Change happens one
person at a time. And individual success enables team
and organization success.
Q5 Framework
We all sense there is dramatic change
around us. And many of us see the potential opportunity. The frustration
comes from not being sure about what to do, how to plan for it,
and how to make it work for you. And this is true for individuals
and organizations.
These concepts in many ways summarize
the new world of work. Individual responsibility. Change occurring
so fast that even leadership has difficulty keeping pace.
And most of us are being asked to respond to these dramatic changes
with little guidance or experience.
SSP has developed, and then refined working with several clients
- including Motorola, Morningstar, Sears, and Sara Lee - a basic
framework and model for understanding and achieving career success
in this new work world. The model, called the Q5 Framework,
is simple, deep and flexible. Basic tenants include:
Each individual is responsible for understanding the reality
of his or her "current state". Understanding means
having as clear as possible knowledge about four areas: personal
needs, personal offer (value proposition), the organization's
needs, and the organization's offer (value proposition) to the
individual personally.
Clear understanding of each area results in natural comparisons
and questions...such as, "Is my offer aligned with my needs?
Is my offer aligned with the organization's needs? What are
the organization's needs? Is the organization's offer giving
me what I need? What should change if I am not satisfied? Who
can I talk with about it? How can I get more information about
opportunity within the company? What are my needs? What are
my skills? And on and on.
In addition to having an understanding of a definition of
each of these four quadrants, it is also the individual's responsibility
to balance each quadrant through action. Action includes discussion,
planning, researching, changing behavior - all focused on creating
a living, aligned, "grid" that ensures success for
both the individual and the organization.
To support individual action, the model also provides coaches/mentors
with a tool to more freely and effectively engage in open dialogue
about each of the quadrants, and about the individual's plan
for success.
The framework can be very easily customized to mesh with
existing or planned organization initiatives. Its also often
provides a context for both HR practitioners and employees to
understand and more fully leverage company initiatives.
Delivery is multi-media - through workshops, individual coaching,
workbooks and/or web site. Internal sponsors must be senior
leadership, and employees (such as a project team) who can help
ensure fit with culture and organization realities.
Organization change, career management,
executive coaching and performance improvement all most effectively
start with each individual within the company. The key question
is how. We now have an answer.
For more information, contact
. Or view a few sample pages from our web
site that utilizes the Q5 Framework.
