THE 4-D WORKER
THE "DIAGNOSING DIFFERENTLY" TOOL
The 4-D Worker diagnostic tool quantifies and measures 4-Dimensions of an Organization, previously unmeasured, extracting actionable data and revealing performance inhibitors and enablers. The 4-D Worker tool plots four-dimensions of cultural performance (shown below) and provides a comprehensive view of an organization’s culture . . . through the lens of the worker.
The four dimensions quantify: Support, Empowerment, Engagement, & Risk-Reasoning.
The output of these four dimensions is plotted on the 4D Worker Matrix and provides a wealth of insights that yield: operational risk areas, supervisory competency strength, system & process gaps, head & heart engagement, holistic decision-making ability (risk-based), and so much more.
EXPLORING THE FOUR DIMENSIONS . . .
OF THE 4-D WORKER
DIMENSION 1:
ORGANIZATIONAL
S U P P O R T
The 1st dimension of the 4-D Worker is SUPPORT. This is defined as the level to which frontline supervisors and/or managers hear, respond, and develop their people.
We use a L.I.S.T.E.N.I.N.G. Model to score and develop supervisors & managers. See image for example high/low attributes.
Value = seeing how well employees are supported helps increase retention, spot future problems, minimize disruptions, etc.
DIMENSION 2:
ORGANIZATIONAL
E M P O W E R M E N T
The 2nd dimension of the 4-D Worker is EMPOWERMENT. This is defined as the level to which organizational systems & processes enable the people for success. We use four sub-dimensions to categorize empowerment: Ensures, Emphasizes, Encourages, Empowers.
Value = seeing enhancements to systems and processes by workforce creating ownership and creating a “pull” by the frontline workers, yielding revenue gains, efficiencies, and more
DIMENSION 3:
INDIVIDUAL
E N G A G E M E N T
The 3rd dimension of the 4-D Worker is ENGAGEMENT. This is defined as the level to which employees exert themselves in three categories: what they know (head), feel (heart), do (hand), and do with others (team).
Value = seeing each level of engagement allows targeted, interventional solutions that strengthen employee loyalty, commitment to excellence, and foster collaboration.
DIMENSION 4:
INDIVIDUAL
R I S K - R E A S O N I N G
The 4th dimension of the 4-D Worker is RISK-REASONING. This is defined as the level to which an individual makes decisions. We measure this using four sub-dimensions to categorize risk-reasoning: Reactionary, Concrete, Predictive, Holistic.
Value = seeing workers think and behave on the frontlines with an executive mindset increases productivity, positively affects culture, creates customer-centric experiences, etc.
