The Futures Group

Workforce Development-Organisational Team Individual

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Workforce Development

Workforce Development-Planning Process and components.

Our model of workforce development is a broad multi-faceted approach which addresses the range of factors impacting on the ability of the workforce to function with maximum effectiveness. We recognise that a broader comprehensive focus targeting individual, organisational and structural factors, is required that links excellent workforce capability with excellent organisational capability and higher levels of staff experience with higher level of client stakeholder experience.
When we work with a team or at an organisational level, we consider the broader structural and system factors through our initial assessment tools working with the project sponsor to highlight the broader considerations even if we have been contracted for a specific project.
All of our services start by taking a strategic perspective that considers the most important elements of an organisation or function/department by looking at 7 key internal elements: strategy, structure, systems, shared values, style, staff and skills, in order to identify if they are effectively aligned and allow organisation to achieve its objectives. It also allows follow-up in specific organisational areas/functions.
Workforce Development-Organisational Team Individual
The why of You

Print ® (Predictive Insight Tool)

PRINT ® is the next-generation Personal Insights tool that’s built to deliver serious individual, team, and organisational results”.
PRINT® looks at unconscious motivators, i.e., the elements that drive our thoughts and behaviours. So, it measures a different construct from other more common tools that measure behaviours. These are the underlying motivators that impact on things like thinking styles and behaviour. The PRINT® is great to use for individual coaching as well as a team tool as you can look collectively at the motivations of a team to see where they may need to focus to achieve outcomes or work together.
Workforce Development-Organisational Team Individual
Workforce Development-Organisational Team Individual
The group PRINT® work provides significant insight into what makes each of us tick and has yielded some outstanding benefits that can help us all function at our peak, both personally and interpersonally. Some of these benefits include:

Seeing each other’s strengths with greater clarity;

Being able to find compatible perspectives;

Understanding other people’s actions that may not have made sense before;

Being inclined to react less personally or defensively when certain events take place;

Being able to tailor our messages for better buy-in.

The PRINT® survey completed on line and only takes 15 to 20 minutes to complete PRINT® has a 99.99% construct validity – meaning that it is virtually perfect in its ability to test with accuracy what it has set out to test. The report is received in a couple of days and a PRINT® debrief is then arranged. It can also be done via Teams or similar platform.
Research identified that:

96% of people have experienced Shadow Behaviour at work.

Over 65% of performance problems are a result of Shadow Behaviour and 42% of a manager’s time is spent addressing it.

90% of people admit they are less productive as a direct result of Shadow Behaviour and up to 90% of involuntary dismissals are a result of it.

Approximately 70% of executive failures can be attributed to Shadow Behaviour.

50% of people voluntarily leave their job because of Shadow Behaviour in their boss.

According to PRINT® co-developer, Dr. Paul Hertz:
“Your Unconscious Motivators are at the root of everything you feel, think, say or do”
In the race to better understand and manage employees for a more harmonious, effective and engaged team, the PRINT® may well be one of the most vital ‘tools in the toolbox’ to help leaders and team members better understand themselves and their colleagues.

Ask us about Print ® and the The Career Requirements for your PRINT ®. A great tool to assist with career transition.

PRINT® and 360

The Best Self (360) Survey provides the opportunity for growth and transformation building on your PRINT® report and associated development work to obtain feedback on how well you are managing your Shadow Behaviour and staying in Best Self by obtaining anonymous feedback to increase our level of consciousness on how we are performing.
The Best Self (360) Survey solicits candid perceptions from one’s direct reports, and/or peers and/or manager(s) about how frequently he or she exhibits the specific Best Self and Shadow behaviors characteristic of his or her PRINT® (as they appear in the list on the individuals PRINT® report – page 7). There are 72 different questionnaires, representing the 72 PRINTS®, each with its own set of 25 Best Self behaviors and 25 Shadow behaviors that are most frequently associated with that PRINT®.
Workforce Development-Organisational Team Individual
Respondents (evaluators) anonymously evaluate the frequency of Best Self and Shadow behaviors they observe in the person. The individual being evaluated receives a confidential report with the aggregated responses of the evaluators. Action plans are then generated to diminish Shadow behaviors and/or strengthen Best Self behaviors. Individual scores are not shared; however, action plans are revealed. This builds personal accountability and a visible, sustainable mechanism to track how well individuals are leading, influencing, mentoring and interacting with others.
Composite Profiles are provided for teams, departments, business units, programs, brands etc. These composites measure and track aggregate Best Self and Shadow behaviors for the entity.
The Best Self Survey is administered at repeated intervals to measure change over time.

