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 rod.willis@assentire.net http://www.assentire.net