Core Values A TIGERS Success Series Company Mon, 28 Jul 2014 12:59:06 +0000 en-US hourly 1 Workforce Development Is Improved Through Leadership Team Development Mon, 28 Jul 2014 12:59:06 +0000 who moved my cheeseThere is a United States skills and workforce shortage that makes it difficult for manufacturing to return to the US. From technical to leadership team development skills, the US has taken a back seat to other developed countries.

Successful workforce training models from other countries can narrow the skills gap. But other cost effective training is also available for leaders who must accomplish work through teams. The 6 Principles That Build High Performance Teams workshop and system is one example of a program currently available in the US.

While many experts have focused on the importance of educational institutions and policymakers in tackling the issue, CEOs must take a greater leadership role along with HR transformation functions so that workforce development meets production needs. For managers who must accomplish work through teams, this is critical.

According to the Georgetown Center on Education and the Workforce, 80 percent of middle skills jobs require one year of training or less and nearly 44 percent of middle skills jobs require less than three months of training. This report argues that businesses and institutions of higher education must work together to reclaim 100 million missing years of education among American workers.

So what might an actionable plan look like?

  • Accomplishing work through teams is not a passing fad. There are viable systems in place now that allow leaders to track and measure the team development process;
  • Low functioning teams can be improved with a reliable system that catalyzes employee commitment for improved team behavior, clarity of mission and task accomplishment;
  • Senior executives must reexamine the notion of workforce development, reinventing how they invest hundreds of billions of dollars in their workers’ education;
  • Senior executives must integrate the skills shortfall through a new integration of education and real work requirements;
  • Boards of Directors should create drives for the creation of a new generation of C-Suite leadership around skills development;
  • Corporate problem solving teams should compare notes through ASTD or similar organizations to collaborate on talent acquisition and retention best practices that can guide corporate action in this area.

All too often business leaders talk about the nation’s skills shortage as though it were a public policy problem. In reality it’s a challenge for CEOs to realize that allowing a persistent skills shortage to continue is no less serious than any other aspect of corporate strategy.

Copyright TIGERS Success Series, Inc.

me to weAbout TIGERS Success Series

Effective leaders catalyze employees to work productively in teams by facilitating team action plans and agreements that leverage beneficial behavior to drive results.
We  provide practical  strategies that reduce team conflict, save time and improve the success of your team and workforce development projects.  TIGERS Success Series is an Oregon Team Building Consultant helping leadership achieve their team development goals.
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Team Building Ideas to Keep Your Best Employees and Lower Turnover Rates Fri, 25 Jul 2014 19:04:38 +0000 idea-webinarEmployee retention and your organization’s turnover rate are extremely important considerations for cost-effective management of your organization. Corporate team building strategies and other team building ideas are important for employee engagement, so if you are concerned about your organization’s turnover rate, read on for some tips to keep your best employees engaged and invested.

Team building ideas vary, and there are many well-written articles with ideas for employee retention. This article references the following articles: Stay Interviews: Hold On To Your Best Employees for Less , One Simple Way to Reduce Employee Turnover , How to Increase Employee Retention, and 5 Ways to Keep Employees From Becoming Competitor.

Employee retention is an important cost strategy for your organization, so keeping your employees engaged and present is not only beneficial for employees, but it is beneficial for your organization.

Conduct stay interviews. Many organizations are already on board with exit interviews, but according to Stay Interviews: Hold On To Your Best Employees for Less,  stay interviews are even more important. Rather than finding out why employees are leaving when it is too late for you to do anything, conduct stay interviews to increase employee engagement with your current employees. Create a list of questions to learn what aspects of the job are most important to your employees, as well as the items that need to be revamped or updated to keep your employees engaged and happy to come to work.

Volunteer and donate. According to One Simple Way to Reduce Employee Turnover, employees are more likely to stay with organizations that give back to communities and create a culture of good. A recent study has found that employees are better satisfied with their lives and their jobs when they give back, and organizations that are authentic with their intentions reap the added benefit of lower turnover rates.

Invest in employee morale. Your team members’ morale is one of the most important determining factors in employee retention, so take the time to invest in it from the bottom up. How to Increase Employee Retention offers several tips to keep morale high and your employees engaged. And for leaders looking for tools, systems and strategies to achieve this there is a workshop in September that can help you achieve this.

