INCREASING Engagement BROADENING Diversity OPTIMIZING Development Position Yourself for Success Using The Four Stages® of Contribution Increase Your Impact,

INCREASING

Engagement

BROADENING

Diversity

OPTIMIZING

Development

Position Yourself for Success Using The Four Stages® of Contribution

Position Yourself for Success Using The Four Stages® of Contribution

Increase Your Impact, Influence Increase Your Impact, Influence and Valueand Value

Jan Thibodeau, ABC

Increase Your Impact, Influence Increase Your Impact, Influence and Valueand Value

Jan Thibodeau, ABC

2NOVATIONS GROUP, INC.

Who We Are

Novations is a Talent Development firm. We enhance organizational performance by creating environments of continuous learning and development for our clients.

We provide consulting, training, and measurement services, with expertise in broadening Diversity increasing Engagement optimizing Development



The Four Stages® of ContributionThe Four Stages® of Contribution



Our Goal

Provide research-based guidelines for increasing your

impact and influence to help you stay valuable in your current role and

position you favorably for the next.


Agenda

Brief research background

The Four Stages® of Contribution Model

Case studies

Implications for your career

Four Stages Profile

1

2

3

4

5

Q&A6


Research Background

Gene Dalton and Paul Thompson began their research at Harvard University in the late 1960’s

Two major research studies done at Harvard- 1967-1971: Engineering obsolescence (age & performance over time)

- 1971-1977: Expanding on above; origin of Four Stages model

Dalton and Thompson moved to BYU to continue their work- 1986: Qualitative study published around employee career needs and

organizational support

Novations has continued the Four Stages research


By Age Group

Mean

Perf

orm

an

ce R

ati

ng

s-

%ile R

an

kin

gs

51 to 5546 to 5041 to 4536 to 4031 to 3526 to 3021 to 25

70

65

60

55

50

45

40

35

30

25

20

Original Research

The Research Behind the Four Stages

Job Assignments:

1.Visible

2. Important

3. Complex


It’s not necessarily about climbing the pyramid anymore

• Flatter

• Leaner

• Less hierarchical


Four Stages of Contribution: It’s About Increasing Influence and Impact

This research-based model describes how all employees, regardless of position, can increase their impact and contribution.

This research-based model describes how all employees, regardless of position, can increase their impact and contribution.

Influence

Perspective

Impact

Complexity

12

34


Characteristics of the Four Stages®

Stage 1

Contributing Dependently


Contributing Independently


Contributing Through Others


Contributing Strategically


Stage 2 Stage 3 Stage 4



Stage 1

Willingly accepts supervision

Demonstrates success on a portion of a larger project or task

Masters basic and routine tasks

Shows “directed” creativity and initiative

Performs well under time and budget pressure

Learns how “we” do things















What kind of work might someone in Stage 1 be doing in your communications department?

• Update the data base

• Collect information for or researching an article for the intranet

• Write a press release with supervision

How long can a new person in your communications department stay at Stage 1?



Stage 1















Assumes responsibility for definable projects

Relies less on supervision; works independently and produces significant results

Increases in technical expertise and ability

Develops credibility and a reputation

Builds a strong internal network of relationships












Stage 2

What kind of work might someone in Stage 2 be doing in your communications department?

• Write articles for online media

• Develop story pitches and promote to target media

• Act as editor of print publication

How long can a person in your communications department stay at Stage 2?



Stage 1



























Increases in technical breadth

Develops broad business perspective

Stimulates others through ideas and knowledge

Involved as a manager, mentor, or idea leader in developing others

Represents the organization effectively to clients and external groups

Builds a strong internal & external network











Stage 2

Stage 3

• Manage intranet content across the organization

• Advise and consult on communication best practices across functional lines

• Manage communications staff of six



Stage 1









































Provides direction to the organization

Defines/drives critical business opportunities and needs

Exercises power responsibly

Obtains essential resources

Sponsors promising individuals to prepare them for leadership roles

Represents the organization on critical strategic issues

Provides direction to the organization

Defines/drives critical business opportunities and needs

Exercises power responsibly

Obtains essential resources

Sponsors promising individuals to prepare them for leadership roles

Represents the organization on critical strategic issues



Stage 2

Stage 3

Stage 4VALUE


Stage/Role Misalignments

CONTRIBUTINGSTRATEGICALLY

• Chases in too many directions

• Overly loyal to a function• Talks more than listens• Short-term focus rather than

