The iPOWR Process

It develops team working, problem solving and day to day project management skills.
It then applies these skills to other management issues which have a direct bearing on productivity and business output.
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1. Business Goals and Objectives

In the words of Professor Bob Garratt, of the Cass Business School, all business organisations, large or small, profit making or not, must have a goal to grow and change at a rate which is quicker than that their market place. If they do not they will ultimately cease to exist. Inevitably this requires their workforce to adapt and change their work processes and procedures. iPOWR assists them to do this.

2. Employees Goals and Objectives

In the words of Professor Patricia Findlay, MBA course leader of Strathclyde University MBA programme: Aligning the needs, aims and ambitions of the individual to that of the organisation results in work places being more effective, efficient and fair. A key objective of iPOWR is to ensure this occurs. Without it sustainable improvement is not possible.

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3. Group and Team working

In a recent biography Sir Alex Ferguson has said he only worked with 4 world class players during his 26 year career at Manchester United. His success therefore came for the way in which he was able to create the best team. A concrete output of iPOWR is enhanced group & team working skills.

4. Problem solving

Everyone’s life is about solving problems and the more employees practice this skill the better at it they become. iPOWR ensures employees and their organisation, improve their problem solving skills.

5. Project management

We are not all qualified Prince2 project managers, but we are all project managers, although most of us do not see ourselves in this way. By being methodical, logical and persistent in seeing tasks and activities through to their completion IPOWR makes the organisation and its employees aware of the power of this skill.

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6. Productivity

As Sir David Brailsford has proven: the aggregation of marginal gains differentiates the best for the rest. This principal is as applicable to business as sport. The essence of IPOWR is to challenge employees to boost their own business performance – and make their job more interesting and rewarding – for the benefit of the whole business – the organisation and its employees alike.

7. Legal Compliance

Traditionally legal compliance is seen as a necessary evil and barrier to productivity, resulting in health and safety processes and procedures being costly to develop and police. iPOWR on the other hand sees health and safety as a reflection of the value and respect an employer has for their workforce. This results directly from aligning the goals and ambitions of employers and employees.

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8. Sustainable change to legal compliance and productivity, resulting in ongoing improvements to the bottom line.

In the words of Sir Alex Ferguson again: I tell the players that the bus is moving. This club has to progress. And the bus will not wait for them. I tell them to get on board. iPOWR agrees with this sentiment: if a business is to be sustainable its improvement must be continuous and allow improvements to the bottom line to be ongoing.

The origins of iPOWR in academic literature

Three assumptions underpin iPOWR:

Call us to talk about how legal compliance improves problems solving skills