Offer financial stakes and more responsibility. According to 5 Ways to Keep Employees From Becoming Competitors, many start-ups are born within established companies, which means entrepreneurial employees may not be as invested in your organization as you first thought. To keep these employees invested and on your payroll, offer added perks such as a financial stake in their projects or the organization, or more responsibility and opportunities to work on projects that they are most passionate about. These employees are less likely to up and quit if they feel invested in some way with your organization.

Provide team building events. You cannot mention team building ideas without mentioning team building events and other opportunities for your employees. Organizations benefit from providing opportunities for employee growth, and special events such as the 6 Principles That Build High Performance Teams  offer benefits for both employer and employee. Workshops are a great way to share ideas and new procedures, identify talent and promote growth within the organization.

No matter the size of your organization, employee retention is an important component for your organization’s success. Consider the above team-building ideas to increase employee retention and lower your organization’s turnover rate.

Copyright TIGERS Success Series, Inc.

appantsAbout TIGERS Success Series, Inc.

TIGERS Success Series, an Oregon team building consultant,  has been helping leaders build high performance teams and collaborative work communities for over 20 years.

Join us this fall in beautiful Bend, Oregon for the 6 Principles that Build High Performance Teams workshop. Click here to download a brochure.

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Hire an Expert Team Building Consultant to Increase Employee Productivity Fri, 18 Jul 2014 12:29:08 +0000 me to weNo event could ever be a one-man show. In fact, in order to run a successful event, teamwork is required. But if your organization is struggling to create a cohesive team environment, you can benefit from the expertise of a team building consultant.

Effective teams generate ideas that can facilitate successful and expertly handled team building events. If you are unsure of the benefits of hiring a team building consultant, read on to learn more. There are many great articles written on the subject, and this article references the following articles: The Secret to Lean Innovation Is Making Learning a Priority , How do you differentiate and develop talent without leaving others behind? , and Unleash Your Employees’ Super Powers .

A team building consultant can offer your organization many different benefits that you may not ever consider, including increased employee productivity, increased profits, and a better team environment.

Focus on lean innovation and make learning a priority in your organization.

The article The Secret to Lean Innovation Is Making Learning a Priority, goes in-depth on the subject of lean innovation, but companies that focus on keeping the whole organization in the loop enjoy greater profits and more productivity in the workplace.

The teams in your organization are your profit generators. Connectivity and communication among team members are vital keys for success. During team building events, team members may be cautious to not make mistakes. For this, train employees how to deliver better performances. Motivation, connectivity and employee focus are three key areas you need to keep in mind.

Offer development opportunities for all of your employees.

How do you differentiate and develop talent without leaving others behind? Then bigger question is how to offer advancement opportunities for all employees. When developing employees in your organization, you may be concerned about leaving some employees behind. Offer company-wide team building events for your employees to identify those within your organization who possess leadership qualities without singling anyone out.

A good team helps build a successful company. If your team members do not deliver their duties properly, your company may suffer. Invest in a team building process for all of your employees to take the company’s greatest assets and make the company profitable.

Identify and utilize your employees’ personal strengths.

According to the article Unleash Your Employees’ Super Powers, not all of your employees are reaching their full potential. By utilizing a team building consultant, you can identify your employees’ personal strengths, which allows you to best use your talent in the right projects. And when you identify what your employees are passionate about, you will find that they become more productive, which is a win-win for you and your employee.

With the help of an expert team building consultant, team leaders can learn the importance of acknowledging success to their team members. To build a good team, explore the strengths and weaknesses of your team members, and enjoy higher productivity and higher profits for your organization.

Copyright TIGERS Success Series by Dianne Crampton

About TIGERS Success Series

MeetTom3TIGERS Success Series, Inc. is a Bend, Oregon Team Building Company that has been helping leaders build high performance teams and collaborative work communities since 1987.  TIGERS offers team building events, team building activities and licenses and certifies HR Professionals in the use of TIGERS 360 Team Behavior Survey and Team Building Game.

Learn more in this short video.



