Launch

This page is dedicated to the launch of my new service, establishing the Workplace Performance Skills DNA data in your business.
You can follow the email threads of the launch which are in date sent order by scrolling down to find the one you are after –

Tuesday 26th February 2019 Email #1
When I registered my company High Calibre Consultancy I was involved in the development of an innovative workplace performance skills framework. As a part of the development process which involved working with customers I contacted you and thank you for your involvement.

As a result of the development journey, I am now able to offer a new service helping businesses to develop positive relationships with employees and customers. This service involves establishing the Workplace Performance Skills DNA for every worker in your company workforce. We do it all for you.

Workplace Performance Skills DNA is evidence represented by workplace data of an individual worker’s capability to meet their job role expectations.

This service was developed on the back of forty years of proven successful practice by recognised authorities working constantly to empower workers with the skills, confidence and freedom to do quality work. My company is partnering with these developers.

The best way to illustrate what this means in the workplace is to compare the conventional model which I will call Status Quo with our proven ‘bottom up’ Engage and Empower worker model.
Status Quo is a ‘top down’ Controlling Model driven by schools and universities, VET qualifications, HR systems, regulation and compliance resulting in disconnected workers. This environment puts an ever tightening squeeze on profitability and is just plain hard work to manage. It is like being on a dead end road with no options but to endure the pain.

The road illustration is a fact of history as the developers chose to create a fork in the road way back in 1985. Defying conventional wisdom, proven workplace skills performance continually delivered the goods keeping this Engage and Empower model alive ready to branch out and provide proven 20th century solutions for you today. What was developed is now known as the world’s most advanced Customised Workplace Performance Skills Framework.
Next Monday I will be launching my company’s new service for people like you who have been a part of the journey. I will be providing a genuine opportunity for your organisation and all I ask is that you park your current thinking, ideas and opinions as I take you on a short journey down the fork in the road and introduce you to the possibilities that can be achieved by establishing the workplace performance skills DNA for every worker in your workforce.

I want to maximise this opportunity for you and not swamp you with too much information at once. Keep an eye out for my next email on this journey.

 

Thursday 28th February, 2019 Email #2

We live in interesting times. Change is the new norm but we never seem to be able to find what we are supposed to change into. In the workplace so much is expected yet the goalposts seem to be always moving.I have asked you to park your current thinking, ideas and opinions on the road I call Status Quo.  The state of affairs that exist at a particular time, status quo, can have two outcomes. For example, if you are rich and admired you are probably not interested in disrupting the status quo, but if you experience status quo even in a slightly bad way then you are more open to disrupting status quo.

The state of affairs that has developed over the last forty years in the workplace has us experiencing a time where we struggle to maintain a sense of control. We just don’t know what is around the corner and there is no confidence that we are in a position to handle it.

It just so happens that around forty years ago the developers of the Workplace Performance Skills DNA created the fork in the road. This choice has now ended up acting like a back-up hard drive, saving the things that actually count when it comes to performance in the workplace. With our new service, this hard drive of tried and proven practices can be accessed to build a foundation of stability which will provide you with the confidence to not only cope with this changing world but seize the opportunities that change provides. You will be in control!

The world’s most advanced Customised Workplace Performance Skills Framework was developed by identifying problems, doing the required research then developing and applying solutions.  In a few days I will begin my launch and I will be giving you, free of charge, solutions that can put you in control. You can then choose to apply these solutions to your own situation.

I look forward to sharing this information with you. Keep an eye out for my next email on Monday where I will be launching my company’s new service.

 

Monday 4th March, 2019 Email #3

Welcome to my launch. You are a part of a select group. This is my way of saying thank you for the time you gave me on my product development journey. It is an interesting point to make that the actual product has hardly changed, but the way we packaged and presented it is what required development. Being so far ahead of our time, we simply had to wait for the market to catch up to us, but in so doing it gave us time to listen to what the market wanted. We take confidence that even though the ‘packaging’ was still developing, paying customers generated the cash-flow needed to keep the dream alive and confirm we had a product that people would buy.

My new service establishing the Workplace Performance Skills DNA for all your workers will develop positive relationships with your employees and your customers. You can also add to that any other third party that engages with your company. Examples of these include suppliers and regulators. Decades of proven practice is now available to your company giving you the opportunity to opt out of Status Quo and follow the Fork in the Road that will put you in control.

There is evidence all around that the wheels seem to be falling off just about everything and this has signaled to us that the time is right for our new service.  The market is ready.  The great news I have for you is that my company has a genuine solution to the problems that you continually face. This solution is evidence based proven practice and it is all done for you.

