Accreditation

It (The Achievement Process) helped me discover how to manage my own behaviours in order to transform my personal effectiveness and ability to work productively with others. This enabled me to enjoy 15 years (so far) of deeply productive, enjoyable, and very satisfying, team working with other self employed consultants in a wide variety of client projects and product developments. 

Even when we found ourselves with widely disparate views, a quick reminder of TAN Preferences enabled effective conversations.

Over a period of time, we realised that the Achievement Process had a much broader application potential than its origins in team development suggested. It is, quite simply, a process for Getting Things Done. The deeper implications of this were massive and I was pleased to be able to develop and realise that potential with my team colleagues and Terry Murphy.

Tony Ericson

ChangeWORLD

Leicester, UK

We adopted the Achievement Process throughout John Clements Consulting in Australia in 1995. It stimulates immediate insights. Users see how to use their preferred ways of working to boost their performance – getting things done, communicating effectively and producing better results when working with others.

John Clements

Executive Chairman

Brisbane

The Achievement Profile and Process have been the foundation, mostly explicitly, for everything I have been involved in doing for the last ten or more years.  It shapes our overall offer to our clients and the remarkable value for money that we keep delivering.

By the late 1990’s we were applying the Achievement Process to enable significant behaviour changes within large scale overall “Cultural Change” programmes.  At the same time, we were using the same Profiling and Process in our intensive Advanced Coaching processes with single individuals and small groups.  The versatility is extraordinary, but not so surprising, since it is founded on universal basics of human behaviour.

The more we used the Achievement Process, over 100’s of profiles, the more clear it became to me that we had in our hands a tool which enabled us to navigate successfully, safely, and rapidly the most difficult relationship issues and problems, the worst individual and group behaviours and deeply dysfunctional organisations.  I have been constantly amazed at how rapidly the Achievement Profile and Process enables a non-judgemental dialogue to be developed and significant transformation of performance to be obtained.

However, there is the other half to how we do this.  We use the TAN Profile and Process in intimate conjunction with our own Advanced Coaching Skills and Techniques – what we now call “Discovery Skills”.  The combination is formidable.

John Davis

IBS Consulting

Bristol, UK

We have only ever seen and heard surprised curiosity, engagement and pleasure from individual feedback participants – without exception, they have recognised their behaviours in their own feedback and quickly grasped the differences they see in others.  I have been able to directly explore unproductive behaviours and relationship difficulties with complete strangers within 45 minutes, or less, and with positive acceptance of the challenges that emerge.  On occasions, this has led to remarkable reconciliations.

One of the most exciting and satisfying outcomes has been the number of times we have seen:

• The backward stepping forward
• Junior staff becoming effective managers within weeks, not years
• Working groups becoming effective teams and taking responsibilities from their managers
• Downtrodden, potential “no-hopers” finding a reason to enjoy their work again and transforming their performance
• Over-strong leaders tempering their personal style and enjoying transformed relationships with their people and, in the same way, we have helped people transform their view of “impossible bosses” too.
• We have clients who, even ten or more years later, refer to their own preferences as part of their normal conversations.
• Senior management who, even years after their time with us, still have their Team Ticket in their folder or wallet.
• We have seen so many examples of people who genuinely would not now recognise how they used to be.  These are people who have settled within the new level of awareness of self and others that they have obtained, and that has permanently modified their way of being and working, for ever.

We have been using the Achievement Model and its associated profiling of contribution preferences for over ten years. We provide strategic and operational coaching support for senior executives/managers and their colleagues in both the private and public sectors, where there is a heavy emphasis on delivering results in very demanding environments.

This assessment tool and its associated guidance is a key component in our suite of products, where its main advantage is that clients readily accept the validity of its data which places their own approach – strong or weak - within a logical business process.

Our experience has been that its sits very well alongside organisational feedback mechanisms, as on one hand it alerts executives/managers to potential pitfalls in their approach, while on the other it provides a valuable insight into the causes of less than appropriate performance levels. From this they are better positioned to make the necessary adjustments in their management of people, knowledge, resources and relationships.

