Lifework Integration

The problem I am looking to help solve is that many companies do not have the know-how to transform into an employee-engaging, highly productive, culture.  I leverage my understanding of HR Tech, authentic culture, and project management to help companies transform. Companies that are looking to align with what Deloitte calls the Social Enterprise  are too busy with their daily workload and lack software awareness and change management staff to navigate this kind of change.  Change is stressful, Lifework Integration is designed turn stress into a competitive advantage. To do that, technology is required.

In order to accomplish this and thrive in the future of work, the right amount of technology and employee development is required. I work with cutting edge technology companies that are designed to execute this process. The right HR-based technology and employee development program produces mentally-strong leaders and employees that create an effective culture, reducing turnover, and better results for the company.  As Peter Drucker taught us, "It's not about doing things right, it's about doing the right things." In order to accomplish this and thrive in the future of work, the right amount of technology and employee development is required. I work with cutting edge technology companies that are designed to execute this process.  Combining the right HR-based technology and employee development program will produce mentally-strong leaders and employees and create an effective culture that reduces turnover and generate better results for the company. 

On an organizational level, moving away from “work-life balance” toward Lifework Integration requires a three-phase approach that includes modern-day technology and modern-day philosophy:

PHASE 1

Assessment - who are we, what soft and technical skills do we possess?

 

How many businesses actually know what their identity is? Today’s leaders need to answer questions like 'Who the heck are we?' and 'What are we capable of doing?' Using the right kind of unbiased, ethical-AI technology, we assess and inventory soft and technical skills of your current workforce.  With meaningful data, we can make educated decisions an manage your human capital without wasting time or money.  Another timeless Drucker insight tell us, “If you can't measure it, you can't improve it.” 

PHASE 2

Collaboration - How aligned are our vision and values throughout the organization?  

Now that we have a clear understanding of what our workforce is made up of, we need to confirm if everyone understands the company’s goals.  People at different levels within the organization probably consider the company’s vision and values in different ways. Using anonymous, bias-free technology can expedite this process and provide transparent insight executives can then use to shape their corporate strategy.

 

PHASE 3

Feedback Loop - Now that we know who we are and where we are going, let’s make sure we stay aware of how we are doing.

 

We identified company-wide culture and we cataloged the emotional and business intelligence.  Now that we know who we are and where we are going, we need to make sure we keep focused.  Transparent communication and employee engagement are the key focus areas going forward.   The right kind of employee engagement software and leadership development produces a feedback loop that allows business leaders to “see ahead of the curve”. This is the key to thriving in today’s stress-inducing workplace, as well as, in the future of work.