What are you FOR?

2)     Challenge – rapidly develop challenging assessment profiles of individual personality style, team roles and leadership styles that point to areas of potential growth. This encourages individuals to acknowledge responsibility for patterns of behaviour and thinking that reinforce disunity and defensiveness in organizational relationships.

3)     Support – use assessment profiles as the basis for providing ongoing support and coaching that develops more positive strategies for the achievement of personal and team goals, and for responding to interpersonal challenges within the organization.

4)     Align – If the initial organizational assessment and needs analysis has been conducted appropriately, it would have already considered the most relevant needs and perspectives of individuals from all levels of the organizational structure. Therefore the coaching intervention will more rapidly be able to align personal values and goals (what am I for) with the organizational mission statement and targets (what are we for).

The four key tasks above outline a basic intervention for enhancing organizational and individual emotional intelligence in a way that can align individual development with the corporate mission.

This creates an essential, and often lacking, interface between “what I am for” and “what we are for”. Furthermore it invites individuals to accept greater responsibility for the management of themselves and their key professional relationships.

So rather than providing an impressive form wall decor, your organizational mission statement can become an integral part of each person’s daily response to the enduring question, “What am I…. for?”

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