Harnessing Process™

<<Back

Human Performance Improvement

Human Performance Improvement views leaders, managers, and staff members as human capital operating within results-oriented systems and contributing to organizational success. The Institute uses the Breckenridge Performance Indicator™ to evaluate your organization’s leadership and management bench strength within the context of your unique culture. The Institute focuses on three aspects of Human Performance Improvement: personal competency, professional competency, and social competency.

Personal Competency

Personal Competency includes evaluating the level of knowledge and expertise of your leaders, managers, and staff members – the intellectual capital that makes your organization state-of-the-art in your industry or respective field. It also includes teaching leaders, managers, and staff members to understand the positive and negative characteristics of their personalities, to be more open to feedback and change, and to increase their level of self-awareness and emotional intelligence.

Professional Competency

Professional Competency includes your organization’s “bench strength” in leadership and management skills, where the signature capabilities of leadership are:

• Establishing organizational purpose, direction, and strategy
• Aligning organizational units and individual employees
• Motivating and inspiring employees around purpose and vision
• Creating and sustaining organizational change
• Relating to the perspective of top management
  

The signature capabilities of management are:

• Translating the objectives of an organizational strategy into plans and budgets
• Organizing and staffing
• Orchestrating the effective performance of business processes and work processes
• Creative problem solving
• Producing predictability and order
  

Social Competency

Social Competency includes the “teambuilding” skills needed to get the right people on the bus and the wrong people off the bus, where the signature capabilities of teambuilding are:

• Defining a common purpose and set of objectives for an organization
• Optimizing team performance and morale
• Building group identity

Social Competency is also manifested in the ability of leaders and managers to navigate the relationships, politics, ways of working, and unquestioned assumptions that make up an organization’s culture and sub-cultures. A person with a high level of social competency understands how an organization “really” works and uses this to accomplish its objectives and goals and to create and sustain positive change.

<<Back

Personality in Context™