Build a Culture Of Belonging® from the executive level.
C.O.B. provides ready-to-use strategies thatyour team can implement immediately.
Build a Culture Of Belonging® from the executive level.
C.O.B. provides ready-to-use strategies thatyour team can implement immediately.
Top Brands Love Partnering With Curtis
Belonging development is not a one-off, so that all the boxes can be checked off
It is a process where learners are given the time to practice new skills repeatedly. Practical training combines an organization’s commitment to long-term solutions and exploratory learning that engages all of the learner’s sensory functions. Whether you are looking for one-hour, two-hour, four-hour, or multi-day workshops, C.O.B. provides ready-to-use strategies that your team can implement immediately.
Many organizations will
never flip the switch in order to truly create
a Culture Of Belonging®.
Maximizing their staffs’ earning potential, increasing interdepartmental productivity and creating a space where people feel safe continues to elude them.
Unfortunately, there are costs associated with this behavior that damage an organization’s reputation and credibility. Consequently, this leaves many organizations knowing that they must put a system in place, so they create Belonging initiatives and mission statements. But they find themselves in the Belonging spiderweb and get entangled in a five-dimensional organizational tailspin.
where to start
without observation
implantation
We will walk you from the
discovery stages to creating
a Culture Of Belonging®
At Culture Of Belonging®, we understand how frustrating being entangled can be. In our strategic Belonging Process, we help our clients navigate this uncertainty as we walk them from the discovery stages to Creating A Culture Of Belonging®
We design innovative custom strategies based on our Belonging Baseline Assessment® to create long-term solutions that will change your organization from the inside out. We know that people learn and grasp information at different paces; therefore, we can pivot as we gather results from our Belonging Progress Monitoring®. With this new data, we can generate personalized, adaptive learning that will challenge people no matter where they are on the Belonging Journey®. This powerful approach will not only stabilize the culture and climate but will also become the place where good employees will want to belong.
Curtis designs presentations to ensure that your
people have fun while they are learning.
Here’s what others are saying about Curtis’ transformative work
The Strategic Belonging
Implementation Process
1
Pre-Training
Fact Finding
Census®
This is the most crucial step in our partnership. In this phase, we gather the backstory, determine your objectives, and create an implementation strategy for your organization. After close examination, we will meet with the executive team to enroll them in the Strategic Belonging Initiative. We will delve into why a Culture Of Belonging makes good organizations great and great ones excellent. We will identify how other organizations are Creating A Culture Of Belonging®. Finally, we will present the Strategic plan for your organization.
2
Belonging Baseline Assessment®
Belonging is the process of differentiating the employee experience throughout the entire employee life cycle, which will lift the performance of all employees. Differentiation is employee-centered and recognizes the uniqueness of every employee. It is a blend of organic and dynamic learning that will benefit all employees across the Belonging continuum, those new to Belonging and those who are not. This strategic approach provides a corporate education for employees at the right place and at the wrong time.
3
Belonging Data
Disaggregation®
Belonging Data Disaggregation® exposes the hidden trends to identify and address areas of concern. The Belonging Baseline Assessment™ results are gathered, sorted, and presented to key decision-makers to guide the plan for the Culture Of Belonging® implementation process. This multi-tiered system will allow the creation of IEPs, which are ideal for additional enrichment, implementation benchmark touchpoints, and monthly Belonging Dip Sticking®. Fully desegregated data will be measured and analyzed to provide the scope to highlight vulnerable groups, address those on the bubble, and provide rigor for those who are further along in their Belonging journey.
4
Belonging Debrief®
Debriefing is where managers, team leaders, and HR staff are made aware of the action(s) that will enhance the organization’s complexion. The Belonging Baseline Assessment® and Belonging Data Disaggregation® are vital steps, but they only provide the information needed to create change. Real change will occur when the data is adequately understood and becomes an empowering tool that will build the framework to educate, overcome objections, coach, validate, and be used to design three custom Belonging Deep Dives®. The process creates structured, targeted, and meaningful training around creating a Culture Of Belonging®.
5
Belonging Deep Dives®
Belonging Deep Dives® is the secret weapon for maximizing people, profits, and productivity and driving innovation. They provide explicit and detailed learning targets. Belonging Deep Dives® provides precise, timely, and actionable feedback using accurate life data to guide instruction to meet individual needs. Deep Dives allow learners to dig deep into content and give them multiple opportunities to engage with the subject. All learners need time to practice new learning, and Deep Dives will provide space for the learner and the lesson to pivot, confirm the effectiveness, and remove barriers that interfere with creating a Culture Of Belonging®.
6
Belonging Progress
Monitoring®
Belonging Progress Monitoring® is evaluating progress toward a performance target based on improvement rates from frequent (usually biweekly or monthly) assessments of a specific skill/strategy. Progress monitoring is a deliberate benchmark that assesses the learner’s C.O.B. progress, examines the rate of improvement, and evaluates the effectiveness of the intervention. In addition, progress monitoring evaluates both individual employees and small groups to identify common misconceptions, touchpoints, and mastery. Finally, this evidence-based training is leveraged to make decisions and ensure that employees receive support and instruction to propel their learning and match their needs.
