Mindset + Data + Analytics
= Outperformance
Mindset + Data +
Analytics
= Outperformance
Strengthen Mindsets
to Strengthen your
Capacity to Perform
Mindset + Data + Analytics
= Outperformance
Strengthen Mindsets to Strengthen
your Capacity to Perform
MINDSETS MATTER
Our client work consistently
demonstrates that employee
Mindsets, and their
associated behaviors, drive
30-50% of workplace
performance.
PROPEL DELIVERS
We analytically determine the
precise workplace Mindsets
that drive outperformance,
and by how much; across
frontline workers and their
leaders. And then what to do
to systematically strengthen
them.
IMPACT
We deliver strengthen
capacity to perform (~10%
uplift within 12-18
months), and thus recurrent
and persistent bottom-line
impact.
The Propel Way
We identify, baseline and strengthen the precise,
organisation-specific, workplace. Mindsets that drive the performance of
frontline workers, teams and their leaders.
MAP MINDSETS
We analytically identify, map, profile
and baseline organization-specific
workplace Mindsets using our proprietary smart surveying platform.
ANALYTICAL LINK TO PERFORMANCE
We statistically link the baseline Mindset profiles to orginization-specific performance KPI’s and scores. We analytically identify and model the highest impact Mindsets to be strengthened.
IGNITE
We began implementation with a series of immersive, inclusive and information-rich workshops. These cascade throughout the organization, culminating with all employees receiving their personalized Mindset profile feedback report.
Implementation is sustained through ongoing application of behavioural science, reinforced by traditional performance and talent levers. Throughout, data on progress and impact is gathered to re-model, re-baseline, re-inform and re-vitalize.
PROPEL INFORMATION AND INSIGHTS ARE DEPLOYED ACROSS MULTIPLE PERFORMANCE AND TALENT MANAGEMENT LEVERS, INCLUDING:
Talent Strategy and Management
- Management focus: Prioritise based on traditional inpun, output and performance metric, and organisation-specific Mindset metrics.
- Role descriptions, criteria and expectations: Traditional competencies, activities and outputs, and the matching Mindsets needed to excel.
- Talent evaluation: Traditional performance outputs and outcomes, and the underlying Mindsets that drive outperformance.
Talent Optimization
- Recruitment and deployment: Screen for traditional knowledge, skills, experience and other role criteria, and the role-specific. Mindsets that drive outperformance.
Talent Development
- Manager-employee coaching: Provide deeper clarity, foster ownership, strengthen practices and practical coaching to strengthen the priority Mindsets that drive outperformance.
- Development discussions: Cover capability, motivation and value frameworks, and strengthen the underlying Mindsets needed to excel.
- Training programs: Cover knowledge, abilities, systems and processes, and strengthen role and initiative-specific Mindsets needed to excel.
Talent Strategy and Management
- Create awareness: Prioritise Mindsets to develop capabilities and address cognitive blind spots and unconscious biases
- Foster commitment: Ownership of professional development with a clear program of action.
- Generate momentum: Ongoing cycle of action, feedback, learning and improved performance.