long-term view• Delegates too much or is

overly controlling

STAGE 4

CONTRIBUTING THROUGH OTHERS

• Very busy• Important leadership work

never gets done• Spends time doing hands-on

work• Views questions as

interruptions• Fixes mistakes rather than

teaching• Majors in minors

STAGE 3

CONTRIBUTING INDEPENDENTLY

STAGE 2

• Asks permission on routine or small decisions

• Shows little confidence in his/her judgment

• Still can’t clear jam in copy machine


The Four Stages® of Contribution Model:Key Dimensions

PerformanceExpectation

PrimaryRole

MajorTransition

Issue

PerformanceLeverage

CONTRIBUTINGDEPENDENTLY

Building Credibility/ Learning

Helper, Learner

Recognizing need for Dependence

Support toOthers, Building Credibility

STAGE 1


ShapingOrganizationalDirection

Sponsor, Innovator, Business Leader

Holistic View of Business Making Tough Choices

Establishing OrganizationalPriorities, BroadImpact & Influence

STAGE 4


Guiding, Coordinating, Developing Others

Coach, Mentor,Idea leader, Internal Consultant,Project Leader

Accepting Responsibility (formal or informal)for Others’ efforts

Relationships,Networks, and Technical Breadth

STAGE 3


Establishing and ApplyingExpertise

Individual Contributor, Specialist

AcceptingIndependence

Individual Capability,Subject MatterExpertise

STAGE 2

FORMAL OR INFORMAL LEADERSHIP


The Four Stages® of Contribution Model:Key Dimensions

PerformanceExpectation

PrimaryRole

MajorTransition

Issue

PerformanceLeverage

CONTRIBUTINGDEPENDENTLY

Building Credibility/ Learning

Helper, Learner

Recognizing need for Dependence

Support toOthers, Building Credibility

STAGE 1


ShapingOrganizationalDirection

Sponsor, Innovator, Business Leader

Holistic View of Business Making Tough Choices

Establishing OrganizationalPriorities, BroadImpact & Influence

STAGE 4


Guiding, Coordinating, Developing Others

Coach, Mentor,Idea leader, Internal Consultant,Project Leader

Accepting Responsibility (formal or informal)for Others’ efforts

Relationships,Networks, and Technical Breadth

STAGE 3


Establishing and ApplyingExpertise

Individual Contributor, Specialist

AcceptingIndependence

Individual Capability,Subject MatterExpertise

STAGE 2

FORMAL OR INFORMAL LEADERSHIP

TrustTrust


Key Points

The Four Stages describe the functions that are vital for an organization to survive and grow

Movement through the stages is not automatic- It takes behavior change and psychological shifts to move between the stages

Your stage is not defined by your job title

You may be in more than one stage at any one time

Job assignments are key to moving through the stages


Mini Case Studies

1. Read each case study

2. Determine the stage(s) of the person in the case

3. Look at behavior, not necessarily job title or position


George has held a PR Manager position in a mid-size company for the past five years. He has two staff people. George always meets deadlines and produces quality work. While his performance from a technical perspective is good, he tends to do most of the work himself. He gives routine tasks to his team and rarely holds brainstorming meetings to solicit ideas on new projects.

Recently, George was asked to give a presentation on a crisis communication plan for the company. He became flustered when the COO asked him for industry examples of best practice crisis communication and the risks of not having an adequate plan. Instead of answering the questions or promoting a discussion among the company leaders at the meeting, George brought the discussion back to the points on the slide, which detailed how he would deal with the media.

In this example, in which stage is George behaving?a. Stage 1b. Stage 2c. Stage 3d. Stage 4


Contributionto the

Organization

Ave

rag

e P

erc

en

tile

Ra

nki

ng

20th

30th

40th

50th

60th

70th

80th

Stage 2 Manager

21

The Stage 2 Manager Dilemma

Stage 1 Stage 2 Stage 3

17

34

65


During her first few weeks, in which stage is Susanna spending most of her time?a. Stage 1b. Stage 2c. Stage 3d. Stage 4

Susanna is a new Director of Marketing Communications for a large technology company. She came from a pharmaceutical company where she held a similar position. Although she brings marcom expertise that will help the company’s newest product gain rapid entry into the market, she has limited experience in the technology industry.