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Providing Employee Feedback is an Essential Skill New Leaders Must Learn Fri, 11 Jul 2014 12:00:57 +0000 arrow in the center of a targetThose who are new to the leadership role, as well as many seasoned veterans, may find it difficult to provide employees with constructive feedback to boost productivity and accountability, as well as increase employee retention within their organizations. While one-on-one confrontation can be intimidating for many people, leaders and employees alike, constructive feedback is the most important tool employees can receive. This article addresses common issues that leaders face while providing feedback, and it provides tips on how to effectively provide feedback to employees.

The Internet provides a vast array of advice for new leaders on providing feedback to employees. Are Your Employees Looking for a New Job?, Tackling Problems No One Wants to Touch, Your Employees Want the Negative Feedback You Hate to Give, and How to Coach Your Really Good Employees are all well-written and recent articles that provide great advice on how to attain this goal.

Providing constructive feedback is an important skill new leaders must learn in order to boost productivity and accountability, as well as increase employee retention within organizations.

Offer a safe environment for open discussions. A recent article on, Are Your Employees Looking for a New Job?, explored the correlation between New Year’s Resolutions and employees leaving their current positions in favor of other opportunities. While career movement is a sign of a strengthening economy, you might not want your top performers to take the opportunity to leave. An effective way to get your employees to stay is by offering a safe environment for productive conversations about the workplace. By allowing employees to air their grievances, you are giving yourself an opportunity to fix small problems before they become the reason your best employee decides to seek other employment opportunities. Allow employees a chance to share ideas and discuss their problems, and you not only learn ways to keep your employees, but you may also gain insights that may have been otherwise overlooked.

Offer guidance for advancement within your organization. The article on also stresses the importance of mentoring your current employees. Even small organizations that don’t always have much room for advancement, it is important for employees to feel that they can grow within the organization and don’t need to always look elsewhere for advancement opportunities. Identify the employees that wish to advance and work with them to meet that goal.

Face problems straight on. This can be extremely difficult for many people, as ignoring issues or dancing around problem areas is a lot easier than addressing them straight on. But according to Tackling Problems No One Wants to Touch, the only viable option for leadership is to deal with problems directly as they arise. As with anything else in life, admitting that there is a problem is the first and most important step in solving the problem.

Provide positive as well as negative feedback. When you hear the phrase “constructive feedback,” you may assume the only feedback that is constructive is negative feedback. But according to an article on, that’s not always the case. A recent survey from the organization found that employees respond to “corrective feedback.” This means that whether employees are being praised or reprimanded, they want to know how they can perform better. So learning how to effectively relate this information to your employees is an essential and beneficial skill for new leaders.

Identify employee goals and how they align with company goals. According to How to Coach Your Really Good Employees, it is important to meet with your employees and discover their goals. Most of your best employees probably have their eye on a different position. Find out what it is. If it’s a different role within your organization, help them build the skills they need to make that move. If it’s a role outside of your organization, find out why they are attracted to that position. You may have a similar position within your organization that your employee might consider. Use this information to your advantage to mold your employees into more productive and better-satisfied workers.

Providing employee feedback can be a tricky and undesirable task, but it is an extremely important skill for all leaders. It also needs to come with the attitude of helping employees be more successful. By utilizing these tips, you will have more productive and better-satisfied employees on your team.

Resource Articles:

Copyright TIGERS Success Series, Inc. by Dianne Crampton

Picture 003About Dianne Crampton

Dianne licenses and trains HR professionals in the use of TIGERS Team Development and Work Culture tools. These tools improve workforce collaboration by promoting behaviors that building high performance teams and organizations. These researched and validated principles include trust, interdependence, genuineness, empathy, risk and success. They form the TIGERS acronym. To schedule a business call to determine if TIGERS is right for you call 877-538-2822 withing the US or schedule a skype call here

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Is Sustainability A Team Building Activity Millennials Will Get Behind? Fri, 04 Jul 2014 12:19:23 +0000 me to weTIGERS Success Series has been projecting that millennials will change the world of work as we know it.  Work systems and management practices will become more respectful, collaborative and employee-centric with clear career paths and opportunities for employee enrichment. This is the type of team building activity the most successful companies are tackling now.

These  mission-driven management systems are changing how leaders view employees as valuable contributors rather than an expense.

These are also core values millennials have been taught in school along with the desire for work-life balance, tolerance for differences and socially responsible environmental sustainability.

