Avoid this cost trap. Stay tuned to their communication needs, preferences and concerns. Let them experience Cerebral Ergonomics™. When they thank you, you’ll thank us. They will and we will.

*KRC Research, in a study for Prudential Securities, reported that 1 out of 6 valued employees considered quitting, at least weekly.

A now unknown sage observed that “Ninety percent of what we do is defined by our attitudes and not by our skills. We don’t need better skills – We need better attitudes.”

A long time ago Dun and Bradstreet reported statistics that are alive today. “At the end of a year out of 1000 key people, less than half stay put on the same job. 326 new faces appear to replace those who have quit died, retired or been fired. 149 shift to new locations of the same company 65 change titles.”

Over 500 are no longer there. Do you sense that those numbers might change with more and more changes taking place? Change is in the air.

Professors at Harvard and the University of Washington, among others, have looked at this phenomenon from their unique perspective indicating that fighting goes on in the course of doing business ------ and it is necessary and desirable to have this continue if we are to maximize progress.

The researchers have identified two contributors to this part of the economic climate. They call them Creators and Stewards which closely identify contributions that are made and the methods used.

With our 4 question survey, we provide clues as to who the players might be and what their contributions and concerns are quite likely to be.

Battle scars are common place and differences can drive people apart when the real benefit of differences is in creating a better chance for synergy. The benefits of differences are what Cerebral Ergonomics™ seeks to capture. And while the total communication climate that rains on us cannot be totally defined we bring some protective gear to the party.

We hope you enjoy the experience. It can be a fun trip.

Return to the Cerebral Ergonomics quiz.

                                        ©2011 Harris B. Anderson