Ruth Tearle's Blog, page 2
January 30, 2019
INNOVATE! The employees guide to innovation.
Have you ever wished you could be more innovative?
Have you ever wished you could develop an innovation that would delight the leaders of your company, and help you in your career?
Do you dream about winning the prize for innovation in your organization?
Have you ever wondered why it seems so easy for some people to come up with innovations and improvements, and yet it is so difficult for you?
Have you ever wondered how others are able to find the time to be innovative, when you can barely cope with the workload you already have?
Innovate! The employees' guide to innovation
This book will help you to learn the underlying beliefs, skills and steps you will need to be able to innovate at work or at home.
In this book you will learn how to:
Turn frustrations into innovations.
Solve problems.
Improve the way you work.
Develop innovations that add value to your company.
Solve problems and improve your own life.
Innovation not only helps you to get ahead in a career.
It is also a skill that helps you to create a better life for yourself and for your family.
This book takes you from the beginning to the end of the process of innovation. You will discover the secret to:
Finding the time to do innovative work.
Choosing an innovation to focus your energy on.
Getting the support you need.
Choosing the best mental tools to analyse a problem, or choose a solution
Progressing step by step on the journey all creative people take, when they develop brilliant innovations.
Your guide on this journey to innovation, is a highly regarded leadership consultant who transforms boring innovation processes and interventions into inspiring journey���s of self discovery and empowerment.
In this book, she will lead you through an imaginative journey into your mind. Here you will:
Learn the habits that will help you to become more successful at work.
Use the beginner's mind.
Deal with fear.
Make friends with confusion.
Stand tall. Don't shrink to please others.
Encourage your creative child.
Protect your creative time and energy.
Master the hero's journey.
Pack your own magical backpack with mental and emotional tools that you can use over and over again on any journey to innovation.
Explore the magical world of your brain. Explore the left and right sides of your brain and discover the tools that will transform your thinking.
Practice using the tools that will help you to analyse problems, generate solutions, evaluate and choose a solution to work on, and then plan to implement that solution.
INNOVATE! The Employees' guide to innovation is available in both kindle and print format, on Amazon.
Give this book as a gift to all your employees, if you want to:
* Develop a culture of innovation in your organization.
* Empower your employees. Help them to master the skills of innovation and success.
* Encourage more people to submit innovations to your innovation system or program.
* Develop your team in a critical skill needed for the future success of any organization. Innovation!
June 17, 2018
How to communicate change during a project
Communication during a project can be a very powerful way to remove apathy, resistance, lack of trust and confusion amongst different stakeholders of a change.
A powerful communication plan can also build excitement, motivation, pride and confidence amongst employees, managers, change agents and other stakeholders of your project or change.��
The way in which you communicate change on a project, is affected by the stage of the change/project, and which stakeholder you are communicating to.��
This tool provides a different way to communicate during each of the 8 phases of change. It provides information about:
The goal of communication for each phase of change.
Which stakeholders you should communicate to - e.g. employees, managers, change agents, technical help desks, customers and your internal change team.
What each stakeholder wants to hear at this stage of the change or project.
What you need to communicate.
How you need to communicate.
Use this member tool to develop a communication plan for communicating change on a project.
How to communicate during different phases of a project or change.
June 13, 2018
Communicate change - celebrate success and aim higher
Many project teams forget to celebrate at the end of a change or project. They simply focus on the task and when the project is completed, they move onto the next one.
Celebrating success is a crucial part of any project or change. When you have events and newsletters to celebrate the success of a change:
Managers, change agents and employees feel noticed and recognised. They feel that their hard work has been worthwhile, and they look forward to contributing to future changes in the organization.
A project or change, on top of a normal job, creates extra stress in the organization. People begin to feel tired and lose motivation once the project is over. By celebrating success, you inject energy and motivation back into the organization.
