely, if ever, safely laid at the feet of one person. The wise leader will see past personalities and focus on the way individuals within the group relate to one another.

In organizations with healthy interdependence, members say things like these responses from our survey The Engagement Dashboard (TED):

-When a problem repeats itself, I understand that I may be part of the problem.

-My actions are influenced by those around me, even though I am ultimately responsible.

-In turn, my actions influence those around me.

-The way people interact with each other takes on a predictable pattern over time and that offers real insight into the way people work around here.

Honest question – would your team members agree with these statements?

To find our more about how The Engagement Dashboard can unlock insight into your organization and point the way to improved productivity and engagement, click here.

The One Thing Every Winning Organization Must Have


January 30, 2017

Our online employee survey, The Engagement Dashboard (TED) has collected data from hundreds of companies and thousands of employees to reveal what it takes to unlock a healthy organizational culture, with productivity, engaged employees, and the hidden talents and capabilities of its people.

TED reveals a host of dimensions that go into making a great organization, but one stands out as the only dimension in the entire survey that requires only one sentence to sum it up – Dependability.

 

Here’s the sentence:

Management can be counted upon to come through when needed.

It is nearly impossible to overstate the importance of this metric.

People will put up with almost any “what” if they get the “why”  – the knowledge that we are engaged in something great and life-altering and useful and good and we can count on our leaders.

The single question – ‘Can I count on my leaders?’ – was the only other question to correlate to every other question in TED. Dependability is nearly everything.

Dependability is all about the leader. The leader must provide the support needed and then get out of the way. The leader matter less than the cause.

Can you as a leader be counted upon to come through for people no matter what? Will you get your hands dirty, will you walk out the talk of your shared values, will you incarnate the organizational code, will you risk losing yourself to disrupt the status quo?

Can YOU be depended upon to come through when needed? And, if you are just beginning your career of leadership, are you putting into place the conditions and habits which will develop the kind of character where you will be depended upon at the end of the day?

Are you dependable? And is your organization?

To find out more about TED, click here.

Are The Right People On Your Team?


January 9, 2017

In our years of research and experience we have discovered that organizations with a healthy culture fulfill three basic human desires: the desire to belong, to contribute, and to make a difference.

People who work in organizations like this are engaged. When they reflect on their jobs they think things like this: “I matter around here. My strengths are being recognized and used around here. I am making a difference in and through my work”. These are the people you want on your team.

In our employee survey, The Engagement Dashboard (TED), those organizations with a healthy culture consistently saw that their employees answered ‘yes’ to questions such as “I get to use my talents and strengths every day at work”.

Some organizations do this as a matter of course, putting employees through widely available strengths-identifying instruments. We recommend such tools and use a few ourselves.

However, the very best organizations end up identifying and developing managers and leaders who themselves are talent scouts, whether or not they use the formal tools.

These leaders use two questions as indispensable tools to identify talent:

What does it take to win in our business?

How will we know a winner when we see him or her?

Learn to spot these people, to recruit them, develop, and deploy them, and you are going a long way towards building your organizational dream team.

To find out more about TED and how it can help you spot the best talent for your team, click here.

How TAG Analytics Grows Your Organization (Video)


November 7, 2016

You rely a lot on your intuition as a leader. And you should.

But there are times when you need data to help you understand your business, optimize your opportunities, grapple with your competition, measure employee engagement, and serve your people well. At TAG we use a variety of proprietary analytical tools to help you get under the hood of your business.

But we do it with a twist. Most analytical tools and the consultants using them can easily show you the ‘What’ of your organization and its current realities. TAG Analytics goes beyond that to show you the ‘Why’.

Our Trevor Bron explains in this short video:

How TAG Analytics Can Grow Your Organization from TAG Consulting on Vimeo.

Looking For Talent? Ask These Two Questions


August 3, 2016
Woman Playing the Violoncello

Woman Playing the Violoncello

In an organization with a healthy culture, the end result is that employees fulfill their desire to be engaged. When they reflect on their jobs they think things like this: “I matter around here. My strengths are being recognized and used around here. I am making a difference in and through my work”.

In our employee survey, The Engagement Dashboard (TED) those organizations with a healthy culture consistently saw that their employees answered ‘yes’ to questions such as “I get to use my talents and strengths every day at work”.

Some organizations do this as a matter of course, putting employees through widely available strengths-identifying instruments. We recommend such tools and use a few ourselves.

However, the very best organizations end up identifying and developing managers and leaders who themselves are talent scouts, whether or not they use the formal tools.

These leaders use two questions as indispensable tools to identify talent:

What does it take to win in our business?

How will we know a winner when we see him or her?

If you can identify these people – fueled by your leaders’ experience in the industry and the available tools – and then deploy and encourage them, you will have made an important first step toward engaging your people.

To find out more about TED and how it can help you spot the best talent for your team, click here.

The Four Signs of Employee Engagement


August 1, 2016

Print

In our multiyear study of organizations we found that those with the strongest and most healthy cultures could be relied upon for operational stability and integrity. They were extraordinarily well-managed enterprises.

