Sample Design…

 

01-D16.  Coaching Lab and Planning Session

 

Scenario:  The Coaching Lab is the 6th Step of the 10-Step Change Management System.  The first Coaching Lab in Cycle 1 is one of 20 to 30 steps depending upon the size and complexity of an organization.  The Coaching Lab strengthens the effort to further unite those with authority and those without authority across the workforce.  The data has been delivered to the organization as a whole with an assignment to identify data items that are questionable.  The Coaching Lab seeks to validate or dismiss those questionable items then proceed with a simple planning process before a more complex process is set in motion.

 

AOutcomes:

            1.  Feedback Survey Results to a selected group from the LMS and workforce.

            2.  Examine and Review Data Results to address questions concerning legitimacy.

            3.  Preliminary Planning conducted by both LMS and workforce.

 

B.  Methods/Agenda:

          1.  Pre-event Call for Participant Volunteers.

2.  Introductions/Setup/Check-in.

            3.  Lecturette and brief overview of survey results.

            4.  Call for clarification of questionable items or trends.

            5.  Lecturette on the Simple Planning Process (Levels 1, 2, and 3 only).

            6.  Prioritization of items or trends requiring cycle 1 action.

            7.  Form groups for each priority with predetermined group requirements.

            8.  Group reports.

            9.  Questions and Answers.

            10.  Call for authority Sponsors.

            11.  Final thoughts and Evaluation. 

 

C.  Resources.

            1.  Time:  2-hours and 30-minutes.

2.  People:  Volunteers in a slice of the organization (criteria handout).

3. Facilitation Team Materials:  Standard Package plus projection equipment.

4.  Participant Materials:  Standard Package plus Survey Results.

5.  Bodies of Knowledge:  CapacityWareTM Technology, and unique for RFP.

6.  Handouts: Planning Model.

7.  Links:  Client-Key.htm

 __________

 


 

 

Sample Design…

 

03-D11.  Organizational Learning

 

Scenario:  Each event is assessed for effectiveness by those who are in charge of the event and those who attend the event.  These results are posted to the CapacityWareTM Software System as a repository for all happenings in the organization; provided no other system of this kind is available (these data gatherings are completed as a priority so that the system doesn't reach an overload).  On a schedule set by the organization, recommend monthly at least, a small team reviews the results in a variety of categories to determine what improvements may be necessary.  Once identified, improvements are made and communicated to the organization along with results/implications.  The following is a sample of a gathering of the Organization Learning Team – a nucleus of influential ProZones from across the organization.  

 

AOutcomes:

            1.  Engage people with highly influential ProZones to magnify results.

            2.  A network of facilitators who focus on the lessons learned from across their network.

            3.  Links:  25 Models – especially Adult Learning, may be embedded within other designs.

 

B.  Methods/Agenda:

          1.  Upon Arrival: Facilitators list discussion points on a single easel pad to focus options.  Attendees have a Process Diagram of old and new proposed diagram.

            2.  Introductions/Setup/Check-in.

            3.  Brief Lecturette or Review of Examination/Evaluation and Generalization.

            4.  Brief Findings with Recommendations and repeat for each process on list. 

            5.  Open discussion to clarify and help establish priority.

            6.  Prioritize implementations if priority is needed or a test focus to gain data. 

            7.  Final Thoughts and Evaluation. 

 

C.  Resources.

            1.  Time:  2-Hours monthly.

2.  People:  Designated ProZone Teams (identified by network if needed).

3. Facilitation Team Materials:  Standard Package.

4.  Participant Materials:  Standard Package plus discussion diagrams, etc.

5.  Bodies of Knowledge:  CapacityWareTM Technology, and unique for RFP.

            6.  Handouts:  Organizational Learning Model.

            7.  Links:  Client-Keys.htm.

__________

 

 


 

 

Sample Design…

 

04-D13.  Quarterly All Personnel Meeting

 

Scenario.  As a result of an all personnel data collection effort it has become obvious that the flow of information is not working well when reliance is focused entirely on the chain-of-command.  Departments lack a unified flow of information important to the whole group.  Each work group has a facilitator training in "anchor – recording" tasks.      

 

AOutcomes:

            1.  Increase trust between authority and workforce population based on open dialog on a regular monthly basis.

            2.  Assure everyone gets to ask and have questions answered by a subject matter expert (SME) within potential restrictions to assure anonymity.