By encouraging managers, change agents and employees to share their experiences, and their views on what worked well and should be continued during a future change, and what they would do differently, you begin to create a culture of continuous improvement for managing change in your organization. This means that all the role players get slicker and more efficient with each change you make in your organization.
When planning to celebrate success, you should aim to achieve the following objectives:
To create heroes out of those who contributed to a change.
To create positive memories of success so that people will want to work on future changes.
To improve on the way you manage change in your organization.
Everyone involved in a change, wants to see that their efforts and successes have been noticed and appreciated.
This member tool shows you how to communicate during the final stage of a change or project. It details who you should communicate to, what to communicate to each role player and how to communicate.
You will need to be logged in as a member to view this tool. If you are already a member, go to:
Communicate change -celebrate success.
January 30, 2018
Communicate Change: Build excitement around Go-Live events
Many project teams only focus on the task when changing to a new system. But taking a few extra hours to plan to make Go-Live day positive and exciting to employees and customers, helps you to achieve so much more than a new system.
Focusing on the motivational side means you can use Go-Live day to:
Encourage teamwork between branches, offices, sites and the implementation team.
Build pride in the organization.
Motivate your employees.
Excite your customers and build your organization's brand.
Communicate a well thought through plans for go-live day - that includes a motivational element.
Turn what is normally a stressful and negative time, into a positive and motivating experience for both employees and customers.
Your aim during this phase is to manage feelings. You need to plan to ensure that everyone feels ready, positive and even excited about Go-Live day.
This guide shows you how to plan your communication to managers, change agents, employees and customers so that they all feel positive about your new system on Go-Live day. It shows you:
What you need to communicate to whom.
What managers, change agents and employees want to hear as they prepare for a successful and motivating Go-Live day.
How to communicate so as to motivate and excite your employees and customers on Go-Live day.
You will need to be logged in as a member to view this tool. If you are already a member, go to:
Communicate change - Build excitement around Go-Live events.
Communicate Change: Prepare for Go-Live
In certain changes, such as a change to a new technology, system or process, there is often a day in which the organization switches off the old system or process, and employees can only work on the new system. This is known as cut-over or go-live day. In large organizations, go-live days may be rolled out on different days for different locations.
Often, preparing for Go-Live is done in silos:
The technical team works alone over a weekend to install new software and hardware in a branch or area.
Employees are expected to use the new system and deal with customers on go-live day, on their own.
But this silo-ed approach means you miss out on a wonderful opportunity to:
Encourage teamwork between teams in each area, and the implementation team.
Motivate your team as you achieve success in a smooth cut-over.
Build pride in the organization.
Build your organization's brand as customers experience improved service rather than frustration that often occurs with a poorly planned change.
Careful planning, execution and communication of the roles and activities each group needs to play will ensure a smooth go-live experience for all.
How to develop a clear vision of what a smooth and successful Go-Live day will look like and feel like.
This guide shows you how to plan your communication to managers, change agents, employees and customers as you prepare for Go-Live of a new system. It shows you:
What you need to communicate to whom.
What managers, change agents and employees want to hear as they prepare for a smooth Go-Live day.
You will need to be logged in as a member to view this tool. If you are already a member, go to:
Communicate change - prepare for Go-Live
January 4, 2018
Strategic Trends, PEST and PESTLE analysis
Strategic Trends and a PEST or PESTLE analysis play an important role in any strategic planning process. You can't plan for the future, if you don't know how the world around you is changing, or how these changes are likely to impact on your industry or your markets.
Up to date strategic trends research or a PEST or PESTLE analysis, helps a group to:
Think outside of the box and develop innovative new opportunities.��
Develop scenarios of the future environment.
To identify key success factors the organization needs to follow in order to be successful in the future.
Identify new markets, new products or business opportunities.
Identify possible future competitors.
Our gold premium member tool - the Strategic Trends Tool consists of:
A pin-board of strategic trend cards which can be filtered according to various categories: political, social, economic, technological and business trends. The pin-board shows a summary of each card. Groups can choose the cards they want to work with during a workshop, and pin these cards to their own trends pin-board.
