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RESULTS
Enhancing Personal Effectiveness™ Program
Large Government Organization
Introduction
Based on results obtained in other regions for a large Government organization, Byron Stock & Associates was asked to facilitate the Enhancing Personal Effectiveness™ (EPE) Program for a group of 25 participants in the North Central region in the first quarter of 2003. As with the other multi-contact EPE programs, this program included a pre-program group presentation, pre and post program surveys, pre-program interviews, developmental and Team EI sessions, post-program coaching sessions, impact interviews, and a final report. Following is a summary of the results for the program.
Impact Interviews
7 people (a 28 % sample) participated in the 1-hour, impact interviews. They provided specific examples of how they were using the techniques taught in the program. Impact interview participants indicated the following average percentage improvement in the Personal Goals areas:
| Manage emotional reactiveness |
67% |
Understand others |
45% |
| Reduce stress and worry |
52% |
Listen more, talk less |
45% |
| Gain greater mental clarity |
49% |
Manage relationships effect. |
47% |
| Increase personal productivity |
45% |
Influence others |
40% |
| Stay motivated |
49% |
Resolve/manage conflict |
45% |
| Develop more self-confidence |
50% |
Improve morale/motivation |
42% |
| Increase personal creativity |
36% |
Improve teamwork |
51% |
| Increase change flexibility |
37% |
Team-to-team cooperation |
48% |
| Increase personal/prof. balance |
53% |
Improvement in Personal Goals
Below are a few of the impact interview participant comments indicating personal goal improvements.
Manage Emotional Reactiveness
With my staff, communications are missed or ignored. I have to be careful because I start going back into my old habit. I say it, write it, and put it on the board. My people came in Monday and mulled around like they didn't know what to do. They know this week is the critical week. They were not where they needed to be. In the past I would have blown up. It is still frustrating, but now I don't get that way. I know I'm doing a good job communicating. And I know they are overwhelmed with volume. Use of the (core) technique and good internal dialogue enable me to shift from old habits to better responses.
I've done great. I still get angry. I was interviewed for a position I didn't get. I know I was the best qualified. The hiring manager gave me a poor answer about why he didn't select me. I'm not angry at him. Ten years ago I would have filed an EEOC complaint. In retrospect, now I realize it was not a good time to go - family needs me. I don't get mad often.
Reduce Stress and Worry
I've been sleeping like a baby since I took the course.
I was having headaches and haven't had any lately. My blood pressure was 135/90 and now it's 105/65. I can't attribute this to anything but this class. The stresses are worse than before the class, but I'm handling them better. Physically I'm in good shape - better than before the class.
Looked at last physical - everything had improved.
Increase Personal Creativity
I had an idea that it (my idea) would be valuable nationwide ...We are going from 2-4 hours the old way to now 1 hour. And accuracy is much better.
I've come up with pretty creative solutions using the techniques to deal with problems. I would not have come up with these before. I use them to work with supervisors and be creative in helping them. I've given them creative ways to present their positions with their managers and creative solutions to increase their productivity. It is all based on the techniques. Even at night after work, (using the techniques) - I will come up with solutions to work problems.
Increase Change Flexibility
Because of the changes that are coming in my department, I've told my staff we can be the bug or the windshield. This shows flexibility. We've had candid conversations about standing on the limb you are sawing off. Our role is changing, and we are the change agents. Our workload is going away.
Influence Others
For the first time ever I've been given a huge project. What will we do to concentrate to get to top - how to do it - what will the tasks be? I have an opportunity to listen to others and influence them on this project. The fact I've been given it (the project) says I think that I have influenced others about my abilities to handle such an important task.
Resolve/Manage Conflict
I have improved just by using the techniques. I have a tendency not to make off-the-cuff comments like I used to. My comments are more thought through before I make them.
The techniques have helped me here on very volatile situations - beneficial.
Improve Teamwork
Teamwork has improved with my group.
Improve Team to Team Cooperation/Coordination
I've been working a lot with (another person). We've done tremendous on that. We finally decided how much mail we need to get to plant. And it is really helping.
Post-Training Coaching
Based on the coaching sessions, participants were using the techniques in a wide variety of situations to help them achieve a wide variety of purposes. Some of those include...
- To focus on job details
- To be calmer and clearer
- To eliminate procrastination
- To improve/manage relationships
- To appreciate others
- To get to win-win situations
- To be more motivated
- To gain cooperation, respect and demonstrate caring
- To stop blame
- To talk openly and honestly
- To stop frustration
- To resolve conflicts
- To improve my attitude and others'
- To understand others
- To manage emotional reactiveness
- To eliminate emotional drain
- To handle unrealistic expectations
- To make choices on how I respond to situations (vs. react)
- To handle fear
- To see the bigger picture
- To be more positive
Personal and Organizational Quality Assessment-Revised (POQA-R)
The POQA-R is a self-report inventory designed to reflect the key psychological and workplace elements or constructs that contribute to overall quality of an organization. The instrument provides a concentrated yet comprehensive assessment in two main topic areas: Personal Quality and Organizational Quality (Institute of HeartMath and Caring Management Consulting, "POQA-R Personal and Organizational Quality Assessment - Revised," 1999-2002). The POQA-R was administered pre and post program.
The POQA-R (Figure 1 and 2 below) showed significant improvements in almost every personal and organizational construct. Nine of the ten personal constructs moved from the "caution" to "good" category. Five organizational constructs moved from "caution" to "good," six improved significantly in the "caution" category, one that was "poor" (confidence in the organization) moved to the "caution" category, and morale issues showed a slight decline. While there is improvement in the organizational constructs, eight of fourteen are still in the "caution" area.
Conclusions
Level 2 Impact - Post-Post Training Evaluations
All but one participant used the techniques during the training. This person indicated from the outset that s/he was not interested. The overall average score of the program evaluation was 3.75 out of 5.00. Participants indicated that the skills learned will improve their effectiveness at work (average score of 4.00 out of 5.00).
Level 3 Impact - Many Participants Are Experiencing Dramatic Benefits
Results from the various coaching sessions, the self-assessment at the conclusion of training day 3, the POQA-R, and the Impact Interviews indicate significant improvement among those who are using the techniques frequently.
Level 4 Impact
There is a very large, positive Level 4 impact on the organization (i.e., a return on investment). For example, participants are ...
- improving productivity (16 participants reported a 10% to 50% improvement in personal productivity; one participant reported the program contributed to improving overall ranking).
- involving their staff in solving problems.
- saving time (reduced a process from 2 - 4 hours down to 1 hour).
- increasing effectiveness.
- increasing efficiency.
- using the techniques to encourage creativity and out-of-the-box thinking.
- creating an environment where staff and others feel free to make suggestions.
- getting more cooperation from people.
- improving their health.
Did We / Are We Achieving the Purpose of the Program?
The answer is "Yes." particularly for those who are using the techniques on a regular basis. Many of the participants are using two or three techniques either regularly or have used them so frequently that they have become unconsciously competent. That is, they have learned and applied the techniques so frequently they no longer have to make a special effort to remember to use them. Use of the techniques has become a part of the way they lead and who they are.
A small number of the participants are not using the techniques. They have chosen not to practice the use of the techniques or have found it difficult to remember to use them and have thus stopped trying. It does not mean that they will not use the techniques in the future, especially if they are encouraged to do so and if they hear other participants sharing success stories of how the techniques have helped them become more effective.
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