Post on 26-Mar-2015
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INCREASING
Engagement
BROADENING
Diversity
OPTIMIZING
Development
Position Yourself for Success Using The Four Stages® of Contribution
Position Yourself for Success Using The Four Stages® of Contribution
Increase Your Impact, Influence Increase Your Impact, Influence and Valueand Value
Jan Thibodeau, ABC
Increase Your Impact, Influence Increase Your Impact, Influence and Valueand Value
Jan Thibodeau, ABC
2NOVATIONS GROUP, INC.
Who We Are
Novations is a Talent Development firm. We enhance organizational performance by creating environments of continuous learning and development for our clients.
We provide consulting, training, and measurement services, with expertise in broadening Diversity increasing Engagement optimizing Development
3NOVATIONS GROUP, INC.
3NOVATIONS GROUP, INC.
The Four Stages® of ContributionThe Four Stages® of Contribution
3NOVATIONS GROUP, INC.
4NOVATIONS GROUP, INC.
Our Goal
Provide research-based guidelines for increasing your
impact and influence to help you stay valuable in your current role and
position you favorably for the next.
5NOVATIONS GROUP, INC.
Agenda
Brief research background
The Four Stages® of Contribution Model
Case studies
Implications for your career
Four Stages Profile
1
2
3
4
5
Q&A6
6NOVATIONS GROUP, INC.
Research Background
Gene Dalton and Paul Thompson began their research at Harvard University in the late 1960’s
Two major research studies done at Harvard- 1967-1971: Engineering obsolescence (age & performance over time)
- 1971-1977: Expanding on above; origin of Four Stages model
Dalton and Thompson moved to BYU to continue their work- 1986: Qualitative study published around employee career needs and
organizational support
Novations has continued the Four Stages research
7NOVATIONS GROUP, INC.
By Age Group
Mean
Perf
orm
an
ce R
ati
ng
s-
%ile R
an
kin
gs
51 to 5546 to 5041 to 4536 to 4031 to 3526 to 3021 to 25
70
65
60
55
50
45
40
35
30
25
20
Original Research
The Research Behind the Four Stages
Job Assignments:
1.Visible
2. Important
3. Complex
8NOVATIONS GROUP, INC.
It’s not necessarily about climbing the pyramid anymore
• Flatter
• Leaner
• Less hierarchical
9NOVATIONS GROUP, INC.
Four Stages of Contribution: It’s About Increasing Influence and Impact
This research-based model describes how all employees, regardless of position, can increase their impact and contribution.
This research-based model describes how all employees, regardless of position, can increase their impact and contribution.
Influence
Perspective
Impact
Complexity
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34
10NOVATIONS GROUP, INC.
Characteristics of the Four Stages®
Stage 1
Contributing Dependently
Contributing Dependently
Contributing Independently
Contributing Independently
Contributing Through Others
Contributing Through Others
Contributing Strategically
Contributing Strategically
Stage 2 Stage 3 Stage 4
11NOVATIONS GROUP, INC.
Characteristics of the Four Stages®
Stage 1
Willingly accepts supervision
Demonstrates success on a portion of a larger project or task
Masters basic and routine tasks
Shows “directed” creativity and initiative
Performs well under time and budget pressure
Learns how “we” do things
Willingly accepts supervision
Demonstrates success on a portion of a larger project or task
Masters basic and routine tasks
Shows “directed” creativity and initiative
Performs well under time and budget pressure
Learns how “we” do things
Contributing Dependently
Contributing Dependently
Contributing Independently
Contributing Independently
Contributing Through Others
Contributing Through Others
Contributing Strategically
Contributing Strategically
What kind of work might someone in Stage 1 be doing in your communications department?
• Update the data base
• Collect information for or researching an article for the intranet
• Write a press release with supervision
How long can a new person in your communications department stay at Stage 1?
12NOVATIONS GROUP, INC.
Characteristics of the Four Stages®
Stage 1
Willingly accepts supervision
Demonstrates success on a portion of a larger project or task
Masters basic and routine tasks
Shows “directed” creativity and initiative
Performs well under time and budget pressure
Learns how “we” do things
Willingly accepts supervision
Demonstrates success on a portion of a larger project or task
Masters basic and routine tasks
Shows “directed” creativity and initiative
Performs well under time and budget pressure
Learns how “we” do things
Contributing Dependently
Contributing Dependently
Assumes responsibility for definable projects
Relies less on supervision; works independently and produces significant results
Increases in technical expertise and ability
Develops credibility and a reputation
Builds a strong internal network of relationships
Assumes responsibility for definable projects
Relies less on supervision; works independently and produces significant results
Increases in technical expertise and ability
Develops credibility and a reputation
Builds a strong internal network of relationships
Contributing Independently
Contributing Independently
Contributing Through Others
Contributing Through Others
Contributing Strategically
Contributing Strategically
Stage 2
What kind of work might someone in Stage 2 be doing in your communications department?
