Companies Are People, Too

Do you know¬†“who”¬†your company is?

Let our assessment tool answer that question 

The number one reason for interest in¬†Companies Are People, Too is the desire to know “who we are.”

 

What is our culture and how do we sustain it?

What makes us truly unique?

How can we be consistent, even with new leadership?

What will help us survive changing external conditions?

What’s the secret to finding and maintaining long-term client and employee relationships?

 

This powerful assessment tool has many applications. To learn about the most popular applications, click on an item in the following list:

 

Defining and Living Mission, Vision and Values

Used in combination with the compelling work of Jim Collins and Jerry Porras in their book,¬†Built to Last, Companies Are People, Too is an excellent foundation for dialogue to define what we stand for, where we’re going, what our purpose is (beyond making money) and what values we live by, day-in and day-out. These things already exist in every organization…knowing who you are enables you to articulate them. For an example, go to¬†Framework for Decision-Making. It is recommended that you employ a good facilitator to guide your team through this discovery process. For a list of qualified consultants, go to¬†Consultant Directory, or check the appropriate box on the¬†contact form.¬†

Developing a Profile of Your Ideal Customer

“Who do our customers want us to be?” is a common question among organizations that don’t know who they are. The pitfall occurs when an organization tries to be something that it is not, in order to please someone who will eventually feel duped when their expectations are not delivered. Instead, Companies Are People, Too provides you with a profile of your ideal customer…the person who will be naturally attracted to your unique strengths and preferences. This allows you to articulate who you are every day, which is a lot more productive than reinventing yourself. For example, an organization that excels at service would attract a customer who:¬†trusts reputation and values security, is conservative by nature, desires a partner who will follow through and get the job done and wants value for their money.¬†

Attracting and Retaining a Strong Team

Imagine the relief of a new employee walking into work the first day, and experiencing everything that was promised during the interview process. With the Companies Are People, Too profile, you get a description of the work environment of your organization one that can (and should) be shared with every job candidate. Here’s an example of a work environment description from one of the profiles:¬†Gracious. Somewhat formal. Sociable, with work friendships encouraged. Emphasis on teamwork, cooperation and productivity. Staff commitment and loyalty emphasized. Teacher-student style of employer-employee relations. Plenty of praise. Some form of grades. “Raised eyebrows” and stares for inappropriate behavior. Not particularly willing to take risks. Hierarchy valued. Efficient procedures. Some individual control over decisions.

Not only does the candidate get a glimpse of what it would be like to work in your organization, but you can also share the values of your organization. As we all know, hiring employees who have common values builds a strong, motivated team. Here is an example of typical values from one of the Companies Are People, Too profiles: Cooperation, common sense, dependability, compassion, loyalty, customer satisfaction, teamwork, integrity, family, community, tradition.

Trust, respect and communication are the keys to any successful relationship. Using the Companies Are People, Too Individual Profile in concert with the Organizational Profile helps you understand your staff’s communication preferences, as well as how each person gathers information, makes decisions and gets work done. You receive profiles of each individual, the team and the organization. It is recommended that a qualified consultant facilitate the sessions for optimum results. For a list of qualified consultants, go to¬†Consultant Directory, or check the appropriate box on the¬†contact form.¬†

Align Truthful, Consistent Marketing and Branding Messages

When a branding or graphics professional sees your organization’s Companies Are People, Too profile, ideas for visual images and language emerge that are consistent with who you really are. Many times we have encountered organizations who feel that technology should be emphasized in their marketing materials. Yet, their profile reveals they are not cutting edge. Instead, the emphasis should be on their people because service is their strength. Not every customer values cutting edge. Many crave the tried and true. Knowing who you are and what you consistently deliver enables you to put that message out there and attract those customers who will appreciate your unique qualities. For examples of branding a cardiology practice and a neurology practice, go to¬†Branding Examples.¬†

Blending the Cultures of Merged Organizations

Like blended families, organizations who come together as a result of a merger or acquisition have inherent differences that must be accepted and valued in order for a successful relationship to exist. Companies Are People, Too provides a side-by-side comparison of the preferences, strengths and weaknesses of both organizations before the merger. It is also useful as a foundation for defining what the new organization should look like. When the Organizational Profile is used together with the Individual Profile, you can also see where potential conflicts might exist among key staff members and teams. For an example, go to M&A Example. 

Knowing What to Expect in the Face of Change

Stress is a natural outgrowth of change, so knowing how your organization is likely to react in the face of change can be invaluable. Your Companies Are People, Too profile provides a snapshot of what to expect in the face of change. For example in times of change, one organization we profiled needs to: pay attention to the impact on people and offer inclusion, talk about the change extensively, and verbalize the positive and negative aspects of it. Pressure and fatigue from over-commitment, as well as any violation of an important value, tend to bring out the worst in this organization. Signs of stress include: An atmosphere of sadness and despair, high levels of illness and absenteeism, obsession with details, and excessive attention paid to the physical office space.