Five-Year Trending Data Indicate Growing Millennial Influence in Both Sustainability and Team Building Activity

New research is shedding more light on this value system.  The good news is that if corporate expense line items track sustainability measures, this is a great opportunity to engage work teams in bonus programs such as gainsharing to bring cost savings and employee engagement to the forefront of everyone’s minds and wallets.

WeSpire, the cloud-based engagement platform for engaging employees in environmental, social and other positive corporate initiatives, released survey results regarding employee engagement trends in sustainability and Corporate Social Responsibility (CSR). In the research report, The State of Employee Engagement in Sustainability and CSR, findings include a widespread increase in engagement programs, a growing partnership between Human Resources (HR) and sustainability initiatives, and a strong potential for workplace habits to foster permanent behavior change.

We know this to be true because the TIGERS Principles and supporting behaviors create permanent behavior change in a remarkably short period of time.

“The research shows that engaging employees in sustainability and responsibility initiatives is increasingly a core component of being an innovative, success-oriented company”

The survey is the third iteration in a series conducted to assess how organizations engage employees in sustainability efforts. Brighter Planet, a leader in sustainability technology and research that disbanded in 2013, conducted the two previous surveys in 2009 and 2011. WeSpire continued the study, which provides five-year trending data.

“The research shows that engaging employees in sustainability and responsibility initiatives is increasingly a core component of being an innovative, success-oriented company,” WeSpire CEO & Founder Susan Hunt Stevens said. “We are especially fascinated by these findings around attracting and retaining talent, millennial appetite for mission-based leadership, and the key role of the workplace in driving overall actions and behavior change. These clear mandates are all addressed by WeSpire’s corporate engagement solution.”

Survey results showed that companies view employee recruitment and retention as one of the main purposes for sharing organizational sustainability efforts. Strong employee engagement programs attract new, young, talented millennial workers, and it follows that HR is increasingly seen as sustainability’s main advocate. In turn, the power of employee engagement to strengthen sustainability actions has bolstered the growing relationship between sustainability and HR.

The survey also showed that employee engagement policies on sustainability have been increasing significantly, as almost twice as many organizations have an official policy in place compared to those in 2011. This growth in sustainability has been largely driven by demand from millennials for purposeful, engaged work. Of the surveyed millennial workers, those defined as 30 years or younger, 55% wanted to see a change in their employer’s stance on employee sustainability efforts moving forward.

Finally, the survey emphasized the importance of the workplace in driving behavior change. Respondents overwhelmingly stated (89%) that they would try a sustainability tactic at home that was introduced at work, indicating the power of CSR initiatives to have lasting and far-reaching effects on employees. In addition, frequent promotion of sustainability programs increased employee engagement and improved the effectiveness of such measures.

When I see research like this, we get really exciting. Not only does it promote potential collaboration for TIGERS Licensed Team Builders but it shows one additional way that teams can support productivity and organizational success.

Copyright TIGERS Success Series by Dianne Crampton

Tigers_300dpi_LogoAbout TIGERS Success Series

TIGERS Success Series, Inc., a Bend, Oregon team building consultancy has been helping leaders build high performance and engaged teams since 1987.  We offer team building events, team building activities, team building development and license and certify your team to do the same.

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Go Team! Go Team Compensation! Fri, 27 Jun 2014 12:22:42 +0000 piggy bank and measuring tapeGuest post by Chris G. Hylton, MA

Many workplaces are organized into teams designed to help maximize productivity and effectiveness. There are countless forms of team building strategies and activities that can be applied to help almost any workplace team be more successful. But. . . have you ever considered team compensation?

Team compensation is most effective when it is applied in organizations where teamwork is critical to achieving goals. When done correctly, team compensation can help encourage teamwork and increase individual effort.

Two common forms of team compensation are profit sharing and gain sharing. Profit sharing is when employees are paid a percentage of the company’s overall profits. Gain sharing is when employees are financially rewarded for pre-determined and measurable achievements that are directly related to the organization’s vital performance metrics.

Profit sharing works for many different reasons. It helps employees to work together towards a shared goal. Studies have shown that it can increase motivation, commitment, and quality of work. In order for an organization to reap the benefits of profit sharing, this form of team compensation must be a good match for the company. A few things to consider when thinking about implementing a profit share plan include:

  • Is the organization able to set clear, realistic, measurable, and attainable goals to be tied into the profit share plan?
  • Does the organization have a system in place to objectively track the desired performance?
  • Does the organization have a communication strategy ready to help employees understand the profit sharing plan?
  • Is the organization profitable?

