Capacity Building
We offer super-inclusive capacity building services tailored to your business needs here at Upgrading Self (US). These change services are extremely collaborative.
Part of our third-culture (TC) capacity-building services is team development. We support small businesses, medium-scale enterprises, and large organizations to build their teams or groups, and to manage them to their maturity stage.
According to the UN, capacity-building is defined as the process of developing and strengthening the skills, instincts, abilities, processes and resources that organizations and communities need to survive, adapt, and thrive in a fast-changing world.
Upgrading Self helps small businesses, midsized enterprises, and large corporations build and develop the teams and groups doing the work.
Stop the Hire-and-Fire Waste!
What if there was an opportunity for you to retain great talents in your diverse workforce without disrupting productivity, would you take it?
Would you like to reduce the cost of hiring and firing great talents just because “they were not the right fit for the company culture”?
Would you still fire great talents if you could integrate them without violating your company culture?
If you are excited and cannot wait to jump into to the next steps,
- Contact US now to learn more about our inclusively affordable offers.
- Take next steps by scheduling a quick video or voice interview from the confirmation page.
If you would like to learn more before making the next decision, kindly keep reading.
How Do We Do It?
We use proven scientific methods, and will use them to build your company capacity on the team, executive and productivity levels.
Some of the tools in our box include: third culture integration, 4Ps, corporate culture shock, Tuckman’s group development stages, DiSC assessment, communication styles, attachment styles, facilitation techniques, problem solving techniques and more.
Capacity building, like parenting, is a “garbage in garbage out” kind of thing. We understand this, so we can help you navigate the various stages involved boosting the skill set and toolset of members of your teams and executives.
If there is a pattern of hiring the “culturally unfit”, there are numerous reasons as to why that might be the case. Do you think they do not just have the right mindset? What if you became more inclusive and collaborative in your approach and had a win-win situation for both parties involved?
One of our mantras is to be the ideal for our ideal. What that means, in summary, is that we should be ready to receive the kind of talents we are looking to get. This usually starts with us having to be intentionally inclusive of diversity. This is what we call collaborative capacity building.
Why Collaborate?
Growth is cost effective when it is multi-directional. When you desire growth on a team level, adaptation should be intentional, both from the new addition, and the existing members. When there is imbalanced collaboration – when a particular someone always has the final say, you might drive others to redundancy.
There is beauty in diversity. A diverse team is usually the most talented and productive. For this to happen, you would have to be open to different ways of doing things.
Thankfully. this where is where third-culture (TC) integration comes in.
Why Third-Culture?
To be TC simply means to be respectful of, appreciative of, embracing of, and an embodiment of different cultures and perspectives. In other words, it means to be super inclusive. The term is often used to qualify people but can also be used for systems. This is the foundation for our capacity building services.
Your culture is simply the way you do things, while your perspective is your way of seeing things.
You can learn to be openminded from us. With open-mindedness, you learn to respect diversity. When you respect diversity, you will increase in empathy – your ability to share and understand the feelings, emotions and realities of others. Like every other soft skill, these above listed soft skills can be learned.
Wikipedia defines third culture kids (TCK) or individuals (TCI) as people who were raised in a culture other than their parents’ or the culture of their country of nationality, and also live in a different environment during a significant part of their child development years.
TCK was first coined by researchers John and Ruth Useem in the 1950s. It was used to describe the children of American citizens working and living abroad.
According to our March 2024 LinkedIn newsletter, it is one thing to be embrace diversity as an organization, but another to have culturally competent and responsive managers.
Invite us in to train your managers to become culturally responsive and competent for your diverse workforce. Let us help you mitigate the hire-and-fire cost for old or new hires who ended up as “not the right fit”. This assessment, often times, comes from a lack of cultural responsiveness and competence in the part of the management.
Subscribe now to enjoy our super inclusive integration services!
Let us help you with the right matching tool to build your organization’s capacity.
What are Our Packages?
While we are open to collaborating to figure out what works best for you, so far, we offer:
- Tenure-Based Consulting
- Program-Based Consulting
What are the Next Steps?
- Contact US now to learn more about our inclusively affordable offers.
- Take next steps by scheduling a quick video or voice interview from the confirmation page.