The STEP Model

"Faith is taking the first step even when you don't see the whole staircase" - Martin Luther King, Jr.

The S.T.E.P. Model for building a people centric business

Organisations recognise that their most valuable asset is their people. To harness the full potential of their workforce, leaders must develop strategies that prioritise simplicity, talent, engagement, and performance. Also known as the STEP model—a four-part approach to building an effective organisation around people.

Simplify (S):

Organisations must streamline their structures, processes, and roles to achieve their core aims

Step one of the model lies the principle of simplification. Organisations must streamline their structures, processes, and roles to achieve their core aims. By eliminating non-value-adding activities that impede progress, companies can empower employees to focus on what truly matters. Simplification promotes clarity, efficiency, and a sense of purpose throughout the organisation.

Talent (T):

Having the right people in the right roles is critical to an organisation's success. The talent element of the STEP model recognises the importance of both skill and culture fit, but places culture fit the higher priority – after all, you can train for skill.

Recruiting, rewarding and retaining individuals who are humble, hungry and people smart creates a fertile ground for collaboration and innovation

Recruiting, rewarding and retaining individuals who are humble, hungry and people smart creates a fertile ground for collaboration and innovation. Cultivating a diverse and inclusive workforce further enriches the organisation's talent pool.

Engagement (E):

Engaged employees are the lifeblood of a thriving organisation, yet the latest research from Gallup reveals that only 1 in 10 employees in the UK are highly engaged. The engagement element of the STEP model emphasises the need to foster a work environment that energises and motivates individuals. This involves ensuring that everyone has a good manager, meaningful work assignments, and opportunities for growth. Additionally, employees must feel connected to the organisation's purpose, understanding how their contributions align with the bigger picture. Engaged employees are more likely to go the extra mile, fuelling organisational success.

Performance (P):

Moving away from the traditional annual appraisal system, organisations should adopt regular performance discussions that provide timely insights and actionable suggestions for improvement

Measuring and managing performance is essential for continuous improvement. The performance element of the STEP model promotes clarity, frequent feedback, and a focus on genuinely meaningful metrics. Moving away from the traditional annual appraisal system, organisations should adopt regular performance discussions that provide timely insights and actionable suggestions for improvement. By aligning individual and team goals with the organisation's objectives, performance management becomes a catalyst for growth.

S x T x E = P

The STEP model offers a roadmap for organisations to build a culture that attracts, retains, and empowers talent, setting the stage for long-term success. 

Model of the Week

Top Tips (or hacks as the kids call them)

The 2 Minute Rule, from James Clear. If a task takes less than 2 minutes to complete, do it immediately rather than adding it to your to-do list. This helps prevent small tasks piling up and creating unnecessary mental clutter.

Other Stuff

• Has anyone ever held an interview that went like this?
• Last week I bought a rotisserie attachment for my BBQ. It's changed my life already!
• I still have a few places left on my Working Genius webinar of 14th July. If you're interested in joining this for free (it's only an hour) then you can sign-up here.