Getting Focused includes . . .
 |
Identifying and Celebrating Unit Progress |
|
Identifying and Developing Consensus on Unit Problems |
|
Initiating Analysis of Unit Problems |
|
Developing Work Plans |
Responsive Management™: Getting Focused is Effective for . . .
|
Newly Forming Groups |
|
Mature Groups in Need of Refocusing |
|
Integration of Two or More Groups |
|
Pending Organizational Change |
|
Integration and Consensus Building for Non-Leadered Groups in Crisis |
Responsive Management™ Making Quality Happen. . .
|
In Consumer Services and Products |
|
In Organizational Operations |
|
In Employee's Work-Lives |
Responsive Management™: Getting Focused
Responsive Management is a research and science based, skill and competency focused performance management model. Participants learn people-management and conversation skills for Developing Excellence in Line-Level Leaders. Facilitation/Presentations are 30% lecture/didactic and 70% are live skill modeling and participant practice. Examples of manager/supervisor skills presented in this series are:
(6 Hours) Think Improvement: I.D.E.A.S.™ Idea Development Exchange And Selection -- The Facilitator assists participants with a group process model of IDEA generation, consensus development, and priority setting. I.D.E.A.S.™ is particularly helpful for vision redefinition, goal setting, and refocusing disorganized or unsuccessful work-groups. I.D.E.A.S.™ is helpful to enhanced maintenance and continued improvement.
(6 Hours) Think Improvement: Problem Analysis and Decision Making -- Participants are involved in a quality analysis methodology that will help expedite effective, short-term and strategic problem resolution within the organization.:
|
Operations Problem Definition includes the presentation of specific organizational examples to identify discrete problems or problem themes. This is followed by assessing cause, motivation or antecedent condition. |
|
Solution Definition includes developing broad spectrum solutions followed by cost-benefit analysis, and identifying preferred solutions. |
(3 Hours) Work Plans -- Participants prepare action plans to prioritize organizational issues by establishing task lists, responsible parties, and completion time lines.
(ARR) S³™: Leadership Development Survey -- Team member satisfaction survey. The survey will enhance maintenance and continued improvement of the reteaming process. It is most effective if S3™ is repeated every six months.
Rev: 08/04/08
