The Four Stages™

The Four Stages™ of Contribution Model
It has been said that the only constant is change. Certainly, the past two decades have proven this to be true: globalization, flatter organizational structure, virtual teaming, outsourcing, reengineering. In today’s market, it’s more about performance and contribution than titles or career ladders. Employees need to understand how they fit into the organization, how they can contribute and be valued. Organizations want and need high performing employees who contribute in greater, more meaningful ways.

The Four Stages™ of Contribution Model, based on research pioneered by former Harvard Business School professors Gene Dalton and Paul Thompson, makes clear what high performers actually do and the contribution they make. This model identifies the areas or “stages” where employees contribute and describes what high performance is in each stage:

• Stage 1 — Contributing Dependently
• Stage 2 — Contributing Independently
• Stage 3 — Contributing Through Others
• Stage 4 — Contributing Strategically

Based on more than 20 years of research, the Four Stages of Contribution is a proven framework for performance management and development. It presents a clear and effective way of thinking about employment, development, and contribution. The Four Stages:

• Provides a clear and common language to discuss individual and organizational needs and responsibilities
• Describes what high-performing contribution is over the course of employment
• Provides a new paradigm of how people develop, grow, and contribute in organizations
• Enables organizational HR practices to get the right people in the right jobs doing the right things
• Provides a strategic framework for developmental needs and performance improvement

The Four Stages of Contribution explains how careers do not proceed in a straight line. Instead, careers develop in distinct stages, each different from the other and each requiring different activities, skills, and interaction. Success in a given role or stage requires specific job performance.

Movement from one stage to another is a complex and often difficult transition. It requires a renegotiation of expectations and relationships with others and, often, a significant internal shift within an individual. This renegotiation is called a “novation.”

Most employees transition from contributing dependently to contributing independently as an “expert.” The greatest need for contribution are those who are able to leverage their work by contributing through others as a coach, informal mentor, idea leader, or manager. The final area of contribution are those who lead the strategic direction of organizations. Each stage of contribution is needed; however, it is the Stage 3 and 4 contributors who drive their companies’ competitive advantage and innovation.

STAGE 1: CONTRIBUTING DEPENDENTLY

• Willingly accepts supervision and direction
• Demonstrates success on a portion of a larger project or task
• Masters basic and routine tasks
• Shows “directed” creativity and initiative
• Performs well under time and budget pressure
• Learns how “we” do things

STAGE 2: CONTRIBUTING INDEPENDENTLY

• Relies less on supervision; works independently and produces significant results
• Assumes responsibility for definable projects
• Increases in technical expertise and ability
• Develops credibility and a reputation
• Builds a strong internal network of relationships

STAGE 3: CONTRIBUTING THROUGH OTHERS

• Increases in technical breadth
• Develops broad business perspective
• Stimulates others through ideas and knowledge
• Involved as a manager, mentor, or idea leader in developing others
• Represents the organization effectively to clients and external groups
• Builds a strong internal and external network

STAGE 4: CONTRIBUTING STRATEGICALLY

• Provides direction to the organization
• Defines/drives critical business opportunities and needs
• Exercises power responsibly
• Obtains essential resources
• Sponsors promising individuals to prepare them for leadership roles
• Represents the organization on critical strategic issues

We unconditionally guarantee the quality and effectiveness of our services. In addition, we warrant that application of the principles, methods, and practices presented in our materials will lead to a gain in value that is equivalent to at least five times the fees paid. Should you decide that our services have not met this guarantee, we will promptly and courteously return your fees.

Participant Feedback

Contact Us
Tel 44 (0)118 933 1357
Wyvols Court, Swallowfield, 
Reading, UK, RG7 1WY
info@salessense.co.uk

©SalesSense  Index Page  Site Map  About SalesSense  Consultant Profiles  Newsletter  Terms of Use  Privacy Policy