GROUP DLS 616-261-2736
Process for Building Leaders
Step 1: Bring to light a focal point for understanding the job, the inherent performance language, and level of required skill to the role with our Key Accountability session. The team sets an objective and clarifies 4 things that need to absolutely happen in that role. Then they are ranked and weighted to assist in creating the benchmark. The most important step, it helps the team focus on the job while completing the job assessment. This step created job ownership!
Step 2: Done online, the benchmarking process is simple and easy to understand. Subject matter experts (Respondents) answer questions in regards to the key accountabilities. The result will be a business tool to be used for hiring, retention, and skill development.
Step 3: After the assessment process is complete, we correlate the data and present your team with the completed job benchmark. You will get an Attribute, Motivation, and Behavioral hierarchy that tells you the level of performance needed in the job. Here you can see the composite score ( C ), and the respondents ranking (R1, R2, R3, R4). Some respondents will see the job similarly or differently. This opens the door for the team to clarify the job, the role, and what is required. All good stuff.
 Step 4: Do you want to know how the respondents rank up to the required skill of the job? Assess each team member with our patented TriMetrixŽ Talent Assessment. We will match each member to the skills required in the job benchmark. Run individually or as a team, like you see here, you can quickly determine job fit, retention activities, or a needed skill development path. Looks like Sally may need help, doesn't it?
Step 5: Each team member will be curious as to how they fit the job. So our staff at GROUP DLS conducts a oneon-one debriefing process. What's uncovered in these sessions allows the individual to see themselves more clearly and in light of what they want to become. It also shows then how they can contribute at higher levels to the team. It also helps them understand what is needed for performance in their job and what they can do to improve. Step 6: From the debriefing session we can develop a learning plan, one that is easy to administer and complete. With a membership to GROUP DLS, each team member will be assigned an account and become a Protege. Protégé's have access to their learning plan, job related skill modules, and a way to reflect and record successes. A manger or internal coach can even be involved should you choose. Getting a internal coach or manager involved really increases trust...a scarce commodity today. Our process offers a high level of transparency. It is the best way we have found to build trust in the workplace.
Step 7: At the end of the skill development cycle, we reassess the respondent or team member through our patented TriMetrix® Talent Assessment and repeat the debriefing session to witness marked improvement. A copy of the team members successes (RSS Feed) will be submitted to the manger or internal coach so that they can see the thought and effort put into skill development and personal growth. Information from reassessing and the RSS feed can help you determine what to do in year 2, year 3, year 4, and so on. Its repeatable. Give us a call and we'll get your team or department started.
616-261-2736
We are certified in Behavior, Motivation, Skill and Job Benchmarking Analysis through Target Training International