42 on-line trend cards. These contain up to date research on each trend. In a workshop groups can edit the cards, adding their interpretation of how each trend will impact on their organization, or what opportunities and threats the organization could experience as a result of each new trend.
A report function to save precious workshop time. During a workshop, groups can produce a summary report of the trends they pinned to their own trend pin-board, as well as the notes they made on how the trend will impact on their organization. All at the click of a button. The facilitator can simply copy and paste their reports into a word file or directly into the final strategic planning document.��
To read more about the strategic trends, PEST or PESTLE tool, go to:
Strategic Trends -A PEST Analysis tool
November 5, 2017
Performance improvement training
With the Quest for Magic ordinary employees do far more than simply come up with ideas.
They implement their solutions, then they measure and share the results of their improvements.
The Quest for Magic is a powerful and motivating way to launch or reinforce a continuous improvement process or culture in an organization.
This powerful course provides each delegate with an attractive gift of tools they can use to make improvements in a team, department or organization.
The Quest for Magic process is based on using the full power of the brain together with continuous improvement, innovation, problem solving, motivational, and leadership principles.
With The Quest for Magic charts and training course to guide them, teams find it easy and motivating to develop and implement improvements in their areas.
What makes The Quest for Magic Process so powerful is that:
Ordinary employees do far more than simply come up with ideas for improving their departments.
They select solutions that meet their leaders' evaluation criteria, building better relationships with their leaders in the process.
They implement their solution - with support from their leaders.
They measure the results of their improvements.
They share what they have achieved and learned with others. In doing so, they have the opportunity to shine and be noticed.
Leaders have an opportunity to recognize those who have made valuable improvements, and create heroes out of these high performers.
This provides a reinforcing process of continuous improvement. It also helps to build a high performance culture.
OBJECTIVES:
To provide a team with the tools they can use every day at work to:
Identify small improvements they can make in their areas.
Implement the improvements they choose.
Share their results.
Get better day by day.
To provide organizations with an empowering way to engage employees so that they implement improvements to:
An A1 laminated poster kit with water soluble pens. Use it over and over again to solve problems, make decisions, and improve the way you do things.
Lower the cost of operations.
Simplify the business.
Delight customers.
Increase costs.
Provide new opportunities for innovating or doing things differently...
Read more about The Quest for Magic Training course - an exciting way to create a culture of continuous improvement throughout your organization.
Performance management training coloured in magic.
Add a dash of colour and magic
to your performance process.
Performance managment systems are often viewed as a tedious form of management control.
Many employees complain that instead of helping them, performance management and performance appraisals simply add to an already unrealistic volume of work.
Imagine instead, turning performance management upside down.
Imagine getting the benefits of a performance management system by giving your employees a gift.
A motivating, yet practical toolkit that helps them to:
Achieve what really matters, in a calm, focused way.
Improve the way they manage their time and energy.
Make time for themselves to learn new skills, or work on new projects.
Get support for their priorities from their most important stakeholders.
This is the power of "Colour Me Magic" by Change Designs.
The training course and colourful chart kit below forms the core of the Change Designs "Colour me Magic" performance process.
OBJECTIVES:
To provide everyone in your organization with a tool they can use to:
Focus on what really matters.
Achieve more, using less time, energy and resources.
Reduce the time they spend on grey areas in their jobs.
The key to performance success:
* Do less.
* Achieve more.
* Relax.
* Win by helping others to win too.
Time spent that doesn't add value to themselves or others.
Make time for putting colour into their job.
Red: Achieving what is important.
Yellow: Improving what they do.
Blue: Learning or creating something new.
Negotiate their priorities with their bosses and colleagues.
Read more about the Colour Me Magic training course and gift of colourful charts. Turn a boring performance management process into a gift for life for your employees.