My company will do a custom build for you and then at handover you will have a day to remember as you see your own incredibly powerful Workforce Performance Skills DNA data for the first time. All that is left for you to do is learn to navigate your data housed on the cloud framework and then you set the priorities and timeframes using your data to provide your own solutions to your problems.

The experience of the developers coupled with working with customers during the product development phase has brought to light some of the problems facing business at the present time. There are 9 key issues identified and over the next three emails I will be sharing with you how we solve these problems forming the basis for the service I offer. I will be providing these solutions free of charge and you can choose to apply these to your business.

Group one –

  • No clarity around job expectations

The way we deal with this is to identify the skill levels required for the job and then link them to a very clear job description. We have a patented digital tool that values the skill levels in a few minutes. You can do this by identifying the different skills in a job, placing them in one of three areas – technical, responsibility and leadership then assigning a value of 1-5 for each skill: 1-Limited; 2-Developing; 3-Practical; 4-Broadening; 5-Excellent. Our tool uses algorithms to deliver a score out of 100 but your organisation’s intimate knowledge of your own job requirements in relation to your other job roles can rank the job on your own scale of 100.  Added to this you now customise the job description in each skill area with as much detail as you think the job requires. The aim is to have the customised job description reflecting how you actually want the job done. This now becomes your job description giving clarity as to what is expected.

 

  • Worker uncertainty regarding job expectations

With a clearly defined job description with required skill levels valued, the worker’s performance then has to match this customised job description. Value the worker’s skill levels the same way you valued the job skill levels. The worker is now responsible to work to the customised job description at the prescribed skill levels.

 

  • No or inadequate recruitment systems and processes

Now armed with a customised job description with prescribed skill levels you can now apply the skill valuing system to the applicant and have a conversation based upon the customised job requirements. This will serve to match applicants to the required job. You now have the basis upon which to develop a recruitment system tailored to your organisation.

Everything in your business hinges upon your workers. Now you are on the road to having the right people, how do you equip them to overcome the problems that are going to inevitably arise?

This is where I will head in the next email on Wednesday.  This will give you time to ponder what I have shared and feel free to ask me any questions via our email group. Simply ask me a question or make a comment by email and I will reply to you through the group I have set up. That way everyone benefits from each other’s perspective.

Remember to keep parked your current thinking, ideas and opinions and enjoy the journey down the Fork In The Road.

As an added measure to assist you in this launch, as the emails are sent I am posting them on a dedicated Launch page on our website. You will be able to follow the complete email thread here – http://www.bestqualitymanagementsystem.com.au/launch/

 

Wednesday 5th March, 2019 Email #4

Welcome to my next email. I am so excited to be launching my new service which will be able to establish your Workplace Performance Skills DNA data in your business. As we journey down the Fork In The Road I trust that you are beginning to understand that I will be equipping you to solve your own problems in your own time and we will be there to continually support you.

You see all we are doing with the Workplace Performance Skills DNA data will be identifying what you already have in your own unique workplace. After the data establishment project we will be handing over to you your data in a framework that connects with what you are setting out to achieve in your workplace every day.

In my last email I introduced you to our solutions to the first group of nine key issues facing business today. These issues form the basis of   my new service and remember that I am providing these solutions free of charge. You can choose to apply these to your business or use my service when it goes on sale.

I will move onto the second group of identified problems.

First though let’s recap group one so we can build on it –

Group one

  • No clarity around job expectations
  • Worker uncertainty regarding job expectations
  • No or inadequate recruitment systems and processes

 

You can re-visit my last email to refresh your memory if you need to before moving on by scrolling up to the email above.

Group two

  • Quality of own or subcontractor work

My view is that you cannot escape quality in relation to the products and or services you deliver. Quality is measured on a scale which starts at the ‘bad’ end and finishes at the ‘good’ end. Just how bad and how good is judged by someone else and they are generally your customers or your ex-customers or someone ‘looking over the fence’. So we have actually got a bit of a ‘minefield’ here so how do we approach the quality issue?

You have to recognise that quality is the measurement of the products and or services that are delivered to the customer by your workers. So to achieve the quality that the customer requires you have to have operational systems and processes in place that can make it possible for the workers to deliver the goods.

You do need to have it thought through. This is not always documented but it does need to be documented in policy and procedures that are consistently acted upon. You just cannot escape this if you want to consistently provide the quality products and or services that your customers require and not have your sales slowly eroding because quality has slipped.

