How Business Literacy Can Solve Organizational Issues Quickly Part 2

by Coachcubas

June 20, 2016

Business Literacy is a way to analyze and measure a company’s impact on internal and external audiences. In this part, we will ask more questions than we answer. Ultimately, our effort will resemble a gap analysis.

The Business Literacy method is devoid of judgment. Our objective is always to “fall forward”, analyze, measure, and focus on continuous improvement, not lay blame. Be sure to frame any survey or meeting environment that no one gets to be wrong—we are fact finding for the good of the house.

I advocate to clients to begin with the easy steps:
1. Where does communication flow slow down? Consider where there is a lag in responsiveness. How long does it take to receive an answer to your questions?
2. At an all-together meeting, ask around the table how each person relates to the mission of the company. Observe where there may be confusion or hesitancy. For example, at our VMP sessions, I introduce rules of engagement to put participants at ease. It is important to underscore the learning value to be gained from the engagement.
3. Encourage project participants to ask “why”. Have them continually answer the why until they no longer have an answer and have to ask someone else.
4. Review Business Literacy-Part 1 in a previous blog post. Have your team members complete each answer.

Starting here will produce awareness for you to stand with your team and continuously more forward.

Looking forward to witnessing your progress. Please email your findings.

Regards, your coach,
Michelle Cubas, Business Analyst & Certified Coach, CPCC, ACC

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Coachcubas

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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