Comments from the managers and leads who participated
“I feel that I am more effective in clearing the path. I am able to identify when my staff are struggling and need someone to push a bit harder on their behalf. It has also made me recognize that part of the work environment is to experience the growth and skill development. I am able to stand back and let them run with something and know that I am still doing my job which is valued by the organization.”
“Improved communication; helped new team members; help me manage my time; made me realize the importance of delegation and how to do it; made me a better leader.”
“Ensuring regular and consistent communication up and down the chain, as well as providing a forum for regular, constructive feedback — the disciple of developing new habits has helped to ensure the tools will be used long term.”
“Overall, even though I was skeptical we’d get sufficient ROI to merit the investment, I think results have proven me wrong. Some of the keys were: 1.) Strong support from RT on down thru executive; 2.) Quality of the consultants we used; 3.) A dedicated resource to make it happen (OD Manager); 4.) A focus on practical tools that can integrate easily into our core ways of doing things so that the impact sticks. 5.) A focus on team lead level of the organization, where the most pain was. I would like to see us do a Part B for managers only at some point, with a broader agenda, but still some focus on people.”
Notes from Karene Weickert, Organizational Development Manager at Class Software Solutions, after interviewing the employees who participated
- They love the 1:1’s — they are seen as an opportunity to tell what’s up and what’s down, report progress, clarify priorities, avoid surprises, seek assistance, document deliverables and get to know their lead/manager.
- The “ThinkListsTM” have helped to spawn the discussions so that both the team member and the lead/mgr get to know each others strengths, areas for improvement, motivators and reinforces goals and focus. Helps them to challenge themselves and see the opportunities that are available.
- Communication has improved — information is now being shared with a wider audience when needed plus others are being protected from receiving unnecessary data.
- Feedback — on the fly and plus/delta have helped them to know specifically where they stand and how to improve, the impact statement provides clarity and the sense is this will pre-empt the need for a performance issue discussion. The opportunity to provide their lead/mgr with feedback was invaluable, although awkward at first.
- Delegation has improved, with more information transfer, clearer expectations and deadlines…
- Crisis management — team members now know what questions will be asked and can prepare.