Intended Result: People know through our actions and words that we see people and behavior as different, with people being more than their behavior and what they do.
Understanding oneself and the perspective of others and reserve judgment, while working to understand other viewpoints when addressing problems, to maximize human energy required for solving problems and making sound decisions.
Encouraging people to 'Teach their Course,' which includes promoting reciprocity, and leads to healthy and productive relationships.
Working collectively, and in partnership, to solve both personal and professional problems to create efficiency in the Lifeplace
Use clear, descriptive, and concrete language, that's timely, and delivered with patience.
People are Never the Problem
Intended Result: Perform work diligently and with the highest level of professionalism to insure value for all stakeholders.
Evaluate all work against values driven standards and ensure they align with standards before presenting deliverables to clients.
No circumstances supersede the established standards set for producing work with integrity.
All representations of products, services and/or the company will be performed with honesty and honor.
Associates and Channel Partners approach situations internally and externally undivided on integrity in their attitudes and behaviors.
Intended Result: Provide dependable explanations, resolutions, and methods for effectively managing and/or settling business problems related to organizational morale and productivity.
Consistently present adaptable in successfully delivering solutions for problems impacting clients and Partners.
Exercise’s prudence: using resources to manage waste, thereby minimizing cost.
Produce results that contribute to or increase value and well-being for all clients and Partners.
Produce results that stand the test of time.
Intended Result: A high functioning group of passionate contributing team players who get along well with their teammates and work as a cohesive group
Listening: We listen sincerely to our clients and teammate’s ideas to support and promote their enthusiasm, creativity and innovative ideas for our collective benefit.
Respecting: It is important to continue sharing with the team to create an environment of teamwork. Likewise: It is crucial to help one's coworkers, which is the general theme of teamwork.
Questioning: We asks constructive and probative business questions to support achievement of our goals.
Persuading: We encourage each other to exchange, defend, and then to ultimately rethink their ideas it is necessary to do so.
Sharing: We share data, information knowledge, concerns, needs, goals, and successes with others to support our Lifeplace culture.
Intended Result: Proactive seeking and achieving of new and improved ways of running organizations and producing new productive organizational behaviors.
Persistently pursue new marketing methods with improvement in product design or packaging, product promotion or pricing.
Create and introduce new and quality service and products that substantially improve the performance of our clients. This might include improvements in functional characteristics, technical abilities, ease of use, or any other dimensions relevant to a client’s work.
Aim for innovative efforts that change the way business is done in terms of capturing value in our culture and that of our clients.
Proactively search for new or significantly improved production or delivery methods for our organization and clients where applicable.
What is the organizational lifeplace? Why does it exist? Does it exist in my organization and if so, what grammar should be used to operationalize it? How do I develop and sustain it?
The answers to these questions are being pursed with vigor as leaders feel the urgency to address the scarcity and deprivation of product and service quality occurring across too many organizations and industries. Their need to attract and retain the right type and amount of talent are two variables most central to solving the problem.
In his over 30 years of research and consultancy in organizations, Dr. Watts has developed one solution to the talent problem by expanding the traditional workplace “needs satisfiers” uncovered by Fredrick Hersberg. In doing so, he has developed a more robust and relevant list representative of what he describes as the “lifeplace Inventory”. He is empowering leaders with a new grammar and skills to perceive and interact with their organizations and themselves. He reformulates the idea of the workplace from a location where people go because of required or forced engagement, into lifeplaces – destinations where people go with a mindset of “voluntary engagement” to continue living their lives in meaningful ways – the confluence of life and service being what comprises the Lifeplace and makes it a healthy destination.
Dr. Watts’ Lifeplace inventory provides both a qualitative and quantitative assessment of the following dimensions of Lifeplace vibrancy and sustainability: The degree to which 1) Accountability Partnership Functions and Systems provide smart tools, relationship structures and dynamics, and values to fulfill intrinsic desires to be accountable, 2) The Lifeplace engages its contributors in tasks designed to produce goods and services in a manner that provides benefit to their customers as well as themselves, 3) Contributors perceive the organization as a “conscious observer” and supporter of their contribution and career goals, 4) Contributors participate in constructive, planned, as well as spontaneous one-on-one one reciprocal feedback with management, 5) Contributors function in an environment of competent delegation and recognition, 6) Transparency and clarity of direction and purpose, continuous and intentional learning, and sharing knowledge is present.
In its assessment of needs, part of the Lifeplace Inventory emphasizes the importance of people to have authentic relationships and have access to information and resources, at every level. When such needs are realized people achieve higher efficiency, enjoy the work, and love doing it! This is a reality applies in Lifeplaces throughout one’s work life cycle, from on-boarding to off-boarding, leads to enjoyable and healthy careers, and extends the life of talent long after their off-boarding.