May 19

The Four C’s For Organizational Success

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By Chuck Coker

Each company has its own culture, set of rules and unique approach to organized leadership. That is why very few people can predict business success. However, that is where we can help.

Through the use of a simple heuristic and the analysis of human data, the leader or manager or an organization can find the best solution in a less taxing or stressful manner.

Competence – Every organization needs competent employees or it will cease to exist. They are the keys that drive your economic engine. Above all else, competencies are the most important priority for organizational success, because they are your differentiator in the marketplace.

Character –¬†Having a sense of character in the workplace sets the tone for how your business operates. Everyone in the organization must be a good corporate citizen, both internally and externally, in order to achieve your corporate goals. As managers and leaders, you need to find out which mindsets prompt each individual to action, and from that determine which success patterns should be applied to their competencies.

Chemistry – Every company, regardless of plan, industry, resources, location or size faces a common challenge in developing a culture that contributes to each person’s desire to be productive and add value to the organization. If the organization does not conform to what employees believe to be appropriate principles, they will not relate to or identify with the mission or vision, negatively impacting chemistry.

Capacity – While some members of society are content with their current state of life, a majority of them want more. They want to grow, learn and prosper according to their unique vision of success and they tend to look to their organization for this pathway. For this reason, companies need to understand which of the employee’s motivations and success patterns is most dominant. In this way, you will learn how your employees will want to grow and develop.

Through the analysis of human data, a proactive manager or leader will apply the data from the hiring process to help individuals actualize within the corporate framework, mission and vision.

For more on the Four C’s and how you can apply them in your business, check out Profit Through Your People.

About the author 

Chuck Coker

For more than 30 years, Chuck has focused his career on people's development. He has implemented proprietary Personal Formation, Human Capital, Talent Management, and incentive-based programs across a broad scope of Fortune Companies, regional organizations, and educational institutions.


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