The A.R.I.S.E. Model

An Overview of a Framework for Organisational Development

Introduction:
The A.R.I.S.E. Model is a proprietary framework developed by Chrom Consulting to guide organisations through processes of coaching, mentoring, change, growth, and sustainable success. While specific applications may vary across industries, the model is designed to provide a structured, holistic approach at economy level: policy application, industrial regulation, governance, and at organisational level; change, organisational challenges, organisational focusing on both people and processes.

What Is the A.R.I.S.E. Model©?
The acronym A.R.I.S.E. typically encapsulates the core steps or pillars of the model. The ARISE Model© is a product of extensive neuroscience research by our consultants that investigated the brainwork behind how management and teams relate with each other and how that relationship can be nurtured for increased efficiency and effectiveness in the workplace. As a result of the importance and impact of scientific advances and the explosion of research in the field of neuroscience, management had to be redefined and its critical variables had to be analysed from a different perspective (Teacu, et al., 2020). Within our space, this redefinition has resulted in the development of the A.R.I.S.E model©. The model not only consolidates the research findings, but makes their seamless application into day-to-day workplace operations easy (Schwartz-Hebron, 2012). The model has deep-rooted definitions whose application may be adapted for client needs. While its pillar definitions are steadfastly unrelenting, its application is highly flexible, depending on various factors such as organisation’s strategic intent, team status, degree of team inter and intra-relatedness, diversity, leadership style, just to name a few.

The model is simple but powerful. It unravels and unpacks organisational and people matters that have stayed hidden for long. The model explains from a neural perspective why we behave in the way we behave, why we talk to others but not others the way we do, why we prefer other people and not others, and why we react in that manner we do in certain circumstances; the model goes further, revealing how we can increase organisational performance! The acronym is expandable as follows:

• Assurance: Employees crave being certain about the future in the workplace. Workplace events build that assurance about both one’s and organisation’s future. These events include strategic awareness, current challenges, opportunities, policy/ies application, structure configurations, governance and change happening in the organisation.
• Relatedness: The act of being able to fit in and be accepted by others team members, inclusion, feeling safe and secure (neurosafety), that feeling that one is at home and their contribution is not only valuable but seen that way (psychological safety).
• Independence: The degree to which leadership is prepared to let go of control, empower others to chart their means to perform or reaching set goals, allowing space for creativity and self-application by team members, and be able to provide guidance only when and where required. Independence allows for team growth, taking responsibility and ownership of performance.
• Status: How team members view themselves in comparison to others supposedly on the same level in the workplace. Status is multipliedly affected by incremental changes that are accessed by others but not others at the same level. This negatively impacts ownership of performance.
• Equity: The focus is on fair tradings and reciprocations, fostering transparent and continuous engagement, communication, and collaboration among all team members to reinforce long-term success and neurosafety.

Key Features of the A.R.I.S.E. Model©

• Unstructured Approach: This approach enhances motivation, the ‘can-do’ mentality and fosters employee engagement. It is applied variably from one team member to another, by managers, creating a threat or reward environment depending on application.
• People-Centric: Emphasises engagement and communication with team members struggling with one or more ARISE pillars.
• Employee Retention: Employees who feel unfairly treated or excluded may leave the organisation.
• Customisable: Chrom Consulting adapts the model to fit client needs, industry requirements, and organisational culture.
• Focus on Sustainability: Change starts with the brain; long-term sustainability is prioritised.

Applicability of the A.R.I.S.E. Model

The model is highly effective in motivational conversations, strategic talks, culture audits, keynote speaking, neurocoaching, consulting projects, leadership development, and cultural change initiatives. Organisations following ARISE steps have achieved measurable outcomes.

Contact me on noahj@chromconsulting.co.za, or on +27112368612 or 0769668227 for details.