-
Added
value of CDP: gives the solutions for the creation
of a motivating environment wherein people can optimally
perform and wherein they can develop themselves.
This will evidently lead to higher quality and productivity,
and improving quality of life. It will also control
the levels of stress.
Concrete
CDP results in your organisation :
The Corporate Development Process differentiates
itself from many other models. The Unique Value
Proposition: Result driven and simplicity of realisation.
CDP offers a fast and steady result. R.O.I. is a
logical result output.
CDP leads to:
-
Quality
improvement
-
Productivity increase
-
More efficient use of computers, machinery, raw
materials, information,...
-
Increased commitment towards the customers
-
Decreased personnel outflow
-
Decreased
grey absenteeism
-
Controlled
stress levels
Better
results ...
How ?
The Corporate Development Process measures the causes
of confronted behaviour as shown by your employees.
External company efficiency: the consequences of
behaviour:
-
1. Market competitiveness (corporate image)
-
2.
Communication standards (improvement of communication
standards) Internal company efficiency: the symptoms
of behaviour!
-
1.
Attitude towards quality (vision deployment, zero-defect
focus,...)
-
2.
Labour relations ( unwillingness, low work rhythm)
-
3.
Job Stress ( excessive work-pressure, absenteeism)
-
4.
Attitude towards productivity ( lack of synergies,
change, decision making,...).
Consequences are:
-
Unrealistic and confusing deadlines:
-
egocentricity
-
Lack of care for employees
-
distrust
-
Poor
training and development
-
laissez-faire,
laissez-passer
-
Low
employee commitment
-
lack
of certitude about the future
-
Unfriendly,
stressed environment
-
Lack
of ownership
What
does CDP exactly do ?
CDP shows the underlying
reasons for the way customers and employees perceive
you organisation and its communication. Behaviour
'to the outside world' is linked to the internal
bearings: How is the quality policy perceived? How
do employees cope with pressure and job stress?
How are the hierarchical relations? Is there a participatory
environment? What is done with interpersonal conflicts?
How inclined are employees to meet productivity
targets?
CDP proposes detailed action plans to alter management's
attitude towards employees and strategy.
Your motivation policy and the way this is perceived
by your management are key in this respect.
|
Environment
|
|
Communication
|
|
Motivational
forces
|
Motivating
behaviour
|
Motivated
messages
|
|
What
I receive from my environment
|
What
I do in perception of what I receive
|
What
I say in defence of what I have done
|
The Corporate Development Process is a reflection
on how employees perceive the organisation. In
this mirrored image, specific de-motivated behaviour
can be traced and switched in motivating leadership.
The
answer through CDP
The Corporate Development Process will support
you in the development of attitudes, behaviour
and structures you need for the permanent energy
to increase motivation in your company. The following
10 elements are analysed as the "success factors"
of motivation:
-
Clear goals
-
Interest in welfare
-
Human skills training
-
Achievement
-
Respect
-
Recognition
-
Commitment
-
Trust
-
"Ownership"
-
Support
The model
How
does the CDP- program proceed?
A survey consisting of 100 statements. All members
of the organisation give their opinion on these
100 statements during 10 days. 10 statements per
day during 10 days increases the objectivity of
the answers. "Emotion of the moment" is neutralised
(principles of emotional intelligence). Answers
can be given on paper or on the intranet.
Some elements from the survey:
-
Transparent language,
-
Dependency,
-
Autonomy,
Eye
for detail,
-
Leadership example,
-
Challenge,
-
Honesty,
-
Information
throughout Clear Assignments,
-
Mentoring,...
-
Acknowledgement
-
Emotional
balance
-
Initiative
-
...
Steps within the CDP Model
-
1. Presentation to the General Management.
-
2.
Co-ordination with the process owner and tailoring
of statements.
-
3.
Individual answers to the statements by the employees
and by management.
-
4.
Analyses of the results and writing of the CDP report
+ action plan.
-
5.
Presentation of the results and concrete recommendations
to the Management.
-
6.
Coaching of the responsible managers and the direct
employees.
-
7.
Implementation of the actions.
CDP,
first level of benefits
-
1. User friendly survey
Acceptance
-
2.
Focus on all the layers of the organisation.
Commitment
-
3.
Computer aided internal benchmarking
Learning
process
-
4.
Scientifically proven and acknowledged by several
business schools on the international level
Objectivity
-
5.
Eases the development of a uniform and transparent
management culture.
Team
spirit
-
6.
Analysis of the "Danger lines", domains that ask
for immediate action.
Action
targets
CDP second level of benefits
-
1. Aims at the causes, not at the symptoms
Result
oriented
-
2.
Promotes the development of the individual to the
favour of the company growth
Organisational
expansion
-
3.
Links personal motivation to the Group Dynamics
Synergy
-
4.
Integrates the customer and the market
Image
improvement
-
5.
Clarifies the potential for improvement concerning
leadership and participatory management
Personal
asessment
-
6.
increases the turnover and decreases the operational
costs
Profit
You are not stuck with
expensive words and eye-catching strategies that
have to be translated in action plans.
CDP provides you with solutions upon measurement.
Is
CDP a good program for your company?
Today CDP is integrated by companies that:
-
Want to develop their efforts in the sphere of technology
and organisation by giving more attention to the
human capital and a participatory management style.
-
Want to give more attention to the development of
their Human Resources Management, realising that
they gain a strong competitive advantage from it.
-
Value a quantitative measuring tool to examine the
satisfaction of employees (i.e. in the scope of
the TQM strategy or the EFQM policy).
-
Want to use a diagnostic expedient before making
decisions about change projects or re-orientation
(Joint Ventures, Reengineering, Buy-In, Internal
restructuring, etc.).
-
Want to assess communication problems and team-building
opportunities. Want to reinforce their leadership
style and charisma.
-
Want to start up efficiently after redesigning processes,
after merging organisations or before take-over
of businesses.
Some references
-
Alpha
Bookbinding (IR)
-
Belgian
Bankers Association (B)
-
East
West Consulting (B)
-
European
Information Center Poland (PL)
-
ICL (SK)
-
Jenewein Consulting (SK)
-
Kodak(TS)
-
LogicSoft (NL)
-
Norfolkline (B)
-
Romanian Post (RO)
-
Spadel (B)
-
Tiense Suikerraffinaderij (B)
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CORPORATE DEVELOPMENT PROCESS