The last question might just be the most important! In order for profit sharing to be an effective form of team compensation, the organization must be confident that there will be profits available to share with employees. If the set goals are met but there are no profits, you can expect disgruntled and discouraged employees.

Gain sharing is different from profit sharing. An easy way to distinguish the two is to remember that profit sharing is related to profitability and gain sharing is tied to productivity. Much like profit sharing, well designed gain sharing programs can increase motivation, commitment, and quality of work. Gain sharing works well when an organization would like to improve performance and productivity while reducing costs. A few things to consider when thinking about implementing a gain share plan include:

  • Does the organization have performance levels that can be easily quantified?
  • Does the organization have the ability and means to remove barriers to achieving the desired goals?
  • Does the organization have an effective measurement and feedback system in place?
  • Does the organization have a communication strategy ready to help employees understand the gain sharing plan?

While profit sharing plans may offer financial incentive on a quarterly or yearly schedule, gain sharing plans can easily cycle much more frequently, even on a monthly basis. The advantage to this frequency is that employees receive their incentives on a regular basis and it allows quicker opportunity to address poor performance and barriers to success.

Companies don’t have to pick one or the other. Many organizations successfully offer profit sharing and gain sharing plans. Team compensation can be a powerful tool in helping employees to feel engaged, invested, and acknowledged. The key is to ensure that any team compensation plan offered is designed to help both the employee and the company reach their goals.

Copyright CG Hylton

About the Author

ChrisBWChris G. Hylton, MA

Chris has been a Consultant in Alberta since 1981, and has extensive experience in the management of change processes as they impact human resource, employee benefits, pensions and investments.  He has had his own consulting firm since 1989, and has many years of experience on volunteer boards and committees serving the community.

Chris is a Benefits & HR specialist who works with employers and employee groups to provide innovative compensation, benefits and pension programs for staff.

About TIGERS Success Series, Inc.

TIGERS Success Series, Inc. licenses and certifies HR Practitioners in the use of powerful team development resources. These resources include a 360 Team Behavior Survey that identifies key behavior issues facing teams and leaders and Team Building Activities, Team Building Games and Team Building Events that engage employees to champion change that can result in lucrative gain sharing and profit sharing success.

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Why Steady, Consistent Leadership Is The Best Team Building Event Fri, 20 Jun 2014 12:43:38 +0000

good employee attitudeConfidence in American Corporate Leaders continues to tumble.  For one reason implementing the strategies that roll of the C-suite are getting derailed by failure in deploying them.  And, workforce development planning designed to compliment strategy deployment is often not championed by the C-suite.

Despite positive gains in economic recovery, Americans remain torn on whether bold, innovative leaders or successful risk managers are the key to success in today’s business environment. These are two very different leadership styles requiring different skills. Therefore, it makes good sense that both styles need steady, consistent leadership to drive the best team building event.

Success for both styles, however, depends on whether either group can implement strategy, engage employees and attract a sustainable pool of talented employees who are committed to organizational success. When you add to this compensation for executives that in many cases has not tied to successful performance, both shareholders and Boards of Directors are taking a long hard look at their leaders to determine if they have the right leader driving the bus.

According to the second annual Global Street Fight™ Study conducted by Harris Poll, two-thirds of U.S. adults view senior corporate leaders the same today as they did five years ago. Americans are conflicted on whether CEOs should focus on successful risk management to ensure steady and consistent operations or bold, innovative leadership to drive business forward. Unlike geese in flight that rotate positions when the leader becomes tired so another flock member takes over, chief executives rarely display this level of ego flexibility and efficiency.  Therefore based on business need intersecting with growth demands, Status quo leaders simply can not boldly go where no other has gone before without steady, consistent leadership to drive this important team building event.

The bad news for CEOs is that one-quarter of Americans believe that senior leadership is weaker today than it was five years ago. Only eight percent believe leaders are stronger; and two-thirds say they are about the same.

piechartThe Study

Gibbs & Soell, a global business communications firm, and Harris Poll, a leading global provider of information and insights to aid business decisions, teamed up to explore public perceptions of corporate leadership in today’s environment, focusing on the areas of boldness, innovation and trust. The online poll was conducted between March 28 and April 1, 2014 among 2,048 U.S. adults age 18 and older.

