About TIGERS Success SeriesFrom a question to high impact work communities since 1989.
The TIGERS 6 Principles Team Story
The year was 1987. The recession caused by the Arab Oil Cartel had cut thousands of people from the U.S. workforce.
You see, inflation hit an
Other businesses failed because they couldn’t change fast enough to save the company without jobs. Times were hard.
The TIGERS 6 Principles were born.
Our founder, Dianne Crampton, took this time to answer the question, “What is necessary to build an ethical, quality-focused, productive, cooperative and successful workforce?” She qualified success to mean that not only were goals achieved, the people doing the work were also engaged and satisfied. She studied all the research she could find in business, psychology and education group dynamics. Out of this study, six principles emerged. They are trust, interdependence, genuineness, empathy, risk resolution and success (TIGERS®).
The next step was to determine if each of these six TIGERS principles could be isolated and identified in group behavior. Four years later and after two independent evaluations of her group dynamic survey by Gonzaga University and the Washington State Education Association, the results were conclusive. Not only could each principle be identified in group behavior
The TIGERS 6 Principles emerged.
Dianne was then invited to present the results of her study at conferences. At the National Institute of Applied Business Ethics Conference, she was approached by the head Ethicist from Northrop Grumman.
You see, Dianne had designed an activity to teach the TIGERS six principles within one hour. It emotionally engaged participants and demonstrated effective group
One of the first U.S. outplacement systems was engineered by Northrop as one of many outcomes. Northrop then presented the demonstration of how TIGERS launched their process at a national conference. The result — twenty-five companies requested the TIGERS facilitation tool to build their companies. Many were Silicon Valley
TIGERS 6 Principles comprehensive approach.
Over the following years, TIGERS served committed leaders in
- Engaged employees to desire change;
- Got everyone speaking the same language with the same understanding;
- Got everyone headed in the same direction toward the same goal.
- Gave leaders the measurable data needed for assessing return on their workforce improvement investment.
Removedthe guesswork form workculture and work team development.
In July 2010, Dianne began to replicate the TIGERS multi-pronged approach so that any committed and trained leader could repeat her personal success. As a leader with a creator and facilitator value structure, Dianne knew that in order to improve the world of work for millions of employees and their families, certain things needed to happen.
TIGERS vision and mission
- One day, how employees experience their work will be through cooperation to successfully compete in the marketplace.
- Workforce behavior is intentional – not random and arbitrary. Constructive behavior supports roles, goals
andrelationships and is measurable.
- High impact organizations are powered by engaged employees. These employees are facilitated by managers and supervisors who are skilled in building commitment, accountability
andsuccess so that employees are just as invested in the success of the organization as the leaders are.
- TIGERS® is the work community and employee engagement leader.
By empowering committed leaders and independent consultants with the
- Boise Cascade
- City of Bend, Oregon
- Costco Corporation
- Eastern Washington University
- Eugene Water and Electricity Board
- Evan Carmichael
- Girl Scouts of America
- Gonzaga University
- Health N.W.
- Huntington Learning Centers
- Intermountain Communications
- Kaiser Permanente Group
- Mid-Oregon Credit Union
- Oregon State Parks
- Personnel Unlimited
- Sacred Heart Hospital
- Spokane Teachers Credit Union
- State of Washington Department of Social and Health Services
- Washington Education Association