Management and Leadershp Development-Our Coaching Programs

The Futures Group can provide a variety of coaching options. We have developed standard packages based on the type of requests we receive from clients and the needs we have identified in the market. However, we recognise that coaching must be tailored to the individual. Therefore, the programs can be altered to address specific needs, learning styles and to achieve the desired outcomes, and accommodate schedules. We can also develop or tailor our coaching programs to complement your wider Leadership Development Programs.

Coaching Option

Description

Program Overview (Format & Features)

Leadership Excellence
(New Heights)

This program is designed to assist professionals in leadership positions (Senior Executive and Management) to develop new skills and ways of thinking to lead your organisation/department to new heights, meet new challenges and adapt to the changing environment .The program will provide insights, encourage, and challenge leaders to help resolve complex organisational challenges, particularly introducing successful change management and develop winning business strategies.
The program comprises of:

An initial meeting to determine your organisational challenges and objectives;

A comprehensive assessment of your leadership profile and performance;

An insight session to develop your coaching plan and objectives;

90 min coaching sessions to work on your personal development and business goals, together with constructive conversations to help meet new challenges; and

A final evaluation session to determine the level of success and ongoing focus items.

Coaching for Performance Excellence

This program is designed to assist professionals at any level in improving their performance. This includes working to develop techniques to increase your effectiveness and productivity to overcome the increasing demands in volumes of work, deadlines, and challenges. The program will help equip you with the skills to manage work, staff, and conflict better, collaborating with the coach to develop your personal effectiveness.
The program comprises of:

An initial meeting to determine your role, performance, and objectives;

A comprehensive assessment of your working style and profile;

An insight session to gain feedback and agree your coaching objectives;

90 min coaching sessions to gain new insights, and develop and practice new skills; and

A final evaluation session to determine the level of improvement and ongoing focus items.

First Time Managers (Management Readiness)

Stepping up into a management position requires individuals to acquire new skills in the way they lead, operate, and think, and apply new business techniques and deal with new challenges. The program will help accelerate learning and onboarding to a new role by providing support and guidance to manage the significant increase or change in responsibilities.
The program comprises of:

An initial meeting to determine your role, performance, and objectives;

A comprehensive assessment of your working style, skills, and performance;

An insight session to gain feedback and agree your coaching objectives;

90 min coaching sessions to work on your development goals, and have constructive conversations to meet new challenges; and

A final evaluation session to determine the level of improvement and ongoing focus items.

Facing New Challenges (e.g., Cultural Transition)

Facing new challenges and adapting to change for example starting at a new company, environment, management, or job can be a daunting endeavour. This is a key time when coaching can create huge benefits providing the necessary support, encouragement, and insight to manage and adapt to these changes.

The program comprises of:

An initial meeting to determine your role, challenges, and objectives;

A comprehensive assessment of your working style and skills;

An insight session to gain feedback and agree your coaching objectives;

90 min coaching sessions to work on your development goals, and have constructive conversations to meet new challenges; and

A final evaluation session to determine the level of progress and ongoing focus items.

Performance Coaching (Remedial)

Coaching is an effective way to support organisations in improving the performance of employees, particularly senior managers. This coaching program will help understand the individual’s strengths, areas of development, and the factors impacting employee performance. The program is planned to identify and capitalise on employee strengths. The program generates motivation and confidence and develops strategies to improve performance and overcome obstacles.
The program comprises of:

An initial meeting to determine your performance, challenges, and objectives;

A comprehensive assessment of your profile and performance;

An insight session to gain feedback and agree your coaching objectives;

90 min coaching sessions to work on your development goals and monitor progress; and

A final evaluation session to determine the level of progress and ongoing focus items.

Management and Leadershp Development-Our Coaching Programs

The Futures Group can provide a variety of coaching options. We have developed standard packages based on the type of requests we receive from clients and the needs we have identified in the market. However, we recognise that coaching must be tailored to the individual. Therefore, the programs can be altered to address specific needs, learning styles and to achieve the desired outcomes, and accommodate schedules. We can also develop or tailor our coaching programs to complement your wider Leadership Development Programs.
Workforce Development-Organisational Team Individual

