Saturday, December 12, 2009
This will enable us not only to get together, but also to ensure quality control, and that feedback about the online induction is acted on immediately to keep it relevant and current.
Friday, November 27, 2009
Somebody asked yesterday what the highlights of the project have been. For me it is about working as a team, and if I had to sum it up in two words, "authentic collaboration". It is not about one person, or one part of the organisation, but all, and how we can better manage knowledge to maximise the induction procss for all staff.
Sunday, October 25, 2009
We have the report due in a few weeks, and then the Bright Ideas Expo on 10 December - we have our blurb ready, and the poster (fingers crossed). We have hit the pointy end of the project, and it is STILL exciting :-)
Tuesday, September 29, 2009
Wednesday, September 9, 2009
Bring your documents and information, thinking hats and ideas :-)
Monday, August 31, 2009
On the 28th we revistied the TMS work preferences, discussing how we've been able to apply this in our workplaces, with different styles of communication, having your profile posted in your office, doing the abbreviated tool with your own team, and various other impacts that the knowledge we gained about ourselves has had.
We then worked out a rough time line for the induction online, with a Media wiki workshop on the 10th Septebmer to learn more about populating and modifying the resource, and also drew together the results of the research, content, and promotion work with the design. Another good meeting, and thanks