Susanna spends her first few weeks meeting with the leadership team and product managers in order to understand the business, its products and the possible barriers she might need to overcome to be successful. She also learns how to use the company IT programs and gets to know her staff.


Recycle TimeChange in Technical

Knowledge/Ability

New Career Years

New Company Months

New Job/Placement Weeks

High

Low

(Degree of Change)

Sometimes RECYCLING is Necessary


On this project, in which stage is Maria performing?a. Stage 1b. Stage 2c. Stage 3d. Stage 4

Maria has been a writer in the Corporate Communications department for three years. When asked if she would like to serve on a committee to run a company-wide Health Fair, Maria volunteers to lead the project.

She recruits employees from all over the company to help. She organizes team leaders for different activities and makes sure they perform. Following a successful Health Fair, she arranges a recognition reception, where the VP of Human Resources acknowledges the volunteers for their work.


Implications for Your Career

If you want to remain a top contributor, you have to change the

way you contribute over the course of your career

1 2 3 4


DEPENDENTLY

• Dependent on a set of tools or techniques

• Looks for problems where they can applythese tools

• Dependent on client(external or internal)to set the directionof the project

STAGE 1

STRATEGICALLY

• Helps clients explorewhether there is asystemic/strategicproblem and/orimplication

• Advises on strategicimplications

• Makes decisions thataffect the organizationaldirection

• Represents theorganization to thewider businesscommunity orindustry

STAGE 4

THROUGH OTHERS

• Helps clients explorewhether they are working on theright problem

• Applies broader business perspectiveto the problem orsituation

• May lead/managea team

• Uses whichever tools are needed

• Leverages internalor external networkand resources

STAGE 3

INDEPENDENTLY

• Exercises sophisticated listening & questioning skills

• Focuses on the solution to the problem using whichever tools are needed

• May work independently or on a team to accomplish the work and/or produce deliverables

STAGE 2

Internal or External Consulting


A Novation is…

Relationships

Tasks

Perspective

Basic, routine More complex, ambiguous

NarrowTechnicalShort-term

BroadMore strategicLong-term

1 2 3 4

Dependent Independent Interdependent


1

4

32

The Way You May Think It Works


5 years minimum?

8-10 years? 15 years maximum?

1 year?

Novations Between Stages

1 2 3 4

20 years+?

10-20 years+

?3-6 months

12-18 months+

24 months+

The Way It Really Works


• Find ways to influence the organization or a major part of the organization

• Obtain essential resources

• Represent the company to external stakeholders

• Become a “thought leader” in the industry

• Sponsor promising people for key future roles

• Go beyond original area of expertise

• Develop people through training, assignments and coaching

• Understand business drivers and implications

• Build strong network of internal and industry relationships

• Let go of some “Stage 2” type activities; let others be recognized as experts

• Seek visible, important and complex job assignments

• Manage independence well; honor commitments & keep others informed

• Establish solid technical roots and a reputation for high level of competence

• Be a strong colleague & team player

• Be positive about learning, growth and change

• Be inquisitive

• Get others’ help when needed

• Seek challenging work

• Seek feedback and use it

• Deliver under pressure

• Attend to the detail and quality of your work

How do you novate to the next stage?

Stage 4Stage 3Stage 2Stage 1


Focus on All Three Types of Skills & Expertise

• Technical: build your knowledge and skills to be effective on the job.

• Relational: build a strong support network of relationships based on trust and mutual respect.

• Influential: expand your ability to inspire, shape or affect people and situations.


Influence

Perspective

Impact

Complexity

12

34

Four Stages Profile – Online Assessment Tool

• Personalized Stage Profile – online and print

• Information on coaching and networking opportunities

• Tips on how to avoid career setbacks

• Personalized Stage Profile – online and print

• Information on coaching and networking opportunities

• Tips on how to avoid career setbacks

http://store.novations.com/Articles.asp?ID=132


Agenda

Brief research background

The Four Stages® of Contribution Model

Case studies

Implications for your career

Four Stages Profile

1

2

3

4

5

Q&A6


Questions & Answers


Jan [email protected]

Profile: http://store.novations.com/Articles.asp?ID=132

INCREASING Engagement BROADENING Diversity OPTIMIZING Development Position Yourself for Success Using The Four Stages® of Contribution Increase Your Impact,

Documents

novations group

stages stage

stages research slide

development slide

age group

abc slide

hierarchical slide

complex slide