Many companies that seem to be doing well are made up of great teams.

That’s why a couple of years ago Google went out of their way to discover how to build a perfect team. The project was called “Project Aristotle” whereby researchers interviewed 180 teams. After going through the data, they found that companies which did great in terms of profitability prioritised their people in mind. These employers provided a “psychologcal safety” for their staff.

In turn, employees felt confident that they were able to perform without being judged or punished for admitting they made a mistakes, asking questions or offering new ideas. Employees felt comfortable with each other.

In other words, its the ability for employers to make emotions work for them turn that made the difference. The pulse of the organization determines the type of momentum of the organization.

In order to have a momentum moving forward towards growth and profitability, the Net Momentum Score (NMS) should be one that the aggregated EQ of the pushes forward pushes forward. NMS is the sum of engagement and readiness of each member of the team. This can be measured using assessment tools such Momentum Assessor. The sum of of the NMS would show whether teams are accelerating, stagnating or decelerating in terms of their engagement and readiness at work.

When the sum show acceleation in engagement, it is a lead indicator of how the company will perform in the next few months. Similarly, a stagnating or deceleration in the NMS provides indicators of where the company is going to be moving forward.

What is interesting is the fact that employers will be able to take proactive actions to change the course of stagnating and decelerating momentum. Even with a accelerated momentum score, employers were able to fine-tune further their engagement levels by putting place a host of strategies.

Forward momentum prediction allows the employers to put in place people strategies that already in place within the organization, but sometimes are misplaced or too generalized to have an impact on the the forward momentum of the organization. These include training, coaching, recruitment of essential skills, putting in the right policies, determining suitable job roles for individuals etc. More often than not these strategies are done without having its in impact in mind on the individuals’ fitability to the role, teams and the organization