Here are some of the findings from this study:

  • Trust in corporate leadership is low.
  • A majority of Americans do not appear to be giving corporate leaders credit for the private employment rate exceeding pre-recession levels, the stock market posting modest gains and the housing market’s improved recovery.
  • The public has grown tired of volatility and is clamoring for strategic thinkers who can navigate near-term hurdles and drive toward future growth with consistency, stability and poise producing steady, consistent Leadership as the best team building event.
  • 53 percent of the public believe the main priority of the CEO is to be a risk manager while 47 percent believe it is to be bold and innovative, as compared to last year’s even 50-50 split between the two traits.
  • 25 percent of Americans say senior leadership at large companies is weaker today than it was five years ago, compared to only eight percent who think senior leadership is stronger today. In 2013, 30 percent of U.S. adults said leaders were weaker than they were five years previously, compared to 10 percent who thought they were stronger.
  • 52 percent of U.S. adults feel leadership has a balanced focus on short- and long-term goals, up from 47 percent in 2013.
  • The majority (53 percent) of younger adults (age 18-44) feel a CEO’s main priority is to be bold and innovative.
  • Across all demographics and levels of social engagement, strategic thinker (74 percent), innovative (71 percent) and risk-taker (58 percent) are the most important attributes of a bold leader. Younger adults (age 18-34) are more likely than their older counterparts to consider dreamer, confrontational and stubborn as characteristics of a bold leader.
  • Older individuals (age 45+) are more likely than their younger counterparts to think leadership is weaker today than five years ago.
  • Retirees (63 percent) are the most likely to feel that a CEO’s main priority is to be a successful risk manager.

Given that Corporate Boards of Directors will have the final say, engaging employees to champion the direction and goals established by leaders still warrants review. Whether maintaining the status quo or driving new innovation, matching workforce readiness with training and employee development must still be considered and tracked against ROI.

arrow in the center of a targetThe upcoming 6 Principles That Build High Performance Teams 2-day workshop addresses workforce development action planning designed to implement corporate strategies. At this interactive and experiential 2-Day workshop, participants will learn expert techniques for building successful teams and creating efficient workforce development action plans that employees will champion and be accountable for.

In two fast-paced, well-designed days, we’ll cover the steps and processes for catalyzing employees to diagnose, develop and commit to effective team action plans designed to compliment corporate strategy.  This is good news for both the risk manager and bold leader whose strategies require navigation over near-term hurdles and the drive toward future growth with consistency, stability and poise.

Copyright TIGERS Success Series by Dianne Crampton

TIGERS diagramAbout TIGERS Success Series

TIGERS Success Series has been serving leaders by developing high performance teams for over two decades. Based on six researched based principles that arose from psychology, business and education group dynamic research, TIGERS stands for trust, interdependence, genuineness, empathy, risk and success. These principles are tracked and measured by the TIGERS 360 team culture survey so leaders have the on-target information needed to transform a low performing team into and excellent one.

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Why Does Team Strategy Execution Fail From The C-Suite Down? Fri, 13 Jun 2014 11:48:41 +0000

time-is-moneyCatalyzing employees to execute strategy is a benefit TIGERS Success Series offers Licensees and leaders we serve. The development of team building activities that launch action plans and strategic team initiatives that are championed by employees is a strength and outcome.

It appears that others are now recognizing that strategy execution no longer is a push method communication from the C-suite but rather an engagement process that involves employee buy-in.

BTS, a leading strategy implementation firm, today announced the release of a research study based on a global survey of over 200 executives, senior leaders and managers conducted by The Economist Intelligence Unit. It appears that strategy execution is greatly under estimated by the C-suite.

Explore successful strategy execution drivers.

The research exposes the critical enablers of effective strategy execution, details the leadership actions and behaviors that deliver the greatest impact, and explores key organizational challenges and disconnects that companies must overcome to achieve success.

Navigating from strategy to execution, companies face an apparent disconnect between the expectations of various levels in an organization, starting at the top. The research reveals that CEOs are likely to significantly overestimate their company’s ability to execute strategy, and may be missing opportunities to take the necessary actions to drive effective execution and skill development. More specifically, considering managers’ ability to lead successful execution:

  • 39% of CEOs are highly confident
  • 12% of other C-suite executives agree
  • 24% of managers share the same positive outlook.

