Organizational Change with Transparency and Inclusion

The deputy CIO heard about my session on removing blame and requested that I facilitate the session with the management team. During the session I had the management team surface blame that existed in the organization. The responses were grouped and through dot voting we prioritized what should be focused on. They then got into small groups and worked on perfecting an idea for change on the highest-ranked topics. The session was well received. The group wanted more time to create action plans to implement the ideas, but we ran out of scheduled time and the deputy CIO wanted to share the results of the employee satisfaction survey.

The survey results showed that scores for one area was very high and another very low, most enjoyed their teams but management was failing at communication and many would leave for just a little more compensation. The next steps were for managers to share the results with their staff and find out more so action plans for improvement could be made. I subsequently asked how would this be done to foster safety? The deputy CIO then requested I partner with her to do this.

My recommendation was for me to facilitate workshops since I was not a part of leadership for each survey group. The workshops would exclude anyone who has a direct report but we would have a separate session for managers. The workshop would be designed to share what we learned from the surveys, get insight on what concerned employees, and identify what change employees wanted to see.
 

Continue reading this BlogSpot at http://curiousagility.blogspot.com/2014/10/organization-change-with-transparency.html

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