The Four Stages of Contribution

The Four Stages of Contribution model is based on the research of Drs. Gene Dalton and Paul Thompson and provides a framework for increasing one’s organisational impact and influence over time. According to this research, there is a direct correlation between a person’s “stage” and his/her contribution to the organisation. Over the course of their careers, employees can move through as many as four stages, as outlined in the left hand column, although organisational needs and employee goals can affect movement between and within the stages.

Organisations need employees who are continually learning and willingly accept supervision (Stage 1) as much as they need employees able to mentor and coach (Stage 3). However, behaving in ways associated with latter stages means impacting a larger cross section of the organisation. Therefore, high performing organisations must ensure that people contributing within each stage are also developing behaviours associated with the next stage.

This stretching and growing prepares employees to, over time, have greater influence in the organisation. Where the framework has been adopted within the heart of an organisation there has been shown to be a significant beneficial impact on attracting and retaining staff, secession planning, and enabling diversity whilst at the same time providing an operational environment that maximises employee motivation.