Full engagement is the goal.
OUR MISSION IS TO ELEVATE THE POTENTIAL AND MINDSET OF LEADERS AND MANAGERS SO THAT THEY CAN LEAD AT A HIGHER LEVEL.
THE FOUR ELEMENTS OF HUMAN PERFORMANCE™
At Fifth Element we believe that arming your leaders and managers with tried-and-true employee engagement behaviours is critical to keeping your workforce fully engaged but that in isolation, it is not enough. First, you must ensure that your leaders and managers are fully engaged themselves.
We believe that full engagement requires skillfully drawing on the Four Elements of Human Performance™ - Physical, Mental, Emotional and Inspiritual habits – that when deliberately managed, enables your leaders and managers to fully ignite their talents and skills, and achieve the results that you are seeking.
DERAILING BEHAVIOURS
Fully engaged leaders also have a keen awareness of how important it is to refrain from engaging in Derailing behaviours. Derailers are not just weaknesses; they are interpersonal behavioural challenges that act as obstacles to optimal team results. Our 360° Elite Performance Profile™ will determine which Derailing behaviours your leaders are engaging in.
EMPLOYEE ENGAGEMENT BAROMETeR™
Our program leverages the groundbreaking employee engagement research that completely transformed the employee engagement landscape, helping your leaders to understand the exact behaviours they need to be engaging in on a consistent and ongoing basis to elicit full engagement from the teams they are leading.
360° elite performance profile assessment™
Our 360° Elite Performance Profile™ helps leaders increase their self-awareness regarding their discipline around criteria highly correlated to full engagement: The Four Elements of Human Performance™, Derailers Snapshot, and Employee Engagement Barometer™. We also include qualitative feedback with a summary of how others view their greatest strengths and opportunities for improvement.
Fifth Element’s proprietary 360° Elite Performance Profile™ uses a 360° or multi-rater feedback-based approach to professional development. While no one person’s opinion is in itself necessarily predictive, the aggregate average of several raters really does provide a very thorough and helpful gauge of where an individual is currently performing.
Much like a GPS system, which requires four different satellites to pinpoint a location, in order for an individual to get objective feedback about their own effectiveness, they require insight from their manager, peers, direct reports, and others in the organization. This full-circle view of performance provides great insights for helping an individual get to his or her next level of excellence and provides an effective, and fair assessment.
Once all the feedback is in, the coach and client meet to review their 360° Elite Performance Profile™* results report and define the areas to be focused on with specific goals for the coaching relationship. Once all parties agree and commit to these goals, regular coaching meetings begin.
*This report will only be shared with the client and not with the organization sponsoring the coaching engagement