Unified People’s focus on leadership

At Unified People we emphasize the importance of human relationships as a key element to succeed in business. Especially if your responsibility involves leading other people towards a common goal. In connection to this, both our workshops and executive mentoring, highlight the value of being aware of individuals’ unique behavioral profiles and how to capitalize on them by enabling leaders and managers to allocate human resources in the most efficient way.

At the same time, our work methods are getting more and more support from the academic world. Among other studies, Marcus Buckingham’s research containing surveys of 80.000 managers as well as years of in-depth studies of few top performers show that, among other things; top leaders are the ones who discover the unique talent of their employees and capitalize on it[1].

Increasing knowledge about your employees strengthens your ability to redistribute certain roles in tasks so that individuals take advantage of what they are best at, while obtaining an overall higher performance and work happiness. In addition, by being able to create different roles in accordance to the employee’s abilities, these will tend to feel more engaged, as their contribution to the firm is unique. Moreover, it is also to the employer’s and employee’s advantage to be aware of what motivates them in order to give feedback and establish incentives in a rewarding manner.

In a recent case, we had a client which was undergoing a cultural journey with us, as to align their customs and norms throughout all of their departments to successfully implement their future strategy. Under the process, we found that one of the managers, whom was warm and had very good relations to his colleagues in his department, had always an excessive amount of work on his table compared to other managers. While he was very good in delegating the right tasks to the right people, he sometimes had trouble dismissing his employees/colleagues when they came up to him and asked him to do tasks which weren’t his responsibility. Once we ran our behavioral profiles on the management, it was clear to see for the manager (and his CEO) that the reason for the excessive workload was partly rooted in his way of being. Hence, making him consciously aware of it, while mentoring him and providing him practical tools, enabled the manager to redistribute the work with confidence, while improving the overall efficiency of his department.  

Although it may seem that this involves an enormously time consuming exercise (which it does); Unified People is able to provide you a frame, tools, and assistance to guide you through the process as well as presenting you with a common platform to help you tab into your employees’ unique human resources.


[1] https://hbr.org/2005/03/what-great-managers-do

This post is also available in: Danish