And they had highly engaged employees, who demonstrated an innate desire to contribute, to belong, and to make a difference.

We have found that organizations with high levels of employee engagement typically have these four characteristics:

  1. Team members consider themselves to be empowered.
  2. There is a culture of collegiality.
  3. Management attracts top talent and rewards them accordingly.
  4. Team member are fully engaged in their work and in the mission or their organization.

If your organization is characterized by these four traits you can be assured either that your employees are engaged – which makes a profound difference for your bottom line – or that they are well on their way. If you are falling short in any of the four areas, there is a great opportunity for game-changing intervention on your part.

It’s important to assess whether or not your organization is characterized by these four things. But it can also be a challenge to assess yourself objectively!

That’s where The Engagement Dashboard (TED) comes in.

We have gathered data from hundreds of companies and thousands of employees from all three sectors in American organizational life – public, private and social.

An easy to use online employee survey, TED reveals the current culture of an organization, its hidden capacities and potential, and enables leaders to craft cultures that fully engage the talents and hearts of their people.

To find out more and to insure that you are on your way to a fully engaged workforce, click here!

An Empowerment Checklist


May 3, 2016

checklist

Crack or click open any leadership book and you’re guaranteed to find a section in praise of empowerment.

You won’t find a leadership expert, business thinker, or organizational consultant who doesn’t sing the praises of empowering employees or volunteers, stakeholders, and even vendors.

We know empowerment is important and we know the stakes are high. It requires empowerment to have employee engagement and engagement is the single most important predictive factor in organizational success. We know that team members who don’t feel empowered usually become EX-team members, often competitors and anti-evangelists for the companies they left.

But the thing is, when it comes to empowerment we are long on praise and attempted description and short on diagnosis and measurement.

Here, then, is an eight point checklist which will help you determine whether or not you have a culture of empowerment. It is applicable to organizations of all kinds whether in the public, private or not for profit sectors. And it applies to both employees and volunteers.

Rate yourself on a scale of 1-5 for each measure. Where you don’t hit 5, or at least a solid 4, you have the opportunity to develop a strategy which will develop more empowered, engaged, and productive employees.

  • People are given significant latitude and decision-making responsibility.
  • People know what’s expected of them.
  • People have the resources and training to do their tasks correctly.
  • People believe their leaders care about them as people.
  • People receive recognition and praise for good work regularly, and are accountable for mistakes.
  • People have the opportunity to do what they do best regularly.
  • People know that someone in the workplace encourages their development.
  • People know that they are expected to exercise leadership wherever they are, and they have been trained and empowered to feel confident in that role.

Empowerment is one aspect on an organization with engaged employees. Our online survey, The Engagement Dashboard,  has gathered data from hundreds of organizations and thousands of employees. It will reveal the current culture of your organization, its hidden capacities and potential, and will enable you to craft an organizational culture characterized by empowered and engaged employees or volunteers. To find our more about TED, click here.

The Single Most Important Thing Leaders Can Do


March 11, 2016

Recent research tells us two things:
1. Eighty-five (85%) of CEOs believe that employee engagement is one of their most important priorities.
2. Only three out of ten American workers are engaged with their work.

What’s the disconnect?

Our study of organizational culture revealed that leadership effectiveness is a crucial component of both employee engagement and organizational performance.

And there is one word that encapsulates leadership effectiveness:

TRUST.

The single most important thing a leader can do is to be personally trustworthy and to commit to building a trustworthy organization.

The word TRUST carved into a stone wall. 3D render with HDRI lighting and raytraced textures.

You can read more about our research and the employee survey we have developed from it called The Engagement Dashboard (TED) here.

From all of the data we collected we learned that a positive answer to one question more than any other predicted the long-term success or failure of an organization:
Management can be counted upon to come through when needed.

That’s dependability in a nutshell. It all boils down to this: can leadership be trusted?

There’s everyday trust – providing clear direction and adequate resources, communicating clearly, telling the truth. But organizations with a truly great culture go above and beyond.

They come through even when they might not be expected to. They allow for failure, risk, and experimentation. They distribute power and decision-making authority instead of concentrating it in the hands of a few. They share more information than is strictly necessary, even when hoarding information would provide increased power and influence to a select few. They demonstrate that they value their employees as human beings, not just as ‘resources’ filling roles and providing profit.

If there is a gap between where your organization is and where you would like for it to be, your best place to start asking questions is around this topic of trust. Are your leaders trustworthy? Are YOU trustworthy? Can people count on your leaders to come through when needed?

And if you are ready to take your organization to the next level, trust is also the place to start. What can your leaders do to push even further through trust barriers? Where can you share more, care more, risk more, communicate more?

TED would be a great place to start by taking a look behind the scenes of your organization. We’d love to serve as a trusted advisor to you on your journey to becoming a truly trustworthy organization that excels in both the bottom line and in the hearts and minds of your people.

You can find us here. We’d love to talk with you!