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Working Together
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1.1 Leadership “Buy-In” Meetings with your Country Manager and his senior team. Establish trust and build relationship. Shadow coaching; learn from them about the leadership important goals, gaps and priorities. Tune into the energy flow in the organization. We agree on the composition of the pilot group.
1.2 Learning about you Understand your current measurements tools and agree on desired KPIs for success of the pilot.
Once trust is establish, you can share with us results of recent surveys that you have done with your teams such as Engagement, Employee’s satisfaction and others.
We discuss the relevance and effectiveness of these surveys and set a base line to be re-measured after the implementation and see if there is improvement.
When needed, we can recommend alternative measurements such as employee’s happiness by third-party vendors.
We add our AI (Appreciative Inquiry) qualitative questionnaire and conducts interviews with each one of the participants. The outcome is a one page qualitative report on the Joy-Care quotient of the participants accompanied by an annex of operational issues raised as challenges to the Joy-Care quotient. The report will mention trend and identified needs without disclosing information on who mentioned what.
Remark: In hospitality, this visit serves also as a special Mystery Guest visit where we can feel as guests how genuine is the care and joy is practiced at front line service.
1.3 Leadership Alignment Align and support senior management to provide Joy-Care Leadership.
Involve your executive team. We recommend forming a Steering Committee to encourage ownership and ignite intrinsic motivation to strongly support the new journey.
The committee will be empowered to align and steer culture fortifying activities across the organization, performing regular reviews and ensuring Leadership role modeling desired behavior. We will seek to obtain commitment to role model and implement the program.
We will discuss the findings of the “Learning” stage and re-align priorities for the pilot program.
1.2 Learning about you Understand your current measurements tools and agree on desired KPIs for success of the pilot.
Once trust is establish, you can share with us results of recent surveys that you have done with your teams such as Engagement, Employee’s satisfaction and others.
We discuss the relevance and effectiveness of these surveys and set a base line to be re-measured after the implementation and see if there is improvement.
When needed, we can recommend alternative measurements such as employee’s happiness by third-party vendors.
We add our AI (Appreciative Inquiry) qualitative questionnaire and conducts interviews with each one of the participants. The outcome is a one page qualitative report on the Joy-Care quotient of the participants accompanied by an annex of operational issues raised as challenges to the Joy-Care quotient. The report will mention trend and identified needs without disclosing information on who mentioned what.
Remark: In hospitality, this visit serves also as a special Mystery Guest visit where we can feel as guests how genuine is the care and joy is practiced at front line service.
1.3 Leadership Alignment Align and support senior management to provide Joy-Care Leadership.
Involve your executive team. We recommend forming a Steering Committee to encourage ownership and ignite intrinsic motivation to strongly support the new journey.
The committee will be empowered to align and steer culture fortifying activities across the organization, performing regular reviews and ensuring Leadership role modeling desired behavior. We will seek to obtain commitment to role model and implement the program.
We will discuss the findings of the “Learning” stage and re-align priorities for the pilot program.
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The first step is to learn with you about you and your team. We start with our unique version of Appreciative Inquiry, assisting your teams to identify and replicate existing positive trends. During the AI process we use interview techniques such as gestalt in order to listen to the emotional messages of your team members. While keeping the interviews confidential, we compile a qualitative report on our findings which adds value which is almost impossible to measure in other conventional assessments. Despite proven vital for engagement, Care, Joy and Recognition often get lower priority. Enhancing and maintaining high level of genuine care in a joyful way, have a surprising impact on measurable business indicators such as satisfaction of both employees and customers. Equipped with a better understanding of your unique needs, we make the adjustments to our workshop powered by our Easier DONE than Said engine. The last part of our workshop is the beginning of an implementation of the learning points in your organization. We follow up with group coaching and advanced programs. The key to sustainability is our joint dedication to instil the process across the organisation and train the trainers to be cost/effective for you in the future |
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