The best way for me to demonstrate what is required is to give you my quality policy and procedures.  They are attached and you are free to use them. Click on this link now and at least have a read of the policy on page 1 before moving on.  

When it comes to the business end where the workers deliver the goods, this follows on and is tied into my Group one solutions in my previous email. I will refer to a section out of my quality procedures –

“Quality evidence-based decision making will be achieved by:

–  Giving all people the skills, confidence and the freedom to do quality work.

–  Designing job roles to meet overall production needs, with clear performance based job descriptions including expected skill level requirements using the digital framework and performance management application.

–  Instruction, training and/or competency confirmation for all people in High Calibre  Consultancy so that they have the required skills for their job role.”

In referring to the “performance management application” above, this is one of the digital tools we have available in my service.

Performance management is essential for maintaining quality and this is how you can do this.

Have regular performance reviews and value the worker’s current skill levels as I showed you in the last email and match the results with the job skill levels. Discuss the results with the worker and if adjustments are to be made to the workers skill levels then discuss how this can be achieved. This can be either by formal or informal (on the job) training. Set the next performance review period and then it is the organisation’s responsibility to maintain a functional workplace and provide agreed upon training. It is the worker’s responsibility to work towards lifting the required skill levels and maintaining the rest.

Regular performance review is essential for maintaining required quality.

  • Understanding and achieving WHS compliance

The way we deal with this is to know and understand what is required by the WHS legislation. This can then be met by creating a brief policy recognizing the current legislation and outlining how the company is going to meet the requirements. Work procedures that meet the requirements are developed and documented separately. These work procedures are then embedded into the skills required for the job and communicated to the workers. Instruction, training and/or competency confirmation of these procedures need to be a part of the workers’ overall competency base and competency confirmation for their job roles. It is important to not only track all this but to have evidence as well. Evidence of instruction, training, competency and application of required procedures in the day to day work context is needed. This evidence is a must to meet the WHS legislation requirements.

Having put a lot of work into this, my understanding is that one of the underlying principles of the WHS legislation is that a skilled worker is a safe worker. This also aligns with common sense. So if we cover the skill aspect then safety of people in the workplace is achieved.

The best way for me to demonstrate what is required is to give you my WHS policy. This is also attached and you are free to use it. Use this quick link to read now if you wish. The WHS procedures are industry/business specific and it would not be helpful to you to give you mine. You can find out what procedures are legally required by checking the many relevant Codes of Practice on your state WHS authority website. If you use my service all of this is done for you.

  • Fear of consequences of unfair dismissal

The way we deal with this has its foundation in the clear customised performance based job description at the beginning of my solutions in the last email and everything that flows on from there. This puts everyone on the ‘same page’ as to what is required in the job and there is no misunderstanding. A confirmation of job expectations needs to happen at recruitment.

As you move through the performance review process, built into that is skill level development aligned to the job so you are giving the best chance of the worker doing what you require and growing into a valuable employee. If it just does not work out then all parties have been through the same process and if there is a need for dismissal then the documented process supports this.

I trust you see as this is unfolding that taking the journey down the Fork In The Road will be transforming. Can you honestly see Status Quo having transformation looming somewhere in the future? The good thing about taking the Fork In The Road is that you will be in control of your own transformation using your own Workplace Performance Skills data in your own time. To take advantage of my new service the decision is really about whether to take the Fork In The Road or stay with Status Quo. The decision and timing are in your hands.

As an added bonus, the principal developer, Dave Greentree will be now joining the email group and will be available to answer any of your questions.

In my next email on Friday I will be providing our solutions to the last group of problems. Now we have your workforce on the right road how are we going to keep them in work and pulling together towards the common goal?

 

Friday 8th March, 2019 Email #5

Welcome to my email. On Monday I will be opening registration for my new service so we are nearly there as this is the last email before then.

In the last couple of weeks I have introduced you to the Fork In The Road and if you take this road you can have access to a whole host of untapped resources in your organisation. This is your Workplace Performance Skills DNA Data and with my new service I am launching I can establish that DNA Data in a framework that gives you the opportunity to transform your organisation and take control of your destiny.

It is all centred around your most valuable resource which is your workforce.  In our solutions to key issues facing businesses today, I have shown how you can build a solid foundation which gives your workforce the skills, confidence and freedom to do quality work.  With the starting point of understanding what your customers want, and then equipping your workers to deliver the goods, the potential is there where problems can be replaced by opportunities.

As you are journeying through this email think about what it would be like to actually see your own Workplace Performance Skills DNA Data for the first time. It’s there, you just can’t see it yet.

