Recent advances in economics, psychology, and management sciences -- along with our own research -- have led our researchers to discover how organizations can grow by developing highly engaged customers and building powerful, engaged workforces of talented employees. Our consultants are trusted advisors to many of the world's leading organizations. Our approach enables us to identify, develop, and implement solutions that align with our clients' visions and strategies.
Management Consulting
As a leader in management science and organizational development, Gallup brings an evidence based doctrine and proven interventions to apply to a management consulting framework. Gallup is recognized worldwide for its contributions to leadership science, employee and stakeholder engagement, succession planning, survey research, productivity improvement, and change management. Gallup has performed strategic and organizational management assessments and implemented recommendations for numerous large organizations in both the public and private sectors. These change initiatives have focused on team building, conflict resolution, executive coaching, organizational climate, employee engagement, reorganization consulting, leadership development, and process design. Gallup's work has provided organizational leaders with an empirically-based foundation for making decisions regarding the best future course of action to pursue in terms of organizational change and development. Gallup leverages the latest in economics, psychology, statistics, sociology, neuroscience, and management science to help recommend changes that provide measurable results that are tied directly to organizational outcomes. Gallup arms top managers with cutting-edge research to tackle the toughest challenges. Our approach is recognized by some of the best minds in the world to be the most effective solution to enhancing productivity in knowledge worker environments.
Government Workplace
Gallup's assessment of employee engagement includes Gallup's Q 12 questions, which are based on a study of millions of employees, both public and private, and across many different sectors globally. These items have been found to consistently predict strong organizational outcomes, and are highly actionable. In addition, Gallup has found that providing a balance between empowerment and accountability is critical. Empowerment is not just freedom to make decisions, but also having the time, training, materials/equipment, support, and "voice" to do so. Accountability includes not just a manager holding someone accountable, but also having clear, objective metrics that are frequently communicated, and have clear and objective rewards and consequences associated with them. Those with high levels of both are capable of becoming top performers . Those with high empowerment and low accountability are loose cannons. Broken spirits are employees with a high level of accountability, but very little empowerment. Chain Gang employees have little empowerment and unclear accountabilities, and tend to be very disengaged. In addition to the Q 12, other indices are available that might help an organization measure its cultural prowess in areas such as innovation, inclusiveness, customer orientation, etc.
Management
Over the past 40 years, Gallup has conducted research on more than 80,000 managers in 400 large organizations, both public and private, to identify the factors that contribute to success. Our approach to organizational change and leadership development is based on findings from that research. Specifically, we have developed an evidence-based consulting model called IRP -- Identify, Remove, Protect -- which is based on our finding that five root causes underlie almost all barriers to success: Fear, Information Flow, Short-Term Thinking, Alignment (conflicts between front-line employees and leaders), and Money. In conjunction with the IRP, we have been researching the linkage between social network theory and leadership. We use our IRP model in conjunction with our approach to Social Network Analysis to conduct an in-depth assessment of an organization's culture as a foundation for planning a series of interventions aimed at strengthening the organization's mission and assuring its success.
Leadership
For nearly 40 years, Gallup has helped organizations worldwide select, position, and develop their leaders. We've had the privilege of studying more than 40,000 senior executives from nearly 200 organizations. This research proves that focusing on inherent talents accelerates the ability to achieve greater success, faster. Focus here starts with the challenges facing the entire organization or division, and how they can use their talents and the talents of their leadership team to develop vision, direction, strategies, and tactics that will benefit the growth and success of the organization now and for years to come. Gallup has Senior Analysts around the world who are capable of delivering career and/or leadership coaching. Coaches will be designated based on the needs, styles, and preferences of those who are requesting the coaching. The Executive Leadership Interview is one of many leadership tools, based on more than three decades of conceptual and empirical research on the talents of successful leaders across organizations in the United States and abroad.
