Methodology - Empowering Autonomy at the Workplace

TTM associates Methodology

As identified in the related article, empowering, autonomous behaviours are identified to be of crucial importance and significance for employees in terms of self-satisfaction and productivity. It is fair to argue therefore that as the business environment is becoming more complex and the competition grows day by day, it is essential for businesses to give more autonomy to the employees where as a result, they will be able to unfold their talents and capabilities more freely and express new ideas. This will help in increasing motivation and happiness and will offer a feeling of a greater responsibility for the quality of their work.

Bearing in mind, the importance of empowering autonomy in the workplace, TTM associates has developed the following methodology to enhance and boost individuals’ autonomous behaviours in order to sustain and grow self-satisfaction and as a result boost the profitability of your organisation.

Step 1: Diagnostic Phase – Identify The Needs of Your Target Group

Activity 1: Analyse the customer’s current challenges and needs.

  • The pay off and outcome of this phase:

    • Determine the desired autonomous behaviours that need to be tackled.
    • Identify the areas that need to be developed in terms of autonomous actions in order to formulate a proposed solution that will help individuals and therefore the organisation too.
    • Propose an effective solution that can tackle the area that lacks autonomous behaviours in relation to the customer’s needs and expectations.
  • The process for this phase is:

    • Questionnaires are designed based on structured design methodology across all the layers and tools
    • One-to-one Interviews with HR and / or Talent Management department
    • Online survey for the target group to identify their individual needs and challenges

Activity 2: Office work for data collation, analysis, tabulation and validation

  • The pay off and outcomes of this phase is:

    • Well defined consolidation of the needs gathered by both the HR department and or Talent Management along with the responses given by the people that are going to participate in the delivery of the autonomous behaviours development programme.

Step 2: Development Phase – Developing The Autonomous Behaviours

In order to attain the desired passionate behaviours, companies may need to change their mindset into a journey of behavioural development which is based on three main pillars as explained in the diagram below

Behavioural Leadership Methodologies

  • PowerPoint Slide free & Experiential workshops!
  • Action learning projects
  • One-to-one coaching
  • Peer-to-peer feedback partners agreement
  • Webinars
  • Web-forums

 

Autonomous Behavioural Process

decision making framework
When dealing with behavioural leadership behaviours, it is of crucial importance to ideally identify the needs that occur from both scopes; the management and the target group. The important aspect of this is the fact that in the beginning, the challenges need to be identified and then be assessed in a valuation approach coming from the actual group itself in order for TTM to align the two and recommend the best solution for the concerned company. Failure to follow the process may drive wrongful conclusions into the customisation of the program and may not tackle the actual challenges and needs of the group concerned.

 

Internal Communication & Awareness

Internal communication is an integral part of achieving the desired behaviours when it comes to the behavioural development of autonomy. It is important that messages are communicated clearly to the team by management in order for them to be responsive and to express themselves in a realistic way that will enable the team to customise the best solution for the company and thus tackle the development of autonomous behaviours for the group. The customised solution may include solutions in terms of delegates’ level, management level, and senior management & CEO level.

 

Step 3: Coaching Phase – Coach Individuals for Practicing Passionate Behaviours

As it is of crucial importance to support individuals after the phase concerned with the development of behaviours, TTM associates offers valuable ongoing one-to-one executive / individual coaching and mentoring because we are passionate believers in the value of skilled and personalised mentoring. This will eventually enhance the individuals to share and develop in greater depth, how exactly they deal with the knowledge that was delivered to them and consequently support them by providing advice from our numerous professional coaches in terms of how to develop their learning in practice.

Should you need any further information about behavioural leadership, developing an autonomous workforce or any related topics, or if you are interested in the services which TTM associates offers, please do not hesitate to contact us.
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