Plans You Can Use
Approach and Methods
Paradigm Associates works with executive, management, sales and employee teams in a development process to improve business results. We use an approach based on
the Paradigm Premise and Success Formula, to help participants understand the difference between being "busy" and being "productive."
The concept behind our approach is that an organization must have in place not only a well-honed strategic planning process, but also a way to make its plans operational. In too many businesses we find that, even when the business has a strategic plan, any resemblance between what its plan says and the way its people are behaving on a day-to-day basis is strictly coincidental.
What is needed is a process to drive the strategic goals down through the organization in such a way that all employees, at every level, know what those goals are, know their own role in achieving those goals, and effectively participate in that achievement.
The Paradigm Premise and Success Formula underlie our selection of Learning Methods and Additional Support that work at the level of the individual to help your organization to continuously improve business results and thrive in the near-term and long-term future.
The Paradigm Premise
+ Talents (the innate gifts that one brings with them)
+ Skills (the how to)
+ Knowledge (the where & when to)
+ Goals Focus (the what & why to)
Positive Behavior Change
Which leads to
Improved Results for You
The Paradigm Associates development process is based upon the simple premise that if we want to achieve our goals to improve our results, then we have to behave differently - using skills and knowledge - but before we will consistently behave differently, we must adjust our attitudes to think about and see things differently.
At Paradigm, we make a distinction between training and development. We believe that training (or education) involves the dissemination of information in order to "teach" someone a new skill or provide knowledge in an "intellectual understanding". Development, on the other hand, is getting people to use their skills, abilities, and training more often and more effectively.
Our development process is based on the premise that one cannot simply "teach" someone to become an excellent executive, manager, or customer service provider but one can direct an individual in the development of both attitudes and behaviors that are reflective of sound, professional, interpersonal skills.
A (T + S + K) + P3G → BC → SIR (O,P)
v&b 88% B f (C)
The Paradigm Associates Success Formula is presented in detail below. We build it from right to left.
SIR (O, P)
We begin by asking you what Sustainable Improved Results (SIR) you want to achieve and how that will be tracked and measured. Everything else we do to develop the participants is specifically geared toward achieving those goals and results.
The (O, P) represent both Organizational goals as well as Personal goals. Our approach is to create a quadruple win - for the organization in terms of enhanced profits achieved and a well-deserved reputation for professionalism exhibited, for the community in terms of planet-friendly initiatives successfully undertaken, and for the people in it in terms of personal goals achieved .
We ask participants to analyze their own situation and performance, both personally and professionally, and then set goals in the areas that are the most meaningful to them. This typically leads to improved organizational results. That gives the firm the financial wherewithal to improve compensation, work conditions, and other benefits. That in turn gives the participants the financial resources to achieve even more of their own personal goals and objectives, and that typically increases their motivation to become even better professionally. Continuous improvement can be self-sustaining; it becomes a way of life at the firm.
BC represents Behavior Change. Wouldn’t you agree that in order to achieve different (improved) results, your people would need to behave differently?
P3G represents Goals. When people have clear goals to focus their energy on, it’s easier to change their behavior in a way that can be sustained. We ask participants to set goals that touch personal improvement, professional improvement, and organizational process improvement
T+S+K represent the Talents (the innate gifts that one brings with them); Skills needed (the how to do something) and the Knowledge needed (the where and when to do something).
One thing we’ve noticed over the years is that many organizations have sent their people to various training courses in soft skills areas, without seeing any noticeable improvement in bottom line results. This caused us to ask ourselves, “What’s missing?” From our perspective, the answer to that question is that skills and knowledge alone are not sufficient – what’s missing is the attitudinal component.
The A stands for Attitude (the want to do something).
The Paradigm Associates approach, Management by Commitment, is a results-oriented philosophy that involves first developing a goal-based attitude among people within the company. Attitude is a multiplier of skills and knowledge that directly influences the goals people set and achieve. Attitudes will directly determine, in many cases, whether people ...
- turn a problem into an opportunity, or succumb to it;
- behave in ways that benefit the entire organization, or maintain fiefdoms;
- expand the customer base and the services provided, or allow atrophy to set in;
- diligently look for continuous improvement, or remain satisfied with the status quo.
v&b represents our values and beliefs.
Research tells us the great majority of the attitudes we still carry with us today were developed when we were between 0 and 5 years old. During that period of our life, we were not judging what information we would accept and which we would not, but like sponges we accepted it as given.
It's been estimated that approximately 77% of what we learned as infants and young children was negative vs. 23% positive. Among the first words that kids understand, along with "Mom" and "Dad," is "no." The "no's" then become more sophisticated "don'ts." You can fill in the blanks from your own experience:
Don't write on the ___________________ (wall).
Don't talk with ______________________(food in your mouth).
Don't play in _______________________(traffic).
Don't talk to _______________________(strangers).
That last one is curious advice for someone in a client development activity, isn't it?
As we grow into our world as adults, the "don'ts" have had a tendency to migrate into "I/we can't." This leads us into the next element of the Success Formula.
88% B f (C)
This represents the fact that during approximately 88% of our day our Behaviors are below the conscious level. We are on "automatic pilot" as a function of prior Conditioning. We don’t typically have to think about tying our shoes or driving a car or figuring out how we are going to get to work. We perform those tasks in automatic.
Why is this so critical to understand? If you agree that we need to change our behaviors in order to achieve different results, and if you accept that 88% of the time we are operating below the conscious level, then we need to think differently at the subconscious level in order to have sustainable behavior change that leads to better results.
The Paradigm Associates Learning Methods have been selected and honed to be effective in exactly these ways.
The Inner Game of Music has a wonderfully simple yet effective formula/explanation for what happens to human performance as people are thinking about their fears etc, and building up the "noise in the head".
The formula simply conveys that our performance (represented by a small "p") will be equal to our Potential (represented by a capital "P") minus interference (represented by a small "i"). While the source of this interference can be external, it seems the great majority of the time it is really generated by us internally. This can be because of self-doubt, anxiousness or anxiety about making a perceived mistake or delivering something other than a flawless performance, or reliving past mistakes and experiences.
The brilliance of this formula is that as we minimize the interference (i) in our own heads or in the heads of our colleagues (collective thought process or collective self-image) we can help our actual performance level come closer to our potential performance level. It is truly a "becoming" process
I now clearly see that my job is to help other people see that as they win the "head game", their performance, self-image and natural gifts will all be in sync or alignment. Everybody wins.