At the organizational level, there is a need for a well-planned, well-considered, and well-designed infrastructure to assure that your company’s resources are properly aligned and that they support its vision and mission.

CLG’s DCOM® Model is an acronym for the four cornerstones of high-performing, flexible organizations. These cornerstones provide the basis for a flexible and adaptive organization capable of high, consistent performance.

These four key elements consistently distinguish sustained high performance, regardless of industry and are the basic structure of DCOM. They are: Direction, Competence, Opportunity and Motivation.

Direction – The “operationalization” of the vision, mission, and values resulting in clearly defined and understood focus and priorities and the alignment of all employee group efforts. Direction provides a clear focus on the organization’s purpose and goals.

Competence – The employees’ and the organization’s capabilities for managing and conducting work and work processes. Competence refers to the necessary skills to collaborate with one another, plus economic literacy at all levels.

Opportunity – The availability of resources, such as technology, process design, time, finance, and empowerment. Opportunity means having the right level of authority to act, clear boundaries, and the ability to refine and adapt work processes to enable performers to operate more efficiently.

Motivation – The effective use of consequences, which creates an environment where people “want to,” rather than “have to,” perform at high levels. Motivation is the driver or energy in the system.

DCOM’s elements take into account the overall process of behavior. The elements of Direction, Competence and Opportunity define the organizational context for leadership and can serve as the basis for a fluid but resilient infrastructure. Motivation becomes the “glue” in the infrastructure and serves as the personal basis for effective leadership.