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Conducting a workplace analysis can be a daunting task as requests of this nature are often made out of panic, fear, and at times all out sheer desperation.
As the Organizational Development (OD) professional, you’re expected to put on your red cape, swoop in, and save the day. Unfortunately, things don’t always pan out this way. While training may not be the end all be all to fix the problem(s) causing the request for the workplace analysis, OD professionals are called in the give a clear assessment and possibly a solution of internal or external influences that are affecting the forward progress of the organization.
Should your duties ever consist of conducting a workplace analysis, here are five pitfalls to avoid.
- Don’t base your analysis on assumptive data.
- Eliminate all bias.
- Focus on the behaviors observed, not the person.
- Evaluate all internal and external influences.
- Do not become emotionally attached.
Do not base your analysis on assumptive data. Opinions are like lottery tickets, everyone wants theirs to be the winner. When systemic performance issues occur, it is most likely the leader already has a theory, but is not quite able to substantialize it. Many times they will call in the OD professional to merely back up their theory, so that proposed solutions will have justification.
As the OD professional it is your duty to provide well educated conclusions based off hard facts and data, not your opinion. While you will most likely be fed tons of data and background information try not to let it taint your analysis. If you’re provided with data, do your own analysis, don’t count on the work of others.
While it may seem like you’re beating a dead horse, remember your role. You been invited to come in an assess the situation with a fresh set of eyes. Don’t taint your vision by looking through someone else’s cloudy lenses.
Next…the importance of eliminating all bias.
Contributor Raina M. Berry, MSHRD Organizational Development Coordinator National Board for Certified Counselors, Inc. and Affiliates
Susan Reinecke shared with the ATD Piedmont Chapter in May 2016.
here is the presentation she used to guide this enjoyable, even fun meeting with the group
When’s the last time you actually played? Really let loose, stepped out of your comfort zone and just let whatever happens happen? As adults, we don’t always have the chance to learn by playing, by experimenting, laughing and having fun. Yet, research shows that games and play in the workplace can have fantastic results. By playing together, we can form deeper relationships, spark creativity and release stress in healthy ways!
What is play? Play is the opportunity to take risks, to get outside the box and safely interact with others in fun and creative ways. In this workshop, play will focus on dynamic interactions that incorporate movement and improvisation, laughter and exploration. You will leave energized and ready to face the rest of your day.
By participating in this workshop, you will get to know people on a new level, you will get on your feet and be a part of something exciting and unpredictable. And more importantly, you will learn the value of bringing play into the workplace!
The speaker, Susan Reinecke, is a subject-matter-expert in the area of improving relationships in the workplace. Part of her work is leading exercises that get employees engaging in new ways, improving wellbeing, productivity, and workplace relations. As she says “Fun is good for you and your business.” She also designs and delivers targeted workshops on topics such as becoming a more successful presenter, storytelling, and improvisation.
Susan is a lifelong learner who has enthusiastically led dynamic interactions for over 20 years. Currently she works as an independent consultant and facilitator, designing and integrating dynamic interactions and play to deepen workplace relationships, improve wellbeing, and increase productivity. She holds a Master’s degree in Human Development and Psychology from the Harvard Graduate School of Education and an MFA in Interdisciplinary Arts from Goddard College.
Tales from the operating room: Train them like brain surgeons
A quick story: Back in the day, I trotted off to my local university with dreams of becoming America’s next great medical doctor. With transcript in hand, SAT scores in my hip pocket, and a plan to graduate early so I could enter medical school, I eagerly dived into my classes. On the weekends, I worked at a local hospital and watched future doctors be trained.
Fast forward to today: I am not a doctor. I discovered in undergrad school that three things kept me from reaching my goal; Biology, Chemistry and Physics. Also, blood was involved which is not my strong suit. So before being asked to leave school, I announced to the world that I was changing my plan and becoming the next-best thing to a brain surgeon… and that was life as a corporate learning guru… which was a step up if you ask me.
But, here’s the thing. I did learn something in the hospital about employee engagement. A surefire way to get student/employee engagement is to have them teach the class or at least part of it. The medical community calls this ‘See, Do, Teach.’ It’s the way doctors become doctors. They watch the procedure, then do the procedure, then teach the procedure to the next student or group. The medical community knows that you-don’t-know-it-until-you-can-teach-it. And you should steal this idea.
So, what’s the application? If you want your employees to give their undivided attention and ask a bazillion questions, let them know in advance they will be teaching part of the class tomorrow….on their feet…in front of the room. Nothing drives engagement like the fear of embarrassing yourself in front of your peers! Picture a 3-day workshop. Before class begins, give each employee a teaching assignment for the next day around today’s lessons. That will engage them like nobody’s business!
Ask your doctor.
Jim Blaylock, Sales Coach
How to Keep Employee Training Relevant and Interesting http://ow.ly/BeqQY
Why would anybody spend a ton of money training employees if there’s no way to actually prove it works?
Many would answer, “I wouldn’t.” But that’s the wrong question.
Can you quantify the benefit of your elementary, middle or secondary school education? Probably not.
Would you say, “I’m not going to buy a six-figure education for my kid to go to college unless I can prove it’ll get her a six-figure job”? Not likely.
The reason is that we know, thanks to numerous studies, that education is good for people and is correlated to higher incomes.
Well, workplace learning is good for people, too. Most of us would agree that, broadly speaking, when employees are trained and developed effectively, they perform better and are more promotable.
To read more click here.
Microsoft is creating a new training and development center in Vancouver B.C., focused largely on Office, Bing, Skype, and MSN, and that could eventually create 400 new jobs.
The center, which the company is calling the “Microsoft Canada Excellence Centre” will open late next year in the Pacific Centre shopping mall, above a Nordstrom, in downtown Vancouver.
Microsoft will be spending $90 million a year on the center, with the bulk of that money going toward the lease and employee salaries and benefits.
Microsoft plans to hire the first of its Centre employees this summer.
The center will focus mainly on training people who will go into research and development for Microsoft’s Applications and Services Group. That group is responsible for Office, Office 365, SharePoint, Exchange, Yammer, Lync, Skype, Bing, Bing Apps, MSN and Microsoft’s Advertising platforms.
Microsoft already has a sizeable presence in Vancouver, with more than 300 employees working largely in game and entertainment development there. To see the full story click link below…