Tools of The Trade

Performance Analysis 

This questionnaire tackles potential areas of challenge inside a company, outside of profit. This particular questionnaire is anonymous so gives an accurate picture of where the business is at in the following areas: 

1. Standards (Are the standards clear for the employees to hit)

2. Measured assessment (Is there an on-going measured assessment of the results they are hitting)

3. Knowledge and skill (lack thereof)

4. Capacity (to do the job at hand)

5. Conditions (or work conditions)

6. Rewards (? adequate system of rewards & are the rewards in the right places & for the right things)

7. Feedback (do they get adequate feedback on the task being done)

8. Culture (Corporate culture)

9. Leadership and vision 

The Solutions Proposal is a report that tables the results and charts them so that it is easy to see areas of concern. Each section then comes with a recommendation of actions needed to improve the business.


Meta Programs

Meta means over, beyond, above, or on a different level – i.e. operating at an unconscious level. Meta Programs are unconscious mental programs that control how you see the world around you and influence how you communicate and behave. 

Meta Programs define typical patterns in the strategies or thinking styles of an individual, group, company or culture. Once you know a Meta program whether from a co-worker, partner or prospective employee, you can then fulfil them by communicating within their perspective. You can then address behaviour, or lead, manage or motivate them toward a grander vision. 

There is no right or wrong way in Meta Programs, it is important to realize that what you see as truth or how you live your life could be quite different to how other people may see the world. And if you wish to have a meaningful conversation or relationship with other people who possibly have different Meta Programs, then you need to respect their model of the world and speak to them in their language.  

Meta Programs are an excellent tool for use in business settings – organizational change, team building, presentations, marketing, selling, negotiation, hiring staff, or selecting your ideal job     

We tend to hire people who are like us, i.e. similar Meta Programs and form teams of “like minded” people. This can be stifling for business as often teams and business units function best if you have people with different Meta Programs  i.e. different viewpoints, motivation and work traits.  


Values Definition and Purpose 

Values are sets of Internal Filters that determines an individual’s Model of the World, and therefore, their experience. A value is simply what is important to a person, what they value, or what has value for them in life, career, relationship, etc. A person can have a different set of values for each area of his or her life. 

Think of values as a commitment to agreed behaviours. Values are NOT rules that force staff to comply. They are not ethics, policy or procedure documents. They are not mission statements.

They are a living, breathing way of helping staff act in a way that they, their peers and the organization have chosen.  

What becomes possible when you work with Values:  

  1. Clarity about why people do what they do.
  2. Be able to communicate with anyone within their value system
  3. Recognise which values are causing unwanted behaviours and results
  4. Gain awareness of what’s driving you.
  5. Teams are managed effectively when individual value systems are recognised and utilised.
  6. Increased motivation of managers and employees by aligning values.
  7. Acceptance or greater understanding of:
  • styles of management,
  • differences within relationships,
  • cultural values.
  1. Define and align values within a company.


What does your company stand for? What are its values? 

There is a general belief that Poor or inconsistent values within companies are hard to change. This is not true! Well-structured, clear, accepted values are important for any organization. The last thing that management wants is to be checking if employees are following rules. Organizations with strong values attract and retain a better workforce, as their values weed out staff who cannot comply with agreed behaviours on a daily basis.


Where organizations go wrong with values: 

  1. Company founders often assume that everyone thinks like they do, when it comes to values, they assume that staff know the right and wrong way to do things, that is their way, and never challenge those assumptions.
  2. Or the original set of values has become unworkable as the organization grows.
  3. Or it could be “values? Yes we have a list of them somewhere.”

 Having staff and management set values creates a space to challenge assumptions behind accepted behaviours. Agreed values that are in alignment and are backed by company actions, are far more powerful than any rules.


Examples of Values Conflict 

  1. One business partner valuing “stability,” the other “expansion”
  2. Having a part of you that wants commitment and another part that wants autonomy. Compatibility in relationship due to shared values
  3. What was important to you last year is not as important to you now
  4. Some cultures pride themselves on wealth, others on community
  5. Moving into a time when you value family more than travelling the world
  6. Realizing that what the media says should be important to you…isn’t.