Moreover, CEOs are also more likely to view their leaders as hands-on—53% vs. 31% of other C-suite members and 37% of managers.  The research explores how to maximize the full potential of strategic initiatives by focusing on the people part of the execution equation.

Absolutely! We could not agree more.

funny-men-with-puzzel-piecesTop performing companies – yielding significantly higher revenue growth, profitability and market share – take the necessary actions to ensure that employees are aligned to the company strategy, have the right mindset, and are equipped with the skills and capabilities necessary to execute. However, the research suggests that not all strategy execution drivers are equally important. The study identified capability as the single most critical predictor of an organization’s success.

We agree and would add that execution teams rarely have group norms and behavior identified to make implementation possible without considerable conflict. This is avoidable.

To ensure superior strategy execution, companies must look beyond initiatives that build alignment – and proactively facilitate skill and behavior development and deep commitment by immersing leaders in the strategy. Traditional strategy communication and “push” methods alone – town hall meetings and leadership presentations – are no longer enough to maximize results.

At TIGERS we know that strategy execution is comprehensive and demands a robust response from engaged and committed employees.  Rommin Adl, BTS executive vice president adds. “To maximize impact, organizations are best advised to embed execution plans early in the strategy formulation process and target initiatives that directly address capability gaps, develop leaders’ mindset and commitment, and build company-wide alignment.”

We agree!

Respondents to the survey represented a diverse range of geographies and company sizes across 19 industries and 15 business functions. Forty-three percent of respondents were within the C-suite.

Copyright TIGERS Success Series by Dianne Crampton

counting-coins6 Principles That Build High Performance Teams

Experience the team catalytic resources that lead to high performance team action plans for strategy execution during the 2-day 6 Principles That Build High Performance Teams workshop.  We will guide you through the steps and processes to build highly effective team actions plans.

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Employee Engagement: A Powerful Team Building Activity Fri, 06 Jun 2014 12:00:24 +0000 piechartIn our upcoming Webinar for HR.Com we will be talking about how to boost employee engagement the TIGERS Way by first using the TIGERS 360 Team Behavior Survey and then catalyzing employee suggestions for improving trust, interdependence, genuineness, empathy, risk and success in the workplace. It comes under the heading Talent Management and we will be demonstrating a powerful team building activity.

Here is a sneak peak at some of the data from our research.

  • 75% of people voluntarily leaving jobs don’t quit their jobs; they quit their bosses.
  • 90% of leaders think an engagement strategy positively impacts business success, but only 25% have a strategy.
  • Only 40% of the workforce knew about their company’s goals, strategies and tactics.
  • Companies with engages employees earn 2.5x more revenue vs their competitors with low engagement levels.

We know how powerful the TIGERS Team Wheel Team Building Exercise is for catalyzing employee engagement.  The key is to get the leadership team on board first to develop a strategy for rolling out the plan prior to engaging employees.

The first bullet point above (75% of people voluntarily leaving jobs don’t quit their jobs; they quit their bosses. This is something one of our TIGERS Licensed Consultants is tracking now.

The consultant  surveyed a  company under the direction of the company’s Board of Directors and discovered that the  problem for low trust, genuineness, and risk was a management issue.  The CEO of the company was hired to build and maintain a system for this rapidly growing start up. Once the system was built, he discouraged  comments or suggestions on how to make the system better and to build cooperation between departments.  However, the company values promoted open dialogue, being trustworthy, etc. and what was being experienced by employees was a disconnect between the values of the company and culture behavior.  People were shutting down.

Unwilling to budge on the status quo, the CEO was replaced by a new CEO and the company transformation in one year is remarkable. Pam has run the comparison survey for the company and not only do we see improvements in trust and other TIGERS principles, which reflect the improved level of engagement, the company is also showing improvements in both cost savings (employee driven actions that are saving the company money) and productivity.

Of course, the board is really pleased with what is transpiring. This company is off to a roar this year.

Here are a few info graphics provided to us by

10 Shocking Statistics About Employee Engagement

Copyright TIGERS Success Series by Dianne Crampton

About TIGERS Success Series

TIGERS is a researched-based group development model that helps leaders build teams of employees who love coming to work on Monday morning. TIGERS is based on six principles that build high performance teams. These principles are trust, interdependence, genuineness, empathy, risk and success.

