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How Business Literacy™ Can Solve Organizational Issues Quickly—Part 1

Business Literacy™ is directly linked with Emotional Intelligence (EI). The higher the individual EI, the greater the organizational Business Literacy.

More than two decades of research and service to companies has “sharpened my expertise” about how companies function. Beneath the surface is where the tensile strength lies. I liken it to a deep bench sports’ metaphor because all involved are aware of the importance of the positions they hold.
My observation shows me that the organizations that continue to learn are the ones that weather storms and attract top talent. These companies wear their values proudly and are committed to what they produce and how they serve. Often, the leaders have an open-book mentality, not just an open door one. An example is USAA(United Services Automobile Association). The tagline is, “We know what it means to serve” because the primary audience is military personnel and their families, and there are strong values in loyalty and legacy. The company makes an upfront commitment to the personnel and they invest in top-tier training and reward systems. The leaders emphasize that everyone is in the “boat” together, advancing and succeeding, not sinking.
Often, the reasons I am hired into an organization are only a mirage about what is really going on under the hood. My company raison d’être is to establish work environments that promote development, knowledge, and self-referred, confident associates.
That is where my work begins and why I developed the Business Literacy Criteria. Our tagline is, “The One With The Shortest Learning Curve LEADS!”™ so communication is a center point.
Business Literacy™ includes the following criteria:

•  Literacy includes competency in all business communications, presentations and writing skills as they apply to create a corporate strategy, promote a business message, or draft a memo.

•  Literacy directly affects the quality of internal communications including written and spoken transfers, which reduce errors and heighten clarity and transparency.

•  Literacy includes the associates’ pace of reading and comprehension to inspire critical thinking.

•  Literacy includes practiced and encouraged interpersonal skills like courtesy, manners, tolerance and awareness. It can be learned through an effective human relationship, communication style development program that has all in the company attending, particularly at orientation.

•  Literacy directly affects productivity and results of the entire company.

•  Practiced Literacy raises emotional intelligence across the business enterprise and within the company culture.

Results based on Benefits:
·      Everyone begins in the same place—easy, egalitarian standard applied for all within a company.

·      Business Literacy™ is about how teams develop to achieve their mission targets.
·      It moves people out of tasks and into the purpose of the company.
·      It encourages self-management, a hallmark of emotional intelligence.
·      It’s quantifiable:
o   Engages people to read about their industry.
o   Knowledge transfer to staff encourages communication and transparency (shared information).
·      Associates are proud to be aligned with such an organization.
This is a simple approach to create a case study for your organization. It is an excellent foundation to build a VMP™ pod within the context of your organization, too.
Consider sending a copy to me for review. With your permission, if selected, I will publish your input. The selected organization will earn five complimentary 30-minute coaching sessions with their team members. Good luck. -MC


As a credentialed business coach and analyst, one of my primary functions is to work with individuals and company managers to clarify where they are presently, where they would like to advance, and what tools they have and need to achieve their desired outcome.

I use a variety of tools to assess perceptions including Platinum Rule instruments, my experience and training in assessing behavior. My preferred tool is the EQ-i®, emotional intelligence inventory. I have specialized training on the EQ-i® and DISC Inventories and access to multiple other sources including a company culture index. I prefer the EQ-i® because it is the least judgmental instrument I have found. It focuses on strengths and areas of development related to the goals set by the individual. For example, people are more likely to apply the EQ-i®’s information rather than label themselves by the Myers-Briggs categories.

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