            3.  Assure everyone gets the same critical information.

            4.  Client-Links.htm.

 

B.  Methods/Agenda:

          1.  Pre-meeting activity:  "Call for Cards" well before the meeting. 

            2.  Opening Agenda Setup.

            3.  Information Out:  Statements by selected Managers, Wrap-up Statements by Top Authority.

            4.  Final Call for Cards.  Open for Questions from the Workforce.

            5.  A Facilitator asks the Call for Cards items beginning with the most urgent.  The best author responds.

            6.  Open – Final Remarks by Anyone!

            7.  Evaluation.

 

C.  Resources.

            1.  Time:  Normally 1-hour.

2.  People: All stakeholders of the Department.

3.  Facilitation Team Materials:  Standard Package, plus advanced receipts from "Call for Cards", Cards for Questions available.

4.  Participant Materials:  Standard Package. 

5.  Bodies of Knowledge:  CapacityWareTM Technology, and unique for RFP.

            6.  Handouts:  Appropriate outlines or texts of material to be delivered. 

            7.  Links:  Client-Key.htm.

__________

 


 

Sample Design…

 

05-D12.  Team Development – Compatibility Scores

 

Scenario:  A new QWLC Client has asked for a team building event following the establishment of a new office.  The group is comprised of some current employees and a number of new hires.  The following design has been suggested and will be the subject of a meeting with the new office manager. 

 

AOutcomes:

            1.  Create a culture that fosters unity of thought with a high level of understanding each other’s strengths and vulnerabilities that yield high performance and productivity.

            2.  Appreciation for the contributions of each group member and beyond.

            3.  Links: 25 Models Set.

 

 

B.  Methods/Agenda:

          1.  Introductions (with symptoms)/Setup/Check-in. 

            2.  Exercise: SPOONS with SO.

            3.  RGB Foundational Workshop Design or Refresher Design.

            4.  Review of Organization Alignment Documents.

            5.  Elicit, Record and Prioritize Proposed Changes in Sub-Groups.

            6.  Exercise: Rocks and Roles with SO.

            7.  Create and Populate an Appropriate Timeline by Posting Priority Items.

            8.  Conduct an abbreviated MTT Exercise, with SO.

            9.  Review and Adjust Timeline Actions and Assign Shepherds.

            10.  Discuss and Set Metrics, add to Timeline.

            11.  Final Thoughts, Evaluate Event, and Set Next Meeting Dates.

 

C.  Resources.

            1.  Event Time:  12 to 15-Hours (off site if possible).

2.  People:  An intact team or work group, particularly during a transition.

3.  Facilitation Team Materials:  Standard Event Design Package plus SPOONS Kit,

Full Spectrum Rocks Kit, and Roll Paper.

4.  Participant Materials:  Standard Event Package.

5.  Bodies of Knowledge:  CapacityWareTM Technology, and unique approach based on Client RFP.

6.  Handouts: Generic Realignment Literature, Specific Organization Alignment Documents, Organization Diagram(s), Metric Options List, Calendar.

7.  Links:  Client-Key.htm

__________

 


 

__________

 

Sample Design…

 

06-D11.  Planning

 

Scenario: As part of the work with a client Data Collection Team, we often engage them in about an hour long planning session.  The idea is to let the team decide how they will “break up” into several follow-through teams toward the end of the data collection step.   

 

AOutcomes:

            1.  Reorganize a “Master Team” into several smaller teams that will perform various functions with augmentation from the organization at large. 

            2.  Continuing coordinated efforts with a “Master Team” member assigned in an advisory capacity. 

            3.  Links:  Appropriate 25 Models Technology. 

 

B.  Methods/Agenda:

          1.  Pre-workshop – decide on sub team candidates based on a volunteer list and invite them to the session. 

            2.  Introductions/Setup/Check-in.

            3.  Identify potential follow-through teams and ask for preferences for each.

            4.  Planning Model Lecturette at the 2nd and 3rd levels that new team members can apply to their respective assigned teams.

            5.  Planning Activity (each team):  Brainstorm the 6 elements; Outcomes, Methods, Resources, Resistance, Magnitude, and Ownership to determine issues to be resolved.

            6.  Each Team to Report Results and entertain issue resolution suggestions. 

            7.  Determine new meeting date for each sub-team and create a tentative agenda.

            8.  Final Thoughts and Evaluations.

 

C.  Resources.

            1.  Time:  1-hour, 30 minutes.

2.  People:  Sufficient volunteers from Stage 4 list to fill the sub team requirements.

3. Facilitation Team Materials:  Standard Package.

4.  Participant Materials:  Standard Package. 

5.  Bodies of Knowledge:  CapacityWareTM Technology, and unique for RFP.

6.  Handouts: Planning Model #8 with a focus on Line 2 and 3.

7.  Links:  Client-Key.htm

__________

 

 


 

 

Sample Design…

 

07-D12.  Matching Tasks with Talent

 

Scenario:  Evidence has suggested that the ProZone between workers has become sufficiently dysfunctional that a Triage has suggested an MTT workshop.  The results of the MTT may cause a shift in the duties and responsibilities of selected members of the work group.  It is possible that personnel transfers may become a possibility. 

