The primary mission of Emerge is to assist individuals and the organizations they work for identify and capitalize on their unique existing and potential contributions.
Using our own research data, coupling our findings with leading thinkers in the training and development industry, we have identified some key areas where we can help you.
One way we help you achieve this lofty goal is by providing processes, tools, and training that help people who need to become effective leaders of others make the behavioral changes and psychological shifts they need to be truly effective. We call these changes, "The Leadership Transition."
But this sort of transition is not limited to those individuals who are, for the first time, leaving the ranks of individual contributors to becoming first-time leaders. Rather, there are a great many people who are either existing leaders who may be struggling at leadership - people who may still be acting like individuals even though their organization needs them to take the higher, broader perspective of a leader. The The Leadership Transition fits these people as well.
Then there are the transitions required when leaders of individuals need to become Leaders-of-Leaders. The transitions required for this change are no less significant. What is needed for these people to be truly successful is a clarification of the new levels of expectations as well as some specific skills that help them achieve those expectation.
Furthermore, individuals at all levels of an organization, whether they lead others or not, need guidance and assistance to learn how they can make their unique and valuable contribution to the organization. When individuals struggle at work, become disengaged, or perhaps even sabotaging of their career and the organization, often at the core of the matter is a lack of feeling that what they do matters. In order to build engagement, we offer a unique process and set of tools that help individuals take personal control and responsibility for making a difference by maximizing their engagement.
Leadership Transitions
Our research shows that less than 25% of individuals with "Leadership" titles are fully meeting their organization's expectations! Even more frightening is that over 48% of managers approach their work like individual contributors.
These findings uncover some startling realities for our organizations, and have direct implications to the people in them. Although we may promote people into leadership roles, the simple act of promoting them is not enough to turn them into leaders. In fact, our data also suggest that that things that got someone noticed for promotion, if continued in the same way and to the same extent, once they become a leader those same strengths now become detriments. One often hears, the things that got them to their position they now have are not the things they need to stay in the new role, or grow into others.
Something must change. Individuals must grow and develop, learning, understanding, and adapting to newer and more complex sets of expectations.
Maximizing Talent Contribution
At Emerge we partner with our clients to create solutions designed maximize the contributions of every individual in your organization.
We believe that every individual in every organization has something unique that they can offer... a contribution... to make their organization something great. Unfortunately, some individuals fail to realize this potential. Sometimes this is a result of people not being aware of their abilities and talents, or how to use them at work. Other times it may that our organizations create barriers that get in the way.
Whatever your situation, Emerge has tools and processes that assist you and your organization to identify the contributions that can be made and then put those contributions to work!
Contact Info
| Phone: | 208.732.7362 |
| Toll Free: | 877.275.4557 |
| Email: | info@EmergeGroup.com |
| Mail: | 1122 Eastland Dr. Suite 1 Twin Falls, ID 83301 U.S.A. |