Professional Documents
Culture Documents
People Focussed Interventions
People Focussed Interventions
Process Observation
People
• Simulation – Meeting with • Team Communication
customer • Business Initiative
With knowledge of the Change Curve, we can plan how we will minimize
• Simulation – Managing • Business games
the negative impact of the change and help people adapt to it more Effective Change •
Keeping AQAL matrix in mind while designing a program Ex : Road Trip , Attitude
quickly. Our aim is to make the curve shallower and narrower Anchors etc )
focussing on the below quadrants
Source : AQAL
Stage 4
changes start to become
"second nature," and
people embrace the Individual activity Group Activity
improvements to the way
Stage 3 they work.
• people's • Case Study
acceptance grows, • Strategy oriented group exercise
• Inside Out Coaching • Survival exercise
they'll want to test
and explore what
Stage 2 the change means
• Reaction to change ,
resistance expected
• Leadership vision ,
commitment
• Manager Output assessment
Stage 1 enablement
• people may be in • Simulations
shock or in denial
Exercise Design Selection ( As discussed in the class – Extract
• critical stage for taken from notes , shared by Bharati )
communication (
provide program
around these )
Day 1 : Pre Lunch 1. Carrying one personal level artefacts ; bringing the emotional angle in mind ( safe Building trust and bringing emotional angle ( let the person be
space and more experience sharing ) as is )
• Define the Problem 2. Recalling a great moment in the organization Recognizing achievement & Creating Comraderies
• Set Context – by Key leaders 3. Share success stories ( group wise activity ) Use success stories to gain support for successful activities.
• Outcome – by Leaders Go in a round robin as well Using success stories to share knowledge and lessons learned
Day 1: Post lunch Ask them right question and ask leadership to create a vision for the organization along with key Alignment of strategy , Visioning
Visioning success and dream state members from employee community quality customer service
“You have become a big organization retaining desired growth” Make them visualize Success
i.e. Flip Flop interviews ( moving from cognitive to articulate )
Picture yourself or A journey of discovery
** Immediate Focus
Element Experience Output
• Walking Values : Enlist your managers. Design a culture initiative that empowers managers
to act as culture exemplars and ethics envoys to their teams. This will promote a stronger
ethical culture and breed greater trust amongst their teams. Reinforces successful performance behaviour as a key
Day 2: Pre lunch - Building business strategy.
strong cultural values • Values-Based Leadership Training : Design a cascaded training plan to span the next three Improve the quality and trust of the manager-employee
to five years, with leaders training managers and onwards. Whether it’s a VP, director, or relationship.
front-line supervisor, education about values-based leadership and the expected Promote regular and informal dialogue: Encourage managers
behaviours should teach managers how to model desired behaviour, encourage reflection to be coaches and to promote two-way communication
(asking how and why questions) among employees, and deal openly and frankly with ethics regularly.
issues as they arise in the workplace. Along with self-assessment and peer coaching,
scenario-based discussions and role-play exercises are effective means of promoting
values-based leadership education.
Day 2 : Pre Lunch Working together as a team ; to achieve certain objective Belief that solution can be built easily together
Team exercise , team activity
• Working together as a team
While this is a for one week ; few more need to be covered as well like :
1) Identification of critical resource and developing top talent ( HIPO identification can be combined ) – How to engage HIPO is important as well
2) Leadership Coaching
3) Manager enablement sessions ( follow up )
4) Capability Building programs with respect to Technical , behavioural , functional and domain competencies is important ( e learning or face 2 face etc )