The critical differentiating factor between companies is how effective they are at recruiting, developing, motivating and retaining people. The Four Stages™ provides a highly effective model, strategy, set of competencies and processes for helping companies develop and motivate their employees. It is based on the understanding that in today’s market, performance and contribution are more important than job titles and career ladders.

Employees need to understand how they fit into the organization, how they can contribute and be valued. Organisations 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:

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 organisations
• Enables organisational 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 behaviours.

Movement from one stage to another is a complex and often difficult transition. It requires a renegotiation of expectations and relationships with others and 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.” However by far the greatest need facing firms is to get more staff to contribute through others. To leverage their work by contributing as a coach, informal mentor, idea leader, or manager.

The final critical area of contribution is provided by those trusted to lead the strategic direction of organisations; who contribute strategically.

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