Tag Archives: Learning Organisations

Learning Rainbows⤴

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I enjoyed a training opportunity last week at the Scottish Government which looked at facilitation skills for stakeholder engagement.  Enjoyed the opportunity (to be on the receiving end of  learning) for a personal experiential learning opportunity which allowed for feedback in an almost co-coaching format.

Fun to look at facilitation scenarios and techniques that can deal with and enhance engagement during training, development and conferences.

There was a reference to the Facilitraining Rainbow (Townsend & Donovan )  that can enable you to decide on the most suitable approach for your facilitation sessions. This innovative decision-making model is simple and I have found it handy as a jump-start when sketching out design. I enjoy the references to “Socratic direction & questioning”and “facipulation” .

Facipulate – to facilitate and manipulate concurrently in order to ensure the facilitator’s agenda is achieved by the end of a meeting or session. 

e.g. The Board Chair facipulated the meeting by asking loaded questions that reflected her position on the issue being discussed. Therefore, no one voiced his or her contrary opinion on the issue and, instead, decided to support the Chair’s position as it seemed the politically wise thing to do.

(The Urban Dictionary.com)

Are you a facipulator? or worse, a manipulative facipulator?

Do I have a hidden  agenda  for even asking this question?

Learning Rainbows⤴

from

I enjoyed a training opportunity last week at the Scottish Government which looked at facilitation skills for stakeholder engagement.  Enjoyed the opportunity (to be on the receiving end of  learning) for a personal experiential learning opportunity which allowed for feedback in an almost co-coaching format.

Fun to look at facilitation scenarios and techniques that can deal with and enhance engagement during training, development and conferences.

There was a reference to the Facilitraining Rainbow (Townsend & Donovan )  that can enable you to decide on the most suitable approach for your facilitation sessions. This innovative decision-making model is simple and I have found it handy as a jump-start when sketching out design. I enjoy the references to “Socratic direction & questioning”and “facipulation” .

Facipulate – to facilitate and manipulate concurrently in order to ensure the facilitator’s agenda is achieved by the end of a meeting or session. 

e.g. The Board Chair facipulated the meeting by asking loaded questions that reflected her position on the issue being discussed. Therefore, no one voiced his or her contrary opinion on the issue and, instead, decided to support the Chair’s position as it seemed the politically wise thing to do.

(The Urban Dictionary.com)

Are you a facipulator? or worse, a manipulative facipulator?

Do I have a hidden  agenda  for even asking this question?

We Won!⤴

from

Last night was the HR Network (Scotland) National Awards 2010 – at which ELC had been shortlisted for 2 Awards:

  • Strategic People Development Project of The Year
  • Best Workplace of the Year

We won both!

  • Strategic People Development – we won over Aegon and Sky !
  • Best workplace – we won over Sky and Kwikfit !

This is a fantastic achievement. This all links  with our current People Strategy 2006-12 which has within it  4 core strategic people aims:

  • High Achieving Leadership & Management,
  • Building workforce Capability,
  • Positive Employment Experience
  • Competitive Recruitment & Retention

 As our delighted Head of the HR Service noted today

Last night’s awards prove that as an innovative, professional HR Team, we’re delivering well on those aims for the employees and communities of East Lothian…We’ve done fantastically to prove that we have what it takes to compete with these organisations and win!

There were a huge amount of entries in all the categories including BSkyb, Cogent, Tesco, Scottish Power, Standard Life, Forth Ports, Scott Moncrieff, Glasgow Caledonian University, Strathclyde Business School, Renfrewshire Council (who won Training Manager of the Year), BIS Salamis, DC Thomson, Investors in People and Angus College.

A great (late!) night out too with over 700 people in attendance.  Well done to everybody involved – what a team!

We Won!⤴

from

Last night was the HR Network (Scotland) National Awards 2010 – at which ELC had been shortlisted for 2 Awards:

  • Strategic People Development Project of The Year
  • Best Workplace of the Year

We won both!

  • Strategic People Development – we won over Aegon and Sky !
  • Best workplace – we won over Sky and Kwikfit !

