Session L2 - Releasing your peoples creative genius

Session L2


Releasing your peoples creative genius

Karen Ver - Chair

Gordon Peterson –



Set the scene by measuring the energy in the group..

“has elvis left the building?”



Bono when going round asks “who is the elvis here?” what he is looking for is charisma, attitude

There is a little bit of elvis in everyone and our goal is to unleash the little bit of elvis in us

In pairs – face each other and looking at each other say I like you without smiling or laughing



As a Jedi – can you say “I love you” without laughing and smiling – they say it is impossible

There are some challenges that require us to use our social oomph



Told us a personal story of personal change, and how we often try to change but do not use the strategies that work and we wonder why.. we need to play to our strengths.

Innovation is about change, and sometimes we try to make change too early and not in the right context.



Introduces Yin/ Yang – all about balance.- doing-being

What gets lost in the doing stuff is the being how we do things.

Using simple mindsets can help us get into the mindset of



Productive creativity

The habit of doing new things to make a positive difference

Habit is counter intuitive – you don’t associate habit with doing nw things – you can build a habit of doing new things. Its not about crazytivity, its about something that can take us forward.



There is no right or wrong

Positive minded – you need a vision – how good are you and your organisations at killing ideas – 1-10

How do we kill ideas – write a report, do a business case, money, tried that before…. We are very good at killing ideas

Being able to nurture ideas is vital.



Story

walk along a path – 3 little shoots – a genie appears

choose one…

1. rose

2. oak tree

3. gorse

what do you do? – wait nurture? See what is growing and changing

easy to say – difficult to do



in pairs – person 1 comes up with ideas to make the cipd conf better next yr

person 2 answers everyone with yes.. but

Say in your pairs

Remember that you felt like

Person 1 offers ideas to improve the conference

Person 2 answers with yes… and – offers ways of building

Recap on how people felt

When someone craps on someone’s ideas you sapp their power

How often do you have conversations of the second type – less judge mental and more supportive.



You need to be clear of what you expect from people – this is what de-bonos 6 hats is about. Being clear means you need to be careful about the language you use.

When we ask the question “what do you think?”

A better q would be “how could we make this better?”



Chris kissing the fish – there is a story behind this chris never used to like fish, he would go to dinner parties and be offered fish & DECLINED it – people took pitty on him. One day he tried it as he was wondering what he was missing out on. He tried it, found he liked it



Getting Fresh

Do you travel to work the same way?

Fav restaurant/ dish

Read the same mag/ news paper

Even when staying away sleep on the same side of the bed.



Why do we stay with our habits/ favourites.

Studies show that we can recall almost every piece of data we have ever been exposed to. We can hold an unlimited amount of data..

Why might having a lot of diff ideas in your mind – when you are looking to solve problems, if you have different experiences you have a wider pool of ideas to select from – fresh ideas

Get fresh, explore the ideas, get a fresh perspective. Buy a diff mag, go a different way to work. Consider doing something different every day – this may be as simple as going into a shop you would not otherwise go into, read a mag of something different that you would chose to read



Lighten-up! – do something frivolous

REAL – a fav company of mine is IDEO

Philosophy –



Get people engaged, bring the idea to life

Ask yourself the question – how can you bring your idea to life

FAST

Virgin spent months looking at virgin cola for months – then one day righard branson on morning TV answered the question “what is next?” he said in 6 ½ weeks is virgin cola – none of the project team knew this and were shocked, but the team delivered 6 ½ weeks later!.



MOVEMENT

BIG – do it, say it – take a personal risk. If you wait you will miss the moment. Be brave. If you take something away from this week be brave – do something



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DRAFT POST

Session D1 Beyond Employee Engagement

Rober Browton – Hay group insight

Clare Marriot – Rentokil pest control

 

 

 

Robert started by saying “hello Manchester”.. unfortunately the audience were not as engaging.

 

We were given the opportunity to talk with the person sitting next to us about yesterdays and our experience.

 

Robert wants our views on things.. is he expecting these things to be blogged or tweeted?

 

Today is about the idea of engagement and how you can measure it differently

 

Engagement is about unlocking peoples potential at work… what is your elevator pitch about it.. what does it mean to you? Passion, motivation, commitment were some of the ideas given from the floor.