Ian Adams
Regional Director
Adams Development Associates
Sydney

The TAN process is an intuitive management tool. I have used it with a number of clients across a range of business sectors and in schools and colleges for recruitment, team development and project management and it has proved to be a highly successful mechanism for all of these applications.

Recruitment – Prospective candidates find the process intriguing then constructive. From the employer’s perspective, the profiling allows a much greater understanding of how each candidate is likely to approach the job and, there, how successful they are likely to be in the role in the context of the prevailing organisational dynamics.

Team development – The profiling speeds up the whole process. Team members are able to learn much more about how each other works in a short space of time which allows the team to start to be productive much sooner than would be expected. Teams find the detail of the process easy to grasp and, once they have been coached through the first few team activities, find the process intuitive. Teams report that they meet time and task deadlines more frequently using the TAN process.

Project management - Using the TAN process in project management is a simple way to keep tasks on track and ensure that everything gets done. Once you get used to using it, it becomes second nature and provides constant reassurance that you haven’t forgotten anything.

I’ve been using the TAN process for 12 years and it has helped me manage many of my consultancy contracts during that time. It simplifies many business activities and helps individuals recognize the tasks that they either don’t like or aren’t confident with and provides a mechanism for dealing with them.

It can be perceived as “yet another psychometric test”. Once new clients realize that it neither judges nor puts them in a category (with all the limitations, constraints and expectations associated with other analyzing tools that do this) they quickly recognize that this is a valuable, helpful tool.

Tim Lane
London
Director,
ISQ International

I am a social worker by training and of all the social work methods; I have always loved community development the most. When I studied for an MA degree in Occupational Social Work, I fell in love with Macro Practice (OD version). When I was introduced to the Achievement Process, everything made so much sense!

Subsequent to this great “discovery” I built my business around this knowledge, leveraging my preference cleverly and yet understanding the reward of the discipline to go full circle, doing the things I do not even like has given me an edge I did not even dream of.

Vicky MKhize
Cape Town
Consultant specialising in developing the skills of previously disadvantaged black people
(Translated from Isizulu)
 

The Achievement Process has helped my business in that it has assisted me in explaining to others in the simplest terms what is needed and what needs to be done. As a communication tool it has been wonderful in giving disparate individuals (with their own agendas) a common meeting ground and a method for going forward. Steve W, Cape Town, South Africa

The Achievement Profile and Process have been the foundation, mostly explicitly, for everything I have been involved in doing for the last ten or more years.  It shapes our overall offer to our clients and the remarkable value for money that we keep delivering. Steve G, Leicester, UK

The Achievement Process stimulates immediate insights. I saw how to use my preferred ways of working to boost my performance – getting things done, communicating effectively and producing better results when working with others. John C, Brisbane, Australia

It (The Achievement Process) helped me discover how to manage my own behaviours in order to transform my personal effectiveness and ability to work productively with others. John D, Padstow, UK

Subsequent to this great “discovery” (The Achievement Process) I built my business around this knowledge, leveraging my preference cleverly. Understanding the reward of the discipline of doing the things I do not even like has given me an edge I did not even dream of. Vicky M, Cape Town, South Africa

The first benefit for my business has been the perfect strategic fit. My business stands on three legs: Very specialized research for our clients; strategic plan facilitation (which includes input from the research work); the provision of processes and tools to ensure the effective implementation of the strategic plans for both individuals and teams. Alan K, Johannesburg, South Africa

I use the Achievement Process routinely to make decisions and analyse situations. It has become ingrained into me and is a most useful framework to achieve things. It is now a case of being unconsciously competent. I used to initially use the templates, my favourite being" Getting Back on Track"...guess I must have gone off track frequently. Carla R, Rotterdam, Holland

My ‘Round Tuit’ pile has almost disappeared. I never thought I would so painlessly develop the discipline to do the things I know I should but absolutely don’t want to. The Achievement Process was my saviour! Mark H, New York, USA

I witnessed the Achievement Process achieve more with one of our major project teams in 2 days than we had accomplished in 6 months. Stu A, Wilmington, USA