ReadAct
Difference
About
ReadAct
Interactive
Solutions
Advanced
Interactive
Solutions
Services
FAQ
Discussion
Results
Links
Contact Us
Home
 
 
 
 
       
    These tutorials will assist you to know, understand and apply ReadAct to any leadership, management, decision making or problem solving effort.

ReadAct Definitions (a list of terms and their meanings to help you know and understand ReadAct)

Read - To Read is to be able to sense,to tune in, to intuit, to detect like with radar, and know what is going on around you.

Act - To Act is to be able to influence, use power, do something to make things happen around you.

Behaviors (the scope for sighting in, aiming, and focusing your effort.)  are the things you do to lead, manage, decide and solve.

Read People - skills to observe, listen, perceive, note and assess people, their attitudes, emotions, aptitudes, trainability, and motives.  The constellation of behaviors to take in all the data about a person and process it to formulate useful awareness about that person.

Read Situations - skills to observe, listen, perceive, note and assess situations, their parameters, dynamics, relevant factors, boundaries, relationships and requirements for solving problems.  The constellation of behaviors to take in all the data about a situation and process it to formulate useful awareness about that situation.

Act Methods - skills to apply various techniques, approaches, formulas for action, principles, and other "ways to get it done" to a given situation.

Act Resources - skills to acquire, account for, manage, budget and apply money, material, time, space, facilities, transportation, research results, information, and human resources to a given enterprise.

Scope - an analogy of a "rifle scope" which allows the four Read Act behaviors to be arrayed as the cross hairs with which to "take aim" as needed and apply those leadership behaviors to maximize the quality of desired outcomes realized from the actions taken.

Target - an analogy of a "bullseye" which represents the goals and all specific aspects of the desired outcomes of the enterprise, included in the four quadrants of specific criteria which include success/achievement, support/teamwork, economy/ecology, and productivity/satisfaction.

Desired Outcomes (the target you want in constant view.) to include the specifications of all four quadrants of the target.

SUCCESS / ACHIEVEMENT (task effectiveness). How does your organization keep score? How do you measure your bottom line? What else matters besides the bottom line? How do you track your progress toward your goals?

SUPPORT / TEAMWORK (organization effectiveness): Who shows up? Are they prepared, trained, energized, safety and quality conscious? How involved are the team members? What kind of team spirit, cooperation, collaboration is there? Does the team have support from above and below?

ECONOMY / ECOLOGY (task efficiency): How do you budget, allocate and account for resources: time (your own and others), schedules, money, budgets, materials, facilities, equipment, energy (human and environmental), ecological awareness and action

PRODUCTIVITY / SATISFACTION (organization efficiency): How do you measure Individual and Group productivity? How do you monitor and measure your use of People Power? How is your safety program preventing lost time and lost productivity? The organization measures productivity -- the people are in touch with their satisfaction. How do you measure satisfaction?

Interactions between Behaviors and Outcomes (predictable relationships of cause and effect you can use to assess and guide your efforts.)  The array of behaviors overlain on the target of desired outcomes provides a probable cause/prescriptive adjustment formula.  The two behaviors which bracket each outcome quadrant are the two most likely sources of error correction and performance improvement. So to improve each quadrant:

SUCCESS / ACHIEVEMENT - focus on READ SITUATION and ACT METHOD BEHAVIORS.

SUPPORT / TEAMWORK - focus on READ PEOPLE and ACT METHOD BEHAVIORS.

ECONOMY / ECOLOGY - focus on READ SITUATION and ACT RESOURCE BEHAVIORS.

PRODUCTIVITY/SATISFACTION-focus on READ PEOPLE and ACT RESOURCE BEHAVIORS.

By focusing on the two sets of BEHAVIORS which bracket the DESIRED OUTCOME QUADRANT for which performance needs improvement, a problem solver addresses the primary causal factors which produce those specific OUTCOMES. This focus can helps avoid activity traps and misdirected actions which hold little probability of improving performance with respect to the predetermined objectives and criteria.

Similarly, when appraising an individuals performance, a Problem Solver can assess that performance by the review of the OUTCOME QUADRANTS as above, and know which behaviors need development, training, coaching, mentoring, or some other form of improvement and growth. People assessment is most effective when the critique is focused on the performance outcomes rather than personality factors. And, when the need for improvement points directly to the kind of resource which would most benefit the performance of the person being assessed and developed, the evaluation process tends to be optimally constructive. Familiarity with the ReadAct System offers a tool for self assessment, evaluation, and development as well.