 

Engagement is about enabling people to deliver there potential and the benefits it provides orgs..

 

The best orgs that do have EE are pulling ahead of the competition in the current downturn

 

84% of people say they are willing to help their team

 

85% say they are committed to helping their org to survive

 

People may think they are doing this – but are they actually doing it? Thought from the floor

 

63% feel their org is not appreciating the effort they are putting in

 

The leadership function is critical for engagement and having that engagement drive business performance and results.

 

To go beyond employee engagement we need to deliver – engagement-enablement-employee effectiveness. We need to look at a 4 box grid showing engagement-v-enablement

 

This matrix needs to be applied within the boundaries of the sector (i.e. finance) and to a lesser extent system limits.

 

 

 

Hand over to Clare

 

Clare gave on intro to the business and the scope that its 7000 people cover. With over 20 native languages, communication across the org can be a challenge.

 

Has earlier this year introduces new values – Service, Relationships, Teamwork – this was done to align all of the rentokil initial group. These were derived from global focus groups.

 

Measuring both customer and supplier engagement are linked and the org uses both for trend spotting and evaluation

  

With a show of hands 45-50% run staff surveys

 

30% use surveys to measure customer feedback

 

How many compare these two sets of results 5-10% - this beyond engagement is about looking beyond and customer surveys is a key part of this.

  

EE is linked to development of the brand of the company. Buy-in from the top of the business and BUMs for looking at EE was critical.

 

To gain the buy-in the key was to communicate, communicate, communicate and had conference calls every 2 weeks to manage and co-ordinate the process.

 

Communication included posters, reports. Powerpoint and this year an intranet site where the data is managed and feedback is available where resources are available for managers to help them improve key points. This is new this year but the group are excited about its possibilities.

 

Initial Rentokil run this annually in September and do the process on paper across the whole business. The survey window is 4 weeks long, and feedback is returned 3 weeks later.Rather than just feedback on the company, the system provides locally, and relevant results. The system produces powerpoint format presentation for each manager automatically

 

Recently the group has adopted the new Hay enablement survey as part of the process. Reports are produced for all teams greater than 5 people in size, this means that action is more likely to be taken on a team by team basis.

 

Response rates were 93% and have recently increased to 97% - this was much more than originally expected, this puts pressure on taking actions to deliver on survey findings.

 

Managers are targeted through objectives to improve results and included in every managers PDR

 

 

Key factors to make this work:

• Invest in the management of the programme 
• Attention to detail 
• Link to everything – data internal and external

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Draft post

 

Employee engagement surveys

Employee Engagement

Employee Engagement was very much a common theme throughout many of the sessions at this years conference. many of these sessions have prompted me to do follow up research and I found the following presentation to be particularly thought provoking

Employee Engagement A To Z Slides

I have started to compile a roundup of the various approaches to Employee Engagement models so check back for updates...

Experience the annual conference and exhibition

Throughout the event the CIPD had its roving camera crew. This caught up with a large number of people and this clearly shows that it was a stimulating event for them.

Unfortunately they appear to have missed:

• The community regulars...
• The community moderator...
• CIPD staff...
• The Apprentices
• Yours truly

... maybe that was not a bad thing....

But I am sure YOU are there - have a look.... watch the vox pops video
What do you think of the video - does it inspire you to attend Manchester 2009?

For those that want to know more about vox pops at wikipedia, vox pops can be powerful tools for employee engagement, measuring staff satisfaction etc as well as for event promotion.

How to get engaged at work

This session was led by Beverly Alimo-Metcalf of Bradford school of management.
In this session we were introduced to a range of research projects around leadership, culture and engagement .

Traditionally people have been recruited into leadership roles on the basis of competence . This has been shown to be ineffective and a risky strategy. What is important for future leaders is the ability to create a culture of engagement and to reduce stress within the organisation . Research was highlighted that showed that 65-75% of employees cite their boss as the main source of work place stress. Something we all need to address.

Some of the questions posed to us include;
How important is engagement for your organisation ?
Do you really know how engaged your colleagues are?
How can you influence the creation of an engaging culture ?

Comments
A good speaker but the session was a little too focused on the placement of their products, rather than tangible actions delegates could undertake, indeed much of the content was about out with the old - yet seemed to put weight on 2003/4 research when the speaker said times were changing.