 

AOutcomes:

            1.  Determine the level of compatibility between a worker’s RGB Individual Profile and the results of an RGB Task Analysis. 

            2.  Improve the placement of an individual in the best job for them.

            3.  Links:  25 Models with an emphasis on RGB-MTT specialty. 

 

B.  Methods/Agenda:

          1.  Check-in with a unique question:  What do you hope results from this event?

            2.  Standards for this session:  Derived from HR requirements.

            3.  Introduction of the RGB-MTT Form 1, and the Task of listing top 10 tasks.

            4.  Lecturette on the RGB-MTT Form completion by steps.

            5.  Listing of the Compatibility scores with or without names (group decision).

            6.  Explanation of Follow-through no-fault initiatives:  Task shifting, etc.

            7.  Final thoughts and Evaluation.

 

C.  Resources.

1.  Time:  3-hours.

2.  People:  All members of the work group impacted by Triage.

3. Facilitation Team Materials:  Standard Package.

4.  Participant Materials:  Standard Package plus position descriptions and current RGB Individual Profile. 

5.  Bodies of Knowledge:  CapacityWareTM Technology and unique requirement form client RFP (when appropriate).

6.  Handouts: RGB-MTT Form 1

7.  Links:  Client-Key.htm

__________

 


 

 

 

Sample Design…

 

09-D12.  Best Practice Adoption

 

Scenario: The client organization asked for a series of events that would result in a less cumbersome recruiting and hiring process.  The finished product was delivered following the 8th session.  The following design was the first in this series and used to get the team "ready" to tackle the difficult process of unifying a system used and adjusted by 25 of its installations across a three-state region.   

 

AOutcomes:

            1.  Process redesign to achieve unity of application.

            2.  Improve the reputation of those using the process as a result of efficiency.

            3.  Links:  25 Modes. 

 

B.  Methods/Agenda:

          1.  Introductions/Setup.

            2.  RGB Basics.

            3.  OMR4.

            4.  Designated Norms. 

            5.  Results and Measures Lecturette: UHS Categories, with Walk-Around and Voting to determine priority focus. 

            6.  Tentative Top Outcome Decisions.

            7.  Final Thoughts, Calendar, Evaluation, Photos.  

 

C.  Resources.

            1.  Time:  3-Hours.

2.  People:  Initially 8 experts from field offices, expanded to 12.

3. Facilitation Team Materials.  Standard Package. 

4.  Participant Materials:  Standard Package.

5.  Bodies of Knowledge:  CapacityWareTM Technology, and unique client requirements.

6. Handouts:  Agenda plus Models – RGB, OMR4, UHS.

7. Links:  Client-htm. 

 

__________

 


 

 

Sample Design…


11-D12.  Leadership Transition

 

Scenario:  A past client organization has called asking for a leadership transition for one of their major department managers.  The department facilitation team has been alerted that you will act as the lead consultant for this effort.  The last organization-wide data collection was concluded within the last fiscal quarter.  You have worked with the team recently on a scenario that would lead to the current request for a transition workshop. 

 

AOutcomes:

            1.  Stabilize the performance and productivity of the Department at current levels.

            2.  Pass the "baton" from the current very effective leader to her replacement. 

            3.  Links:  25 Model Set.

 

B.  Methods/Agenda:

          1.  Introductions by CEO, Introductions/Setup (old and new managers present).

            2.  Condition of the Department Report by internal Facilitation Team.

            3.  Ceremony to pass the "baton" with brief remarks (old manager departs).

            4.  New Manager’s Introduction of self, management style, etc.

            5.  Facilitation Team identifies current Priorities List.

            6.  Teams work on new Alignment needs with a report containing recommendations.

            7.  Walk around voting and disclosure with tentative selections.

            8.  Final Thoughts, Evaluations.

 

C.  Resources.

            1.  Time:  3 to 4-Hours.

2.  People:  CEO briefly, Department Facilitation Team, Managers, and workforce members.

3.  Facilitation Team Materials: Standard Event Package, baton, projection equipment.

4.  Participant Materials: Standard Package.  

5.  Bodies of Knowledge:  CapacityWareTM Technology, and unique for RFP.

6.  Handouts: Transition Model, Data Collection Summaries,

7.  Links:  Client-Key.htm


__________