• Write articles for online media
• Develop story pitches and promote to target media
• Act as editor of print publication
How long can a person in your communications department stay at Stage 2?
13NOVATIONS GROUP, INC.
Characteristics of the Four Stages®
Stage 1
Willingly accepts supervision
Demonstrates success on a portion of a larger project or task
Masters basic and routine tasks
Shows “directed” creativity and initiative
Performs well under time and budget pressure
Learns how “we” do things
Willingly accepts supervision
Demonstrates success on a portion of a larger project or task
Masters basic and routine tasks
Shows “directed” creativity and initiative
Performs well under time and budget pressure
Learns how “we” do things
Contributing Dependently
Contributing Dependently
Assumes responsibility for definable projects
Relies less on supervision; works independently and produces significant results
Increases in technical expertise and ability
Develops credibility and a reputation
Builds a strong internal network of relationships
Assumes responsibility for definable projects
Relies less on supervision; works independently and produces significant results
Increases in technical expertise and ability
Develops credibility and a reputation
Builds a strong internal network of relationships
Contributing Independently
Contributing Independently
Increases in technical breadth
Develops broad business perspective
Stimulates others through ideas and knowledge
Involved as a manager, mentor, or idea leader in developing others
Represents the organization effectively to clients and external groups
Builds a strong internal & external network
Increases in technical breadth
Develops broad business perspective
Stimulates others through ideas and knowledge
Involved as a manager, mentor, or idea leader in developing others
Represents the organization effectively to clients and external groups
Builds a strong internal & external network
Contributing Through Others
Contributing Through Others
Contributing Strategically
Contributing Strategically
Stage 2
Stage 3
• Manage intranet content across the organization
• Advise and consult on communication best practices across functional lines
• Manage communications staff of six
14NOVATIONS GROUP, INC.
Characteristics of the Four Stages®
Stage 1
Willingly accepts supervision
Demonstrates success on a portion of a larger project or task
Masters basic and routine tasks
Shows “directed” creativity and initiative
Performs well under time and budget pressure
Learns how “we” do things
Willingly accepts supervision
Demonstrates success on a portion of a larger project or task
Masters basic and routine tasks
Shows “directed” creativity and initiative
Performs well under time and budget pressure
Learns how “we” do things
Contributing Dependently
Contributing Dependently
Assumes responsibility for definable projects
Relies less on supervision; works independently and produces significant results
Increases in technical expertise and ability
Develops credibility and a reputation
Builds a strong internal network of relationships
Assumes responsibility for definable projects
Relies less on supervision; works independently and produces significant results
Increases in technical expertise and ability
Develops credibility and a reputation
Builds a strong internal network of relationships
Contributing Independently
Contributing Independently
Increases in technical breadth
Develops broad business perspective
Stimulates others through ideas and knowledge
Involved as a manager, mentor, or idea leader in developing others
Represents the organization effectively to clients and external groups
Builds a strong internal & external network
Increases in technical breadth
Develops broad business perspective
Stimulates others through ideas and knowledge
Involved as a manager, mentor, or idea leader in developing others
Represents the organization effectively to clients and external groups
Builds a strong internal & external network
Contributing Through Others
Contributing Through Others
Provides direction to the organization
Defines/drives critical business opportunities and needs
Exercises power responsibly
Obtains essential resources
Sponsors promising individuals to prepare them for leadership roles
Represents the organization on critical strategic issues
Provides direction to the organization
Defines/drives critical business opportunities and needs
Exercises power responsibly
Obtains essential resources
Sponsors promising individuals to prepare them for leadership roles
Represents the organization on critical strategic issues
Contributing Strategically
Contributing Strategically
Stage 2
Stage 3
Stage 4VALUE
15NOVATIONS GROUP, INC.
Stage/Role Misalignments
CONTRIBUTINGSTRATEGICALLY
• Chases in too many directions
• Overly loyal to a function• Talks more than listens• Short-term focus rather than
long-term view• Delegates too much or is
overly controlling
STAGE 4
CONTRIBUTING THROUGH OTHERS
• Very busy• Important leadership work
never gets done• Spends time doing hands-on
work• Views questions as
interruptions• Fixes mistakes rather than
teaching• Majors in minors
STAGE 3
CONTRIBUTING INDEPENDENTLY
STAGE 2
• Asks permission on routine or small decisions
• Shows little confidence in his/her judgment
• Still can’t clear jam in copy machine
16NOVATIONS GROUP, INC.