This is a fantastic achievement. This all links  with our current People Strategy 2006-12 which has within it  4 core strategic people aims:

  • High Achieving Leadership & Management,
  • Building workforce Capability,
  • Positive Employment Experience
  • Competitive Recruitment & Retention

 As our delighted Head of the HR Service noted today

Last night’s awards prove that as an innovative, professional HR Team, we’re delivering well on those aims for the employees and communities of East Lothian…We’ve done fantastically to prove that we have what it takes to compete with these organisations and win!

There were a huge amount of entries in all the categories including BSkyb, Cogent, Tesco, Scottish Power, Standard Life, Forth Ports, Scott Moncrieff, Glasgow Caledonian University, Strathclyde Business School, Renfrewshire Council (who won Training Manager of the Year), BIS Salamis, DC Thomson, Investors in People and Angus College.

A great (late!) night out too with over 700 people in attendance.  Well done to everybody involved – what a team!

The Value in Values⤴

from

Gavin and I presented today at a Seminar in Glasgow hosted by Work on values. It was a great opportunity to tell the story of how the East Lothian Way came about – a value based behavioural framework that’s already forming the basis of our recent collaboratively developed Performance Review and Development process. It also at the core of the continuing Transformational Leadership initiative and it will potentially frame the new performance management/talent enablement model that I’m working on. Interestingly Ram Charan in an article in this month’s People Management notes that there are key principles in successful talent management including the need for

explicitly defined and articulated values – values should make it clear what is expected both of leaders and employees

Its also been picked up (the east lothian way) by others in the organisation as an anchor for policy and standards in arease such as customer services, healthy working lives and equalities and diversity

The seminar was an excellent opportunity to meet up with other OD professionals from the Scottish Public Sector and share and relate knowledge. Work’s presentation presented us with some interesting and often humorous examples of value statements from a range of organisations and gave us time to reflect on do’s and don’t of value statement creation. Although there was a lot more to the content, and the East Lothian Way was internally created at East Lothian Council , Work highlighted some important elements to a good value statement and it was thought provoking to weigh these up against our own East Lothian Way.

Principles of Value Creation

  • Grounded
  • Honest
  • Simple
  • Memorable
  • Liveable

Yes we hope it’s all of these but how we engage with it as individuals and teams is the key and further how we interact with all our stakeholders. Work also note that what we stand for should be;

  • expressed in words
  • experienced in actions
  • a manifesto for ourselves
  • a promise to others

Thought provoking and a pleasure to meet all who attended. Thanks to Dave and Carolyn for hosting and the invite to share practice

The Value in Values⤴

from

Gavin and I presented today at a Seminar in Glasgow hosted by Work on values. It was a great opportunity to tell the story of how the East Lothian Way came about – a value based behavioural framework that’s already forming the basis of our recent collaboratively developed Performance Review and Development process. It also at the core of the continuing Transformational Leadership initiative and it will potentially frame the new performance management/talent enablement model that I’m working on. Interestingly Ram Charan in an article in this month’s People Management notes that there are key principles in successful talent management including the need for

explicitly defined and articulated values – values should make it clear what is expected both of leaders and employees

Its also been picked up (the east lothian way) by others in the organisation as an anchor for policy and standards in arease such as customer services, healthy working lives and equalities and diversity

The seminar was an excellent opportunity to meet up with other OD professionals from the Scottish Public Sector and share and relate knowledge. Work’s presentation presented us with some interesting and often humorous examples of value statements from a range of organisations and gave us time to reflect on do’s and don’t of value statement creation. Although there was a lot more to the content, and the East Lothian Way was internally created at East Lothian Council , Work highlighted some important elements to a good value statement and it was thought provoking to weigh these up against our own East Lothian Way.

Principles of Value Creation

  • Grounded
  • Honest
  • Simple
  • Memorable
  • Liveable

Yes we hope it’s all of these but how we engage with it as individuals and teams is the key and further how we interact with all our stakeholders. Work also note that what we stand for should be;

  • expressed in words
  • experienced in actions
  • a manifesto for ourselves
  • a promise to others

Thought provoking and a pleasure to meet all who attended. Thanks to Dave and Carolyn for hosting and the invite to share practice