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Use this process for Workgroups in or needing transition
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Workgroup Balancing Act
Delivering Balance Through
Workgroup Alignment
A clear process for people to follow
also for teams
Keeping on the straight and narrow
The overall process Balancing a Workgroup
• What:
• Why:
• Who:
• When:
• How:
• Where:
Follow a clear structured process
Maximise upside, minimise downside
Members of a workgroup
Workgroup benefitting from behavioural change
Follow just six steps
Self-administer or have us help you
What is the process
Measure where the workgroup sees itself
Step 1
Define and agree where it needs to be
Steps 2-3
How to get & stay there
Steps 4-6
Implement, monitor and sustain
On-going
Why engage with the process
• Maximising – the workgroups effective capacity – each member’s individual capability – productive interpersonal communications – workgroup alignment with a clear and common purpose
• Minimising – workgroup miscommunications – workgroup interpersonal conflict – workgroup misaligned sense of purpose
• Our unique process integrates insights from four practice domains, only this approach can maximise the impact of the workgroup balancing act – Appreciation for a System – Knowledge of Variation – Theory of Knowledge – Behavioural Change Psychology
Who engages with the process
• Workgroup Members – needing to work together more effectively
– that have come together to deliver against a specific project that will later disband
– from different organisations that need to work together effectively
– wanting and needing to fine-tune how they work together
When to engage with the process
• When a new workgroup is being formed and you need it to become effective quickly
• When an existing workgroup is showing signs of being or becoming out of balance
• When an existing workgroup is out of balance
• When a workgroup is about to disband, and the stakeholders want to learn from the workgroup, learning from what has gone before
How to engage with the process
• Complete the Innovation Audit Team and Workgroup Edition, then follow our six steps 1. Review the results using emailed report, then
complete the following steps 2. Ideal team profile see note
3. Management team roles see note 4. Type dynamic indicator see note
5. Interpersonal relationship compatibility see note
6. Action planning workshop
Note: Via online profile and feedback session
Where to engage with the process
• Self-administered, do this if you are not sure of a need right now! – Step 1 can be achieved by taking the online profile and
following the guidelines within the supplied report.
• Facilitated, do this if you are sure of a need – Each step is designed to be run as a face-to-face
workshop lasting 3-4 hours. Steps 1 to 5 inclusive need the completion of an online profile prior to the feedback session
– Step 6 is where all the new insights are brought together to create a common view of what the workgroup needs to do to be effective at its execution
Overview of the process
Step 1
Review results &
agree need
Step 2
Ideal team profile
Step 3
Management team roles
Step 4
Type dynamic indicator
Step 5
Interpersonal relationship
compatibility
Step 6
Action planning
workshop
Complete the Innovation Audit Team and Workgroup Edition to establish the need Next follow our six steps
Delivering Success
Step 1
Review results &
agree need
Step 2
Ideal team profile
Step 3
Management team roles
Step 4
Type dynamic indicator
Step 5
Interpersonal relationship
compatibility
Step 6
Action planning
workshop
1 to 4 weeks
Monitor
Workgroup Members output
Update &
Monitor Update & Monitor
Update & Monitor
Optional: Our on-going facilitation support
On-going
Fixed price service Pre-agreed monthly support
We can be with you all the way
Contact: Rod Willis of Assentire Ltd. +44 (0)7788 457202 [email protected] http://www.assentire.net