We would say that most people suffer from this at some point in their career...at least once. Yes, each of the 5 stages of career brings different challenges and opportunities, including integrating all your experience, knowledge and revised aspirations.

It was when we first stumbled across The GC Index® in 2017 that we were immediately enthused with its power to cast light, structure and insights to your own motivations and inclinations. To create and contribute an impact.

Most people spend a lifetime trying:

• To identify what comes naturally to them without effort but not to others.
• To understand their own motivations, what makes them tick.
• To understand how they can align and leverage these to deliver the maximum impact to both themselves and to their clients. 

We wish that the GC index was available decades ago.

Anyhow, head on over to Game-Changing Culture page.

It is easy to list all the hard skills in a role description; however, the intangible 'soft skills' is not so easy...until now. This is probably why "cultural fit" is a common excuse people get rejected at interview.

The GC Index® provides the measurement framework and language to give insights for each individual's impact contribution to your team. Coupling the aggregate of these together with the strategic objectives of your team can help identify the traits and "soft skills" your new recruit should ideally exhibit. 

Your shortlist of candidates can even be profiled to help you be sure that you have identified that best candidate.

Anyhow, head on over to Game-Changing Culture page, especially this case study.

There are several possible root causes for this including your People: 

• Being too stretched
• Having to do activities they would prefer not to do
• Not being listened to
• Not being given opportunities to shine
• Being stifled or exploited by their leaders
• Feeling their hard effort is being wasted. 

In many cases, individuals do not even know their own natural strengths and inclinations to effectively articulate what would make them most happy and engaged. 

Performing these assessments and workshops would work on individual, leadership, team and even org unit levels to improve your likelihood to overcome all these.

Anyhow, head on over to Game-Changing Culture page.

It seems to be the pertistent challenge that we 'must do more with less'. 

Performing these assessments for Individuals within your teams will help identify hidden strengths and ambitions of your People, identifying how they provide the most impact for themselves and to their teams. 

If they are happy and aligned in a team to the objective at hand, more should be achieved. 

Once the Individual profiles have been performed, we can conduct a Team Impact workshop. 

A team, any team, especially a leadership team, needs to operate as a highly effective and collaborative unit, so that you can, individually and collectively, harness your strengths to deliver to your business priorities. 

From our experience, few manage to achieve this and utilise their full potential. If they do, it is either down to the team being very well established and stable (i.e. the individuals have got to know each other very well over a long period of time), down to luck, or they have a natural Play Maker in the team (and probably just don't know it).

A Team Impact workshop using the GC Index® will accelerate and shortcut that route to being an effective team. It will enable you to:

• Learn your strengths and gaps as individuals and as a leadership team, leveraging your strengths and address the gaps. 
• Understand how you can collaborate effectively to deliver your business priorities.
• Identify how each of you can personally contribute to these priorities.

Anyhow, head on over to Game-Changing Culture page.