The first two groups of business problems gave me an opportunity to give you the basis of our framework within which the Workplace Performance Skills DNA Data is established.

These groups were –

Group one

  • No clarity around job expectations
  • Worker uncertainty regarding job expectations
  • No or inadequate recruitment systems and processes

Group two

  • Quality of own or subcontractor work
  • Understanding and achieving WHS compliance
  • Fear of consequences of unfair dismissal

You can re-visit my last two emails to refresh your memory if you need to before moving on by scrolling up to them above.

I now move onto the last group of problems.

Group three

  • Tendering for work (preferred contractor)

Our approach is to be in a position to generally exceed most tender requirements by providing evidence of your organisation’s capabilities in these six areas –

  1. Inductions – these generally happen, even informally. Some sort of introduction to a new workplace does happen. We tend to only think of inductions in the workplace related to regulatory requirements, especially WHS. Inductions are foundational to a functional workplace so if you are going to demonstrate your capabilities to deliver the goods in a tender process you need to provide evidence of induction.
  2. Basic safety instruction – this is a legislated requirement of the WHS Act. Like inductions, this is something that generally happens. Think about it – you aquire a new piece of equipment. You look at how to operate it, read the manual, formally or informally look for any safety issues then you operate it. If you missed something it soon appears and you cover that (e.g. just can’t turn it on…..??). Then you pass on the knowledge – basic instruction which naturally includes basic safety instruction.
  3. Task instruction – this is also a WHS requirement and it is not formal training recognised by a certificate. If worker’s are going to deliver the goods they need to know how to do the work in that particular workplace.
  4. Competency confirmations – formal training recognised by a certificate is only the start of this process. It is the standard professional understanding in the vocational training field that only 20% of skills in the workplace come from formal training. The other 80% are acquired informally from a combination of on the job and life experiences. Put these two components together for the competency confirmation of the 100%.
  5. Learning Experiences – Every person’s learning experience in the workplace can be recorded and validated. Each experience can be used as evidence and importantly, motivate workers to self-manage their learning.
  6. Worker skill levels – this is where you will exceed tender requirements if you have not done so with the previous five.

Armed with this evidence which is then added to the previous six issues covered in the last two emails, you can start to see how effectively you can demonstrate your organisation’s ability to deliver the goods.

This also stands outside of the tender process.

We live in a time where increasingly people and organisations are becoming less inclined to take risks, especially when employing contractors. We have a number of customers who progressed effortlessly to the preferred contractor list as well as other customers who have been given the green light to go ahead from risk averse employers upon seeing their capability evidence.

 

  • Difficulty of managing projects and communication

To deal with this effectively you need a communication system that those involved with a particular project can communicate exclusively. It does need to be digital across all devices. In developing this in our own digital framework, these are the principles we found essential. I have only ever used the project communication in the service we provide which has many useful tools that we developed upon request but an example of something basic you maybe able to use would be Facebook Messenger.

 

  • Frustrations with the endless paper trail

The main principle here is that ‘paper trail’ requirements need to be seamlessly built into productive work activities. You need to look for ways to reverse engineer a ‘paper trail’ requirement back into the work activities as they are happening.

The only way to streamline this is to use cloud, accessible across all digital devices.

Once again I have only used our service’s cloud framework which has been custom developed to seamlessly fulfill all the needs of an organisation’s workplace. Something like G-Suite might be good to look at if you don’t have our service.

 

So there we have it. With my solutions to the 9 highlighted problems facing business today I trust that this will be helpful in your organisation.

As I have said previously, to take advantage of my new service the decision is really about whether to take the Fork In The Road or stay with Status Quo. The decision and timing are in your hands.

There are some organisations that will take advantage of my new service when it goes on sale on Monday and we will do it all for you. For others the timing may not be right but you can still make the decision to take the Fork In The Road and use the free information I have given you to begin the journey of transforming your organisation and take control of your destiny. For the third group you now know there is a Fork In The Road and along with the previous two groups, you now know of Workplace Performance Skills DNA Data. So to you all I extend a big welcome to my High Calibre Consultancy community.

In my next email on Monday I will be giving you details of my new service establishing the Workplace Performance Skills DNA Data for all your workers. There will be a five day sale period and at the end of that period the sale will close and then we will be able to get on with the project of establishing your Workplace Performance Skills DNA Data so we can hand it over to you.

With this being a 5 day sale period with many sales coming in a short period of time, the scheduling of the establishment projects and subsequent handovers will be prioritized in the order in which the sales are made. To save yourself  being on the waiting list it is advisable to get in early.