Experiments to move
Playing is deep in our nature
Science proves that through experiments, people engage and change much faster. It brings out the inner child which is curious and open to learn.
So why not use that potential of engagement for your transformation?
The key success factors for a transformation are:
leadership
engaged employees
ownership of change management
project structure, progress and learnings
Engaged employees drive new tools and methods if they are experiencing the effectiveness.
So do board members btw.
Check-in/Icebreaker including behavioral exercises
During one of the first workshops about values with a customer I did realize that people were discussing a topic over and over again. Using a lot of time, with little result to show. So during the next workshop we used an icebreaker. They were asked to co-paint a bridge in silence in groups of 4. That gave the opportunity to address the issue. We found the route cause. And that is was a fundamental issue of trust. So they agreed to wanting to address it by defining a value activity to measure the change. Icebreakers having a relevance to the topic are more powerful and can initiate the recognition for a behavioral change.
New meeting format to gain time
Studies prove that 60% of meetings are inefficient and could be more effective. So start with a quick win. Change your meeting to a format which gives everyone the same speaking time. Everybody prepares and proposes his decisions the same way. Benefit:
1.
Decisions are made
2.
Effective meetings
3.
Time for your employees or customers
Listening to gain impact
Improve your listening skills.Be among the % of leaders who get insights to ideas and solutions from your employees. Leaders who don't listen have no way of showing their people that they care. Leaders who don't listen will never earn the commitment of their people. Leaders who don't listen have to rely on compliance instead of commitment. They will need to try and force productivity out of their people.
Increase the psychological safety of your team
Do you belong to the 40% of leaders getting candid, open feedback from your employees? How psychological safe does your team feel?
75% of managers feel that they are very approachable. In a study by Professor Megan Reitz participants were asked to rate work occasions where they feel guarded and open.The findings indicate people feel the most guarded during formal work meetings (39% ‘guarded’ rather than ‘open’) compared to informal interactions at work (18%) and one‐ to‐one occasions with their boss (24%).
You can improve the psychological safety within your teams.
Learn how
Growing mindset
Create a more positive, flexible and engaged workplace. Research has shown that it all begins with a growing mindset.
Stanford professor Carol Dweck has been researching mindset for decades. A mindset is the attitude of thinking. She has found that people with a growth-oriented logic of thought and action, a "growth mindset," approach tasks and challenges quite differently. They are curious, want to learn, develop, love feedback and see mistakes as opportunities. They don't expect strengths to simply be there already; they work on developing them themselves.
Building trust
With probably ⅔ of teams working virtually, building trust is key for successful teams.
What is needed is a strong commitment to
- open
- frequent
- transparent communication,
- opportunities to build intimacy
- possibilities to grow personal knowledge
- talking about wins and mistakes
Your team knows what they need, Make it transparent that this is a topic you care about. And ask them where to improve together.
Let's discuss how
Co-creating vision and mission together with your employees
The power of co-creating your vision and mission is speed, engagement, cultural change and better customer service. Be it done live, online or even hybrid.
Co-creation is about encouraging cultural change within the organization. This mindset shift can be hard to achieve and is dependent on the ability of top management to embrace a humble, empathetic, and participative leadership style.
The above experiments are only a couple of examples of trials and starting points my customers use.
By getting employees to experiment and co-create with new tools/methods step by step, you open their curiosity.
Let’s discuss how to engage your employees to initiate transformation playfully.
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