Global Novations Announces Results of Four Stages® of Contribution Research in Asia

BOSTON, Jan. 5, 2011 /PRNewswire/ -- Global Novations (www.globalnovations.com), a global consulting firm focused on diversity and inclusion, talent optimization, and market optimization, expanded its Four Stages® of Contribution research project to include organizations in mainland China, Hong Kong, Singapore, Malaysia, and Korea. The findings examined how employees contribute to organizational success in today's global workforce, and identify how these employees need to be developed in order to ensure similar success for tomorrow.

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"Organizations that want to remain competitive need to think about their workforce globally, and find ways to leverage the contributions of all employees regardless of location," said Paul Terry, Vice President of Global Partnerships at Global Novations. "Neglecting to consider the development of employees internationally leaves talent on the table and this is not an option in today's competitive business world."

Highlights of the findings include:

• The results show that the majority of those surveyed are in Stage 2 (Contributing Independently), manager ratings place 68% of the population in Stage 2 and self-ratings only place 51% in Stage 2. The disparity between manager and self ratings in terms of contribution is consistent with Global Novations' survey results around the globe and not unique to Asia. Managers and employees may be viewing the employee's skills and responsibilities differently or the employee may not be receiving the coaching and leadership development needed to move to the Stage 3 (Contributing Independently).
• Moving from Stage 2 (Contributing Independently) to Stage 3 (Contributing Through Others) is the most difficult transition to make in one's career. Employees need to take a more active role in their career development. Companies can also help employees do this by creating programs around mentoring, team and peer coaching, and leadership development.
• 47% of direct reports viewed themselves in Stage 3, whereas only 19% of managers rated their direct reports in Stage 3. This data raises the question of whether those that rated themselves in Stage 3 are realistic in their assessment, or if their managers are completely aware of their contributions.
• There is a discrepancy in how managers view their own contribution and how their managers view the contribution. The high percentage of people managers in Stage 2 (61%) may indicate that working through others is seen as secondary, that managers enjoy working independently, or that managers aren't receiving the coaching and development they need to work through and lead others effectively.
• Four percent of people managers self-rated as Stage 4 (Contributing Strategically), yet 0% of their managers rated those managers as being in Stage 4. This lack of representation in Stage 4 shows the need for clear expectations around roles and responsibilities and leadership development initiatives.
• About 41% of managers and self raters indicated that they received mentoring from others, demonstrating the opportunity for more mentoring programs.

Global Novations partnered with Right Management in Asia (www.right.com) to identify and solicit organizations to participate in the program, and Leading Indicator Systems (www.leadingindicator.com) to design and implement the survey. Data collection took place in the first half of 2010.  

For more information about the Four Stages® Asia Research, visit the Resources section of www.globalnovations.com.

About the Four Stages® of Contribution model

The Four Stages® of Contribution model is based on the research of Drs. Gene Dalton and Paul Thompson and provides a framework for increasing one's organizational impact and influence over time. According to Dalton and Thompson's research, there is a direct correlation between a person's "stage" and his/her contribution to the organization. Over the course of their careers, employees can move through as many as four stages, as outlined below, although organizational needs and employee goals can affect movement between and within the stages.

• Stage 1: Contributing Dependently
• Stage 2: Contributing Independently
• Stage 3: Contribution Through Others
• Stage 4: Contributing Strategically

About Global Novations:  

Global Novations helps organizations unleash the capacity of their employees. Formed by the 2010 merger of industry leaders Global Lead Management Consulting and Novations Group, the new firm provides an enhanced suite of services around Diversity and Inclusion, Talent Optimization, and Market Optimization. Global Novations is based in Boston with an office in Cincinnati, and maintains operations in Europe, Asia and Latin America. For more information, please visit: www.globalnovations.com.

About Right Management

Right Management (www.right.com) is the talent and career management expert within Manpower, the global leader in employment services. Right Management helps clients win in the changing world of work by designing and executing workforce solutions that align talent strategy with business strategy. Its expertise spans talent assessment, leadership development, organizational effectiveness, employee engagement and workforce transition. Right Management has a global network of more than 300 service locations in over 50 countries, serving 80% of the Fortune 500 and 50% of the Global 1000 companies. For more information, visit: www.right.com.  

About Leading Indicator Systems

Leading Indicator Systems designs, develops, and implements state-of-the-art, web-based assessment systems and programs. Our assessment solutions measure and track key leading indicators that directly impact individual and organizational performance. Strategic partners and end-user organizations leverage LIS systems and programs to globally collect, rapidly analyze, and dynamically present findings in ways previously unattainable. Using these solutions, leaders are able to know sooner, act faster, and implement more effectively. And in today's climate, the rapid transformation of actionable knowledge into tangible results spells richer insight, greater competitive advantage, higher value, and increased performance. For more information, visit: www.leadingindicator.com.

SOURCE Global Novations