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Anyone can make the simple complicated.
Creativity is making the complicated simple.
Charles Mingus
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Because every
organization is different, BPPM recognizes
that our clients need unique learning and
development solutions to meet their
specific, and sometimes complex,
requirements. BPPM's views developing and
helping customize training curriculum as an
exciting challenge and a great opportunity
to collaborate with our clients. When
creating custom solutions, our goal is to
efficiently develop an effective and
affordable solution that builds a
sustainable, high-performance culture.
All BPPM's learning experiences are tailored
to the defined goals of the organization and
focus on the specific skills, behaviors, and
capabilities required of participants. In
every training solution we design, we
consistently incorporate
Relationship Awareness core principles.
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Why Create a Custom Solution?
Our custom solutions have
many benefits:
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Ensures end user
acceptance while mitigating risk
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Increase participant
interest
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Improve material
retention and long-term sustainability
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Provide a reusable
training solution as user base grows
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Allow deeper study
of topics of concern by eliminating
irrelevant topics.
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Minimizes
unnecessary time away from the job.
Our group of professionals
will work directly with you to ensure
alignment with your organization's unique
culture, philosophy, industry and
marketplace, mission, and strategy.
Organizations that want to create a better
learning experience carefully consider what
goes into their programs.
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All of our
training is based on the principals
of Relational Awareness. The Author
& Developer of Relationship
Awareness, Elias H. Porter received
his Ph.D. degree in Psychology from
the Ohio State University in 1941
Click on the links below
to view a video clip.
Meet Elias H Porter
Elias H Porter On Conflict |
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Team building efforts with the SDI and other
relationship building tools take on several forms
and are often connected with other efforts within
the organization. In most cases a facilitator within
the organization or an external consultant guides a
team through a series of activities designed to
raise members' awareness of motives and conflict
sequences - for themselves and the other team
members. The facilitator will then shift to
activities that lead to a deeper understanding and
appreciation of each other, followed by activities
designed to promote interpersonal effectiveness.
Whether conducted in a classroom setting, the
employee break room, during a corporate retreat, or
at an adventure-learning location, the SDI is the
catalyst for learning that participants remember and
apply.
The SDI and companion tools can add value in any
stage of team development. The following example
shows one way that a facilitator can accelerate the
process of a team going through Tuckman's 4-stage
model (Forming, Storming, Norming, Performing).
Forming
Consider a newly formed team, the members know of
each other but have never worked together before.
The SDI can be applied as soon as the team members
have been identified. Facilitators in this situation
tend to do fairly quick team building sessions to
get people familiar with each other. The Portrait of
Personal Strengths is also used frequently at this
stage as it helps groups get a clear understanding
of individual and overall team strengths. The
Portrait provides some specific details that would
not be apparent from the SDI alone. Some
facilitators like to use the Portrait as the entry
point to create a team resume - a description of the
group's values, skills, and interests. The
overwhelmingly positive nature of the SDI ensures
that people get started with the understanding that
everyone is acting to promote feelings of
self-worth. The early awareness of conflict
sequences usually pays off quickly as the group will
likely find itself in the storming phase before
long.
Storming
Facilitators who are working with groups in the
Storming stage get great value from the Portrait of
Overdone Strengths. This Portrait identifies
potential sources of unwarranted conflict. Team
members become more aware of the impact their
behavior has on each other. With this awareness,
they are more empowered to borrow behavior and be
more effective. The Feedback Edition of the SDI and
the Feedback Portraits are commonly used in this
stage to get more specific about interpersonal
perceptions between certain team members who are
experiencing conflict.
Norming
Teams that undertake a 360-degree feedback effort in
the Norming stage can more quickly progress to the
Performing stage. One way to accomplish this with a
small team is to have each team member complete the
Feedback Edition of the SDI and the Expectations
Edition of the SDI for each team member (larger
teams may want to limit the number of feedback
providers). Each team member can then compare a
360-degree report of the way they are perceived to
behave and compare it with a 360-degree report of
how other expect them to behave. Teams use
discussions about expectations vs. feedback to
generate norms, identify behavior that is outside
the norms, and design action plans to achieve
high-performance.
Performing
Performing teams are often accountable for projects
within the organization. These teams can achieve
higher quality results in less time after training
with "Project Management: The Team Approach," a
Facilitation Guide and Participant Workbook that
recognizes the importance of relationships in
project teams. This low-tech training guides teams
through the process of gaining consensus and
commitment about project objectives and generating a
simple project plan, which
can become the basis for
input to whatever software the team selects. It is
principle-based and
has applicability to all types
of teams managing all types of projects. (For more
details on
"Project Management: The Team Approach"
click here.)
Breaking up the team
Many teams' purpose is to work themselves out of a
job. When high performing teams are broken up, their
members are highly sought after by other teams
within (and outside of) the organization. When
multiple teams within an organization use a similar
approach to training and development, the process of
adding new team members can run more smoothly -
keeping projects on schedule and retaining
high-performers. |
