Client, result, team
The Issue:
Intervention:
Results:
the CEO, six months into his new role, wants to improve his people's professionalism.
His analysis shows that changes need to be made around the ways in which his
people approach clients and relate to each other, rather than around improving their
expert knowledge and skills.
a 4 days intervention in which 18 co-workers develop a paradigm that leads them to
look and act in a more client, results and team focused way. We develop their ability
to lead on relation and process level. The intervention has three recurring themes:
client, result, team.
each intervention delivers enthusiastic co-workers, all of whom have experienced
that teamwork delivers better results and provides opportunities for everyone to
grow. Each participant has increased self-knowledge and awareness of his/her
responsibility. The results are successfully transferred to client projects.
Paradigm shift:
From
To
I know what’s good for my client
My client is issue owner; she needs to
have confidence in the solution/way
forward
My solution is best
Making assumptions and thinking for
others
I’m not a …(leader, presenter, team
player, creative person)
With others I get to better solutions
Checking assumptions and questioning
others
I’m able to do more than I thought; I
show more of my talents
Learning is something you do after
you’ve made a mistake
I can learn from both mistakes and
successes; we learn explicitly
Learning is something you do during
trainings and courses
Learning is something I can do and
organise in my daily work
Success factors
ownership:
consistency:
all-inclusive:
the initiative for this development lies with the CEO; the entire board participates in
the interventions individually. Each intervention has a board member as “client”.
This client opens the intervention and returns to receive a result in the form of
team presentations;
the delivery team lives the theory. The delivery team consists partly of former
participants. These participants become the carriers of the development within the
organisation;
all levels of co-workers participate: front office and back office, senior and junior
staff.
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Lessons
transfer:
mooring:
broadening:
availability:
resistance:
the first few interventions lead to an active application of the insights in internal
gatherings and several client projects. There lacks an overview of applications, its
results and learnings;
in order to “moor” the experiences and practical applications, we develop a follow
up session to be held three weeks after the intervention;
as yet there is no room to broaden this approach to the sales approach, interal
coaching, project kick-off or internal training programs;
it appears to be though to get former participants available for the delivery team.
That contribution is not yet valued as contributing to organisational and personal
development;
we don’t pay explicit attention to participants that don’t see the relevance for this
development. We don’t manage the resistance.
Co-realisation
Erik van Riet | Dimphy Peters | Yvette de Beer | Changeability | Picauly Business
Intelligence
Reaction:
from a board member – being not the initiator, send to the people he
participated with
"I’ve had a lengthy talk with P [office manager] and we will apply what we've
learned during our internal meeting next Monday with 90 colleagues… It will be a
challenge, but let’s go for it."
"You have surprised me and really helped me to develop our organisation further.
For me, today was the highlight. You have a wonderful coaching approach. Same
goes for the feedback."
Reaction:
from a co-worker / participant
During my trip back to Groningen I’ve been calling and thinking. Calling to share
with everyone who might be interested in what I’ve learned and – especially – what
I’ve experienced.
You’ve all witnessed the difficulty I had, every now and then during the training,
with the structure. Especially when I saw that other people were also having
difficulties and I thought - and this was my learning point of the week - that I
needed to solve everyone's issues, instantly, in my way :)!
But besides my personal experience, I’ve never reached a team result that was so
intense and euphoric. I hope to experience more of this in my daily work.
Finally, because of my quick departure, I haven’t been able to thank Marieke
personally. I will do it here, "publicly"...Marieke, thank you very much for this
experience. For me you showed the right mixture of holding on to a choosen way of
working and letting go when you saw that that was necessary.
For more information about this intervention, please contact me via [email protected] or
+31 613279833.
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