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Considering Telecommuting? Tips to Make Team Building And Telecommuting Work For Your Organization Fri, 30 May 2014 12:00:21 +0000 Building a successful team blue With the advent of easily accessible personal computers and reliable and swift Internet, more organizations are turning to telecommuting to fill their daily needs. But if your organization is hesitant to allow employees to telecommute, either full or part-time, the below article addresses some tips to consider to make telecommuting and team building a viable option for both employee and organization.

As more businesses allow telecommuting, more articles are written on the subject. This article references several well-written and informative articles: The Case, and the Plan, for the Virtual Company, Planning to Let Employees Work From Home? 5 Things to Consider First, How Virtual Teams Can Create Human Connections Despite Distance, More Evidence It’s a Mistake to Make Employees Work in the Office, and Four Ways to Make Telecommuting Work as a B2B Employer.

Telecommuting might not be right for every organization, but with careful planning, consideration for employee connectivity needs so that team building is served, telecommuting might be an effective and profitable solution for your organization.

Consider the type of work you do before deciding on telecommuting. According to the article The Case, and the Plan, for the Virtual Company, recently published on, the type of work you offer can affect the effectiveness of telecommuting. While telecommuting is becoming more and more common in today’s working environment, depending on your clientele, it can still be considered ineffective. Clients may expect employees to be physically available during the typical working hours of nine to five, but with telecommuting, that may not be the case. So if you’re in an environment where telecommuting may negatively affect your image, you may want to veto the idea for now.

Consider allowing part-time versus full-time telecommuting. If you’ve decided that your organization can handle telecommuting, or if you’re still hesitant, consider letting employees work from home part-time and spending the rest of their time in-office. According to the article Planning to Let Employees Work From Home? 5 Things to Consider First, if you’re worried that office collaboration and employee connectivity will dwindle with employees working from home, consider letting employees work from home for just one or two days a week. That way you’re allowing flexibility with your employees but still having valuable face time. It is known that employees who have at least one best friend at work are 60% more productive.

Set ground rules for your employees. As with any new endeavor in an organization, telecommuting may seem overwhelming for both employees and employers. Employers might be concerned that employees will be less effective when they telecommute, and employees may share those fears. According to the article How Virtual Teams Can Create Human Connections Despite Distance, it’s important for organizations to set expectations on their telecommuting employees and to ensure everyone understands the ground rules to working from home. While employees may work in their pajamas on their couch, they need to still feel part of the office environment and attend meetings virtually. Once employees know what is expected of them when they work from home, they will be more effective and able to meet the needs of their organization.

Allow flexible schedules. A recent study by Stanford researchers found that “participants who worked from home also put in more hours and took fewer sick days,” according to the article More Evidence It’s a Mistake to Make Employees Work in the Office. Concerns that those who worked from home would not be as productive were unfounded as the study found that “those working from home made 13.5 percent more calls, quit 50 percent less, and said they were much happier on the job.” Because the employees had some freedom to work either earlier or later in the day, while still attending virtual meetings, employees were able to get more done during their most productive times of day. Not everyone is a morning person, while others thrive during the early hours. By allowing employees to work on their own timeframe, employees were overall more productive.

Be involved with your telecommuting employees. It is important for employees who are telecommuting to still feel part of the team. Once your organization allows employees to telecommute, you need to stay involved with their day-to-day activities, according to Four Ways to Make Telecommuting Work as a B2B Employer. Collaboration among all employees, those who telecommute and those who don’t, is extremely important for the success of an organization. So make sure those who are working from home have the same opportunities and the same accountability with the organization.

If your organization is considering telecommuting, consider the above tips to make a smooth and effective transition among your employees. Making any type of change within an organization can be challenging, so make sure you understand all of the benefits and possible negatives when implementing the change.

Copyright TIGERS Success Series, Inc. by Dianne Crampton

Tigers_300dpi_LogoAbout Dianne Crampton

Dianne is the founder of TIGERS Success Series, Inc., speaker, workshop presenter and author of TIGERS Among Us – Winning Business Team Cultures and Why They Thrive. Dianne licenses and certifies HR and Project Management Professionals in the use of TIGERS Proprietary resources which build high levels of collaboration in the workplace.

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