Organizations focused on human

Organizations often seek to improve results through initiatives such as those designed to enhance employee perfor­mance, boost employee engagement, improve customer service, foster accountability, develop leadership, strengthen teamwork, resolve conflicts and eliminate functional silos. Unfortunately, the success of these initiatives and the at­tempts to improve results is often inconsistent.

McKinsey & Company discovered that the reason these efforts fail to succeed as hoped is because organizations “fail to recognize and shift mindsets.” In fact, the research shows that organizations that “identify and address pervasive mindsets at the outset are four times more likely to succeed in organizational-change efforts than are companies that overlook this stage.”

Arbinger’s expertise is in shifting mindset among individual employees, teams and entire organizations. Specifical­ly, Arbinger helps them shift their mindsets from “inward” to “outward,” which enables people and organizations to achieve breakthrough results.

The shift to transform results

When employees’ mindsets are inward, their focus is on what they need from others in order to achieve their own objectives—what they need from their customers, direct re­ports, peers, and managers. Employees operating from an inward mindset are primarily concerned with others’ impact on them rather than with their own impact on others.

When employees’ mindsets are outward, on the other hand, employees focus on doing their work in ways that accelerate the results of others—their customers, direct reports, peers, and managers. They are primarily concerned with their impact on others.

Most employees—no matter how dedicated or hard-working—operate with an inward mindset at least to some extent. By creating individual, team and organizational mindsets that are more consistently outward, Arbinger’s work enables an organization’s employees to:

  1. Develop a mentality of responsibility rather than of blame in their work
  2. Conceive of, plan and evaluate their work in a way that improves collaboration
  3. Focus on achieving organizational goals, rather than narrow individual or team goals
  4. Establish a justification-free culture of accountability within their work teams and across the organization

The result is that organizations are able to dramatically improve results and see substantial and sustainable improve­ments in key areas such as collaboration, innovation, alignment, leadership effectiveness, customer satisfaction, cost containment, profitability, change management, team effectiveness, and conflict resolution.