The Four Stages® of Contribution Model:Key Dimensions
PerformanceExpectation
PrimaryRole
MajorTransition
Issue
PerformanceLeverage
CONTRIBUTINGDEPENDENTLY
Building Credibility/ Learning
Helper, Learner
Recognizing need for Dependence
Support toOthers, Building Credibility
STAGE 1
CONTRIBUTINGSTRATEGICALLY
ShapingOrganizationalDirection
Sponsor, Innovator, Business Leader
Holistic View of Business Making Tough Choices
Establishing OrganizationalPriorities, BroadImpact & Influence
STAGE 4
CONTRIBUTING THROUGH OTHERS
Guiding, Coordinating, Developing Others
Coach, Mentor,Idea leader, Internal Consultant,Project Leader
Accepting Responsibility (formal or informal)for Others’ efforts
Relationships,Networks, and Technical Breadth
STAGE 3
CONTRIBUTING INDEPENDENTLY
Establishing and ApplyingExpertise
Individual Contributor, Specialist
AcceptingIndependence
Individual Capability,Subject MatterExpertise
STAGE 2
FORMAL OR INFORMAL LEADERSHIP
17NOVATIONS GROUP, INC.
The Four Stages® of Contribution Model:Key Dimensions
PerformanceExpectation
PrimaryRole
MajorTransition
Issue
PerformanceLeverage
CONTRIBUTINGDEPENDENTLY
Building Credibility/ Learning
Helper, Learner
Recognizing need for Dependence
Support toOthers, Building Credibility
STAGE 1
CONTRIBUTINGSTRATEGICALLY
ShapingOrganizationalDirection
Sponsor, Innovator, Business Leader
Holistic View of Business Making Tough Choices
Establishing OrganizationalPriorities, BroadImpact & Influence
STAGE 4
CONTRIBUTING THROUGH OTHERS
Guiding, Coordinating, Developing Others
Coach, Mentor,Idea leader, Internal Consultant,Project Leader
Accepting Responsibility (formal or informal)for Others’ efforts
Relationships,Networks, and Technical Breadth
STAGE 3
CONTRIBUTING INDEPENDENTLY
Establishing and ApplyingExpertise
Individual Contributor, Specialist
AcceptingIndependence
Individual Capability,Subject MatterExpertise
STAGE 2
FORMAL OR INFORMAL LEADERSHIP
TrustTrust
18NOVATIONS GROUP, INC.
Key Points
The Four Stages describe the functions that are vital for an organization to survive and grow
Movement through the stages is not automatic- It takes behavior change and psychological shifts to move between the stages
Your stage is not defined by your job title
You may be in more than one stage at any one time
Job assignments are key to moving through the stages
19NOVATIONS GROUP, INC.
Mini Case Studies
1. Read each case study
2. Determine the stage(s) of the person in the case
3. Look at behavior, not necessarily job title or position
20NOVATIONS GROUP, INC.
George has held a PR Manager position in a mid-size company for the past five years. He has two staff people. George always meets deadlines and produces quality work. While his performance from a technical perspective is good, he tends to do most of the work himself. He gives routine tasks to his team and rarely holds brainstorming meetings to solicit ideas on new projects.
Recently, George was asked to give a presentation on a crisis communication plan for the company. He became flustered when the COO asked him for industry examples of best practice crisis communication and the risks of not having an adequate plan. Instead of answering the questions or promoting a discussion among the company leaders at the meeting, George brought the discussion back to the points on the slide, which detailed how he would deal with the media.
In this example, in which stage is George behaving?a. Stage 1b. Stage 2c. Stage 3d. Stage 4
21NOVATIONS GROUP, INC.
Contributionto the
Organization
Ave
rag
e P
erc
en
tile
Ra
nki
ng
20th
30th
40th
50th
60th
70th
80th
Stage 2 Manager
21
The Stage 2 Manager Dilemma
Stage 1 Stage 2 Stage 3
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34
65
22NOVATIONS GROUP, INC.
During her first few weeks, in which stage is Susanna spending most of her time?a. Stage 1b. Stage 2c. Stage 3d. Stage 4
Susanna is a new Director of Marketing Communications for a large technology company. She came from a pharmaceutical company where she held a similar position. Although she brings marcom expertise that will help the company’s newest product gain rapid entry into the market, she has limited experience in the technology industry.
Susanna spends her first few weeks meeting with the leadership team and product managers in order to understand the business, its products and the possible barriers she might need to overcome to be successful. She also learns how to use the company IT programs and gets to know her staff.
