BUILDING A PEOPLE FRAMEWORK
TAKING THE FIRST STEP
Thank you for your interest in partnering! Below is an introduction to the foundation of my proprietary people framework, which together we will adopt to your organization and priorities. To take the next step, please reach out or book a complimentary introductory call. I’m excited to connect with you!
SETTING THE STAGE
Each month, an average of 543,000 new businesses are started, with 50% of them being operated from home. Most are run by a small amount of employees and lack the fundamental elements of a people strategy - in fact, a reported 60% of start-up employees are unpaid.
As these start-ups begin to find their footing, a critical component of their future success lies in how they are able to scale quickly and efficiently. The visual here displays the Organizational Life Cycle Theory of Leadership, as adopted from the business transformation agency, Navalent.
The graphic shows how a company moves through the five life cycle stages: emergence, early growth, rapid growth, maturity, and decline.
Aside from the decline in an organization’s lifecycle, the most disruptive portion of the lifecycle is its rapid growth phase.
In the race to scale the organization and compete within its market, there are substantial human components involved in the rapid growth phase, due to the hiring, integration, and optimization of employees. Without a viable people strategy, this phase could set back or derail an organization at its most critical time.
To best prepare my clients for a successful rapid growth phase, I work with them to customize my proprietary people framework to meet their needs during the emergence and early growth phases of their organization.
WHAT SETS MY PEOPLE FRAMEWORK APART
My framework incorporates psychology and neuroscientific principles within its roots, so that my clients are able to recruit and retain and engaged team. Three main psychological principles embedded within my people framework are:
Herzberg’s Two-Factor Theory which explores how to motivate employees.
The SCARF Model which serves as guide to understanding how the brain’s threat and reward response affects team collaboration.
Positive Psychology and the PERMA Model of Wellbeing which highlights the importance of finding purpose, belonging, and meaning in life (and at work).
FRAMEWORK EMOTIONAL DRIVERS
My people framework is centered on three emotional drivers: finding purpose, achieving personal development, and staying motivated.
Purpose is focused on understanding how employees fit into your organization, how they can become culturally immersed within your organization, and the incorporation of corporate responsibility.
Personal Development is based on self-discovery, self expansion, and mastery of craft, which are all rooted in strengths management.
Motivation centers around individuals understanding their contribution value, growth opportunities, and goals.
I work with my clients to build these emotional drivers into an actionable framework and strategic roadmap that meets their goals and intentions.
