Mission and Methods

Do you see yourself?

The Overgrown StartUp

• Initial vision only now shared by founder and their close team

• Business is somewhat chaotic and reactive with no formal processes

• Headcount has grown so can no longer rely on osmosis for everyone to know what is going on

• Low morale and disillusionment • There is a need to work smart

and somehow do more with less to maintain services, but no space to work out how

• People’s roles and structures have changed by edict

• Successful through being innovative, now delivery is prioritised over creativity

• Silos and bureaucracy starting to appear

• Culture is volatile and dependant on current influencers

The Austerity Victim First Out the Blocks

In a nutshell…

These guys have 3 challenges in common

Purpose Process People

Flow….

By a guy with the hardest name I’ve come across (Mihaly Czikszentmihalyi)

Flow “The state in which people are so involved in an activity that nothing

else seems to matter: the experience itself is so enjoyable that people will do it even at great cost, for the sheer sake of it.

Growth in profit

87%20%

Reduction in staff turnover

Improvement in performance

We’ve all been there, where the magic happens. Imagine if it was the norm amongst the majority of people at work…

16%

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Engaged Employee: One who is fully involved in, and enthusiastic about, his or her role, and thus will willingly apply discretionary effort, and act in a way that furthers their organisation's interests.

“”

But…

70%Of the private sector are not fully engaged

88%Of the public sector are not fully engaged

…in 2009 disengagement cost the UK economy between £59.4

and £64.7 Billion…

“”

We have a crisis on our hands

So what about you?

1 10

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How can we help?

To build THRIVING organisations.

A thriving organisation has it’s head screwed on - it’s doing the right things in the right way.

A thriving organisation has a heart that’s beating - it’s full of life, and life means people.

Our Mission

“

”

Head and Heart

Purpose, Process and People

Just like in individuals they can pull in different directions

But when aligned, passion fuels ability and great things happen

Theory compares performance at work, to a performance in any other role (some are more successful than others)

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Conditions

For performance success

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Safety

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Availability

Meaningfulness

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So What?

The TG model is derived from our understanding of business psychology and 20 years experience mixing it up with business strategy, process improvement, and all

the enlightened HR philosophies… and, well, of just being people

Test us! Ask about all the academic material we’ve read and an explanation of the product development process

Busi

ness

Pla

nBusiness Perform

ance

Context

Role

Individual

Process

Purpose

People

Employee EngagementField of EngagementTOM

Operating Model

&Strategy

Organisational Alignment Individual Engagement

Engager

We’re consultants… We have a model…

Organisation Individuals

Organisation

Actual Engagement (start the party)

Field of Engagement (get your house in order)

Want to play a game?

There are some archetypes associated with malfunction across all the areas of our model

See if you recognise you and yours?

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The Beach ”The Beach” is a place to chillax, with no sense of

urgency and a lack creativity

Correct by pulling the Purpose lever

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The Jungle “The Jungle” needs a machete to cut a path through the paperwork, rules, egos and meetings Correct by realigning the Process lever.

The Workhouse “The Workhouse” creates fear and frustration,

with long hours, stress and unreasonable dictates

Correct by pulling the People lever

The Rebel“The Rebel” is professionally disengaged; bored and disruptive.

Correct by pulling the Role lever

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The Zombie“The Zombie” is personally disengaged, provides minimum effort and minimum impact

Correct by pulling the Individual lever

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The Victim“The Victim” is socially disengaged, scared

to stick their head above the parapet. Correct by pulling the Context lever

No?

Maybe you’re “The Rock Star”

Engagers are leaders able to work the levers and translate organisational alignment into actual engagement

The success of our model depends on you

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And Back in the Real World…

Our solution is delivered in 4 phases

A whizzy consultants diagnostic

Like driving a sports car, optimising an organisation is a case of pulling the right levers. We use an initial diagnostic to rapidly determine areas of strength and weakness. The outcome of this phase is reflective of the issue to solve, and will determine the priority areas of the model and therefore the project plans

A non-creepy segmentation exercise

Design - the really clever bit

Delivery - turning theory into results

Because every person is different, different interventions will reap the best results. Based on MBTI we perform a segmentation exercise of the workforce to understand the dynamics and culture. The outcome of this phase will be reflective of the people, and will determine the specific personalised techniques and methods that go into each project

Based on the previous 2 phases, a specific programme of interventions is designed, for you and you alone, that’s your journey. It’s in priority order, each project being designed to affect engagement levels. You can take as many steps as you have the time and energy for, spread them out over time, or go big bang

The implementation of the programme is up to you, your in house skills and your appetite. We can deliver the programme in partnership with sponsors and champions within the organisation, just check in and hold your hand, or wish you good luck as you go run with it

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Kath Howell kath@theterriergroup.uk +44 (0) 7809 526 862 www.linkedin.com/in/kath-howell

• Engagement architect • 20 years creating transformational change in organisations

• Facilitator and creator of engagement interventions

delivery teamThe Terrier Group is Kath Howell and a tribe of associates with similar heart and soul. Skillsets range from Executives, Lean, HR Business Partners, PMO, IT and Change Management

All come with practical business experience gained through working in and across industry sectors

If any of this has piqued your curiosity, or just mildly entertained, we would love to hear from you…