23NOVATIONS GROUP, INC.
Recycle TimeChange in Technical
Knowledge/Ability
New Career Years
New Company Months
New Job/Placement Weeks
High
Low
(Degree of Change)
Sometimes RECYCLING is Necessary
24NOVATIONS GROUP, INC.
On this project, in which stage is Maria performing?a. Stage 1b. Stage 2c. Stage 3d. Stage 4
Maria has been a writer in the Corporate Communications department for three years. When asked if she would like to serve on a committee to run a company-wide Health Fair, Maria volunteers to lead the project.
She recruits employees from all over the company to help. She organizes team leaders for different activities and makes sure they perform. Following a successful Health Fair, she arranges a recognition reception, where the VP of Human Resources acknowledges the volunteers for their work.
25NOVATIONS GROUP, INC.
Implications for Your Career
If you want to remain a top contributor, you have to change the
way you contribute over the course of your career
1 2 3 4
26NOVATIONS GROUP, INC.
DEPENDENTLY
• Dependent on a set of tools or techniques
• Looks for problems where they can applythese tools
• Dependent on client(external or internal)to set the directionof the project
STAGE 1
STRATEGICALLY
• Helps clients explorewhether there is asystemic/strategicproblem and/orimplication
• Advises on strategicimplications
• Makes decisions thataffect the organizationaldirection
• Represents theorganization to thewider businesscommunity orindustry
STAGE 4
THROUGH OTHERS
• Helps clients explorewhether they are working on theright problem
• Applies broader business perspectiveto the problem orsituation
• May lead/managea team
• Uses whichever tools are needed
• Leverages internalor external networkand resources
STAGE 3
INDEPENDENTLY
• Exercises sophisticated listening & questioning skills
• Focuses on the solution to the problem using whichever tools are needed
• May work independently or on a team to accomplish the work and/or produce deliverables
STAGE 2
Internal or External Consulting
27NOVATIONS GROUP, INC.
A Novation is…
Relationships
Tasks
Perspective
Basic, routine More complex, ambiguous
NarrowTechnicalShort-term
BroadMore strategicLong-term
1 2 3 4
Dependent Independent Interdependent
28NOVATIONS GROUP, INC.
1
4
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The Way You May Think It Works
29NOVATIONS GROUP, INC.
5 years minimum?
8-10 years? 15 years maximum?
1 year?
Novations Between Stages
1 2 3 4
20 years+?
10-20 years+
?3-6 months
12-18 months+
24 months+
The Way It Really Works
30NOVATIONS GROUP, INC.
• Find ways to influence the organization or a major part of the organization
• Obtain essential resources
• Represent the company to external stakeholders
• Become a “thought leader” in the industry
• Sponsor promising people for key future roles
• Go beyond original area of expertise
• Develop people through training, assignments and coaching
• Understand business drivers and implications
• Build strong network of internal and industry relationships
• Let go of some “Stage 2” type activities; let others be recognized as experts
• Seek visible, important and complex job assignments
• Manage independence well; honor commitments & keep others informed
• Establish solid technical roots and a reputation for high level of competence
• Be a strong colleague & team player
• Be positive about learning, growth and change
• Be inquisitive
• Get others’ help when needed
• Seek challenging work
• Seek feedback and use it
• Deliver under pressure
• Attend to the detail and quality of your work
How do you novate to the next stage?
Stage 4Stage 3Stage 2Stage 1
31NOVATIONS GROUP, INC.
Focus on All Three Types of Skills & Expertise
• Technical: build your knowledge and skills to be effective on the job.
• Relational: build a strong support network of relationships based on trust and mutual respect.
• Influential: expand your ability to inspire, shape or affect people and situations.
32NOVATIONS GROUP, INC.
Influence
Perspective
Impact
Complexity
12
34
Four Stages Profile – Online Assessment Tool
• Personalized Stage Profile – online and print
• Information on coaching and networking opportunities
• Tips on how to avoid career setbacks
• Personalized Stage Profile – online and print
• Information on coaching and networking opportunities
• Tips on how to avoid career setbacks
http://store.novations.com/Articles.asp?ID=132
33NOVATIONS GROUP, INC.
Agenda
Brief research background
The Four Stages® of Contribution Model
Case studies
Implications for your career
Four Stages Profile
1
2
3
4
5
Q&A6
34NOVATIONS GROUP, INC.
Questions & Answers
34NOVATIONS GROUP, INC.
Jan ThibodeauNovationsjthibodeau@novations.com401-333-1333
Profile: http://store.novations.com/Articles.asp?ID=132