Introducing WorkforceDNA
Author: Ethelle G. Ames, M.Ed.

In May 2001, I took a livelihood risk. I left my old ways of coaching behind in favor of a powerful, new system called WorkforceDNA. This system is the brain child of Sandra Seich, whose 8 years of research and development resulted in this 'first of its kind' assessment. The slogan is "business solutions at the gene level" because it measures self-perception on three key levels and in lay terms.

The frustration of finding and holding onto my coaching clients was at a high point for me. When I incorporated WorkforceDNA (wfDNA) into my practice, frustrations disappeared and my practice and clients were invigorated. Clients experienced self-satisfaction, which I attribute to our coaching relationship starting from a higher level of mutual awareness. You see, my intake and coach planning process changed completely.

WHAT IS WorkforceDNA?

wfDNA is a comprehensive system designed for professionals whose work it is to promote the development of others. The suite of tools is suited for corporate coaching (external and internal coaches) and for private practices (external coaches). I was one of a seven-member, international team of coaches who collaborated in the development and beta testing of WorkforceDNA, alongside its creator, ANSIR Communications Inc. I offer this as testimony of what I discovered while using wfDNA in my coaching practice for five months.

SHORTCOMINGS OF THE FORMER INTAKE PROCESS

I would review the answers provided by prospective coaching clients in their intake packet. I also used assessments, such as NLP, Myers-Briggs, DISC, 360-Degrees, plus all the information prospective clients provided in written form and intake interviews. An intake interview could take me a few hours, before deciding to accept the client into coaching or to refer them.

What I yearned for was a means of gathering and viewing all this discovery information at a glance. What I had, instead, was a great deal of information from diverse sources that required piecing together, before seeing a general picture of my client, and before developing a coaching plan. Despite my thoroughness, I'd still feel uncertain as to whether my coaching plan would be comprehensive enough to address both identified and unidentified client needs. Was there a process or service available that could blend this information and provide an in-depth, uncluttered view of what was really going on with my client?

DID WorkforceDNA DO THAT?

One Case Study from my beta-testing files...

In my earliest days of incorporating wfDNA, still in its infancy, development-wise, my company was contracted by a large Eastern Canadian corporation to implement group coaching. The company had just completed their fourth merger in a two-year period. Employee morale and productivity were reportedly low throughout the organization.

The directive and challenge (aka the coaching plan) was three-fold: reduce stress, work more effortlessly, and increase team spirit and productivity. The environment was unstable, partly due to the nature of the industry, but mainly due to revolving-door management. Therefore, our coaching plan was to find the most stable factor in this unstable situation. We planned to work towards a coaching solution from an identified point of stability. wfDNA was really put to the test because, at that time, the only constancy was the individual worker within the organization - the individual grains of shifting sand in that company.

OUR APPROACH WAS AS FOLLOWS:

1. Held a one-day coach training session for regional managers and supervisors. We incorporated the basic tenets of internal coaching. Participants experienced coaching through role-playing techniques, illustrating differences between managing versus coaching an employee.
2. Conducted a one on one intake interview, including our standard intake packet plus firm instructions to complete the wfDNA assessment before coaching officially began.
3. Reviewed intake information, focusing closely on the their wfDNA assessments.
4. Began coaching six supervisors known as the group (monthly: two 1-hour groups plus individual sessions on an as needed basis) and for two senior managers (45 minutes weekly and 3 times monthly).
5. Concluded by reporting our findings and recommendations to management.

RESULTING PITFALLS AND BENEFITS

Management coaching has many advantages, but certainly is not without risk. Not every story is a positive coaching experience. In the case study above, most participants came unprepared to their sessions. Some reported feelings of depression due to daily workplace changes imposed by upper management. Regardless of difficult workplace circumstances, individual benefits measured were notable, if not remarkable.

Pitfalls: Regarding the challenge "work more effortlessly," my company concluded that solution in this area lay strictly within the domain of organizational policy. Until daily role/job changes affecting all levels of staff ceased, improvements in this area would/could not be realized.

Benefit 1: Regarding the challenge "reduce stress," coaching proved highly effective. Group members reported increased self-confidence. Most came to terms and accepted that stresses related to uncertainties of position and job security were inherent in their industry. Some went one step beyond acceptance and began searching for opportunities in the organization to better suit and reward their innate skills.

Benefit 2: Regarding the challenge "increase team spirit and productivity," coaching proved to be highly, if not extraordinarily, effective. Both in the one on one and group sessions, the value of knowing self (their wfDNA Profile) and knowing others (sharing Profile information in group) solidified and unified them as co-workers in new ways. One participant quoted, "When you don't know where you're going, any road will do" (a la their organization). "The Profile information is like having clear directions on where you are going. Regardless of the surrounding chaos and distractions, YOU can remain focused and on track."

COACHES LIKE WorkforceDNA BECAUSE

* It is a powerful intake assessment.
* They experience a dramatic decrease in the time it takes to understand clients.
* A series of meaningful coaching questions naturally flow.
* They experience increased effectiveness with clients (less time means more clients).
* It provides unprecedented team-building possibilities for couples and groups.
* They create a baseline of knowledge on clients.
* They enjoy a greater number of referrals and repeat business.

CORPORATE LEADERS AND PRIVATE CLIENTS LIKE WorkforceDNA BECAUSE

* It validates who they are.
* They now have words to describe and confirm who they are.
* It offers unprecedented flexibility for team-building.
* They receive coaching based on their self-perception (they know themselves intimately).
* They experience higher levels of customer loyalty, attentiveness, and satisfaction.
* They have a competitive advantage.
* Results are tangible and measurable.

TO ANSWER MY EARLIER QUESTION...

Was there a process or service available that could blend layers of intake information (intake packet queries, assessment results, written feedback and interview data) and provide me with an in-depth, uncluttered view of what was really going on with my client? Did WorkforceDNA do that?

Based on five months of beta-testing in my coaching practice, the answer is YES, and the results are outstanding.

Until now, WorkforceDNA was known to only a handful of people in the world - ANSIR Communications Inc. and the seven coaches, who collaborated in its development and testing. In October of 2001, the veils of secrecy surrounding this innovative evaluation system lifted. Ethelle Ames is a Management Coach and the newly appointed Director of Training for WorkforceDNA. For more information, a copy of the book, "3 Sides of You," and to meet the seven international coaches, visit http://www.WorkforceDNA.com (free demo) or email: training@ansir.com. Take The Profiler for free at: http://www.ANSIR.com








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Ethelle (Ames) Lord is the Senior Associate and WorkforceDNA(TM) Administrator at Teamwork Development Associates. She works and resides in Mapleton, Maine and can be reached at Ethelle@teamworkcoaching.com or 207-764-1214.

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