Workforce Planning and Development

Effective people management and development is critical to the success of any organisation. Unless an organisation can attract, retain, develop, manage and motivate skilled people it will find it difficult to keep pace with the increasing demands for high performance, improvement, technology and efficiency. All organisations need to carry out workforce planning and use this as a basis for their Workforce Development Plan which identifies their strategies for building the relevant skills and capacity required for organisational success.
Workforce Development in the context of this plan is a multi-faceted approach which addresses the range of factors impacting on the ability of the workforce to function with maximum effectiveness in responding to the needs of clients and stakeholders. Workforce development should have a system lens therefore should focus on individual, organisational and structural factors rather than just addressing education and training.
Workforce planning and workforce development are terms that are often used interchangeably as both are fundamental to the implementation of an organisation’s business strategy. Workforce planning is the driver of workforce development, while workforce development refers to the range of activities undertaken to address evidence-based gaps and risks identified through workforce planning.
The diagram below provides an overview of how workforce planning and development interlink. Although the workforce development components in figure one, are not exclusive. Workforce Development is based on the organisation’s workforce plan (organisations vision, corporate priorities and strategy) as detailed in the strategic plan. A workforce development plan sets out objectives for the workforce composition, including jobs, skills, knowledge and behaviours to achieve an organisation’s objectives and how these will be addressed.
Workforce Development-Organisational Team Individual
Key WFD principles need to overlay each of the workforce development strategies to ensure a process of continuous improvement.
Finally, Implementing the workforce plan will require detailed project planning, including a change management plan.
The plan should include a communications strategy focused on employees, so that they are aware of planned changes and the opportunities that may be available to them as part of that change. There should be realistic milestones and timeframes and there should be regular reporting on progress to the leadership group,
Our HR consultants will work with you to explain our approach and integrate that with the way you want to work to create a workforce development plan that supports your organisation’s strategic directions.
Embedding Organisational Values and Behaviours

The central role of values

Values are critical to an organisations success as they are the principles and beliefs that provide a common purpose that all employees should understand, work towards, and live by to build and maintain the organisations culture. They form the foundation for what the organisation cares about most and they support the achievement of the organisations vision.
Once the values, are defined and the behavioural standards established they clearly define what the organisation cares about most, as they support the organisations vision and shape its culture. Staff need to be consulted and engaged in the process and they need to be regularly discussed to build ownership and understanding.
The culture and values are demonstrated through the way people are managed, rewarded, recognised, assessed, selected, promoted, and how the organisation engages and works with stakeholders and clients.
Workforce Development-Organisational Team Individual
Workforce Development-Organisational Team Individual
Values and behaviours drive culture
Workforce Development-Organisational Team Individual
Culture drives employee fulfilment
Workforce Development-Organisational Team Individual
Employee fulfilment drives goal achievement
Workforce Development-Organisational Team Individual
Goal achievement drives customer and stakeholder satisfaction
The Futures Group consultants will work with you to understand your organisational vision and mission (your purpose) to define the values that will help achieve your goals. We undertake workshops to engage mixed groups of senior managers and staff to determine or update the organisational values and behaviours through facilitated and consultative exercises resulting in a one page summary of the values and behaviours that all staff can easily interpret and understand.
Workforce Development-Organisational Team Individual

Performance Management, Development and Accountability

Performance management is often a very misunderstood process as many managers and employee’s associate it with negative experiences whereas if handled correctly it is a very necessary for both managers and employee growth and development.
It needs to start with the establishment of an agreement between the manager and employee on the expectations of the role and the standards required. This is not always clearly stated in the job description. The employee’s opinion should be sort on their understanding of the stated performance expectations as well as behaviour standards and any support or training they required to meet the expectations also needs to be discussed and agreed in a Development Plan which should form part of the Agreement.
The Agreement should include key performance indicators.
Both parties need to seek feedback from each other, but it is the manager is accountable to provide regular feedback on a day to day basis as required not leave it until a yearly performance review is conducted. This helps build a culture of continuous feedback and addresses any concerns on the spot to avoid future underperformance and also boosts morale if the feedback [raising something the employee has done or achieved.
A simple written agreement or performance agreement should be produced and signed by both parties and updated at least annually.
Managers are often find providing feedback difficult and avoid difficult conversations this is frequently a key development area for them as once they have employees reporting to them it is a critical function of their role.
It is also critical that managers know what constitutes serious misconduct employee misconduct and take relevant action rather than hoping it will improve with no action.
The Futures Group can support both employees and managers in developing Performance Agreements and facilitating the initial development and provide coaching and workshops on the role and responsibilities of both employees in the performance management and development process.
Please contact us to discuss any aspect of our Workforce Development approach in the context of your organisation.
Workforce Development-Organisational Team Individual
our benefits

A Few Reasons Why You Should Choose Us

We seamlessly merge two key components – Our professional HR consulting skills and experience with our strong practical business acumen to partner organisations to achieve meaningful solutions.

High standards of professionalism and integrity. Establishment of close working relationships.

We focus on continuous improvement to always do our best.

A different way of thinking, both inside and outside the box.

Strategic
HR Consulting

Quality
Investigations

Change
Management

Recruitment Management
& Executive Search