Client Engagement Process

Our Engagement Process

Organizations know where the pain is. But in most cases, they have attributed the problem to the wrong reason – or they are looking in the wrong place altogether.

Leaders know their business, their people, and their core expertise. They just may not see the root cause of the chaos from a work design point of view. Our six-stage engagement process is built to marry your knowledge and experience with the principles and approaches of Dynamic Work Design, resulting in unique and custom-fit solutions…on your way

to a better and more effective way to work!

Regardless of how we initially meet, the first step is to discuss the issues you face, the problem you are trying to solve, and agree we can help. This usually takes the form of a phone conference with key people.

Two or three of us visit your site for approximately 3 to 4 days to interview the team and observe the current ways of working. Before we leave, we deliver our observations and recommendations in an interactive closeout session. Within a week to ten days, you will receive a concise written report. You can choose to proceed with ShiftGear, implement it yourself, or work with a different partner.

Together, we pick where to start working, usually where the pain is high. We are typically on-site 3 or 4 days a month, coaching and guiding you and your people to work through the changes. The frequency is higher at first and reduces as you build capability. Not only is this a strategy for low-cost intervention, but it also produces fast payback, high confidence that the solutions actually work, and transfers skills to your organization. We help you fix your work.

We commonly start with a full or half-day orientation of the concepts with the people who will be involved in or affected by the changes. This is not training in any tools. There are no thick books or long PowerPoint presentations, and no cups, banners, or t-shirts. And, because of our relationship with MIT Executive Education, we can help connect you to other world-class business and educational resources. The most common reaction we get is, “OK, now I get what this is about and what you want us to do.”

As the solutions take hold and spread, the new skills integrate with your company language and culture, leveraging competencies you already have. As this “bottom-up” work gains momentum, we connect it with “top-down” work with executive leadership to improve target setting, accountability, alignment of activity sets, issue resolution, and effective organizational learning. It becomes sustainable because it is part of how you think about getting work done, not just an add-on program or department.

As the issues you tackle get more complex, we maintain a coaching relationship as long as desired to ensure your progress and learning continues.

Our Engagement Process

Organizations know where the pain is. But in most cases, they have attributed the problem to the wrong reason – or they are looking in the wrong place altogether.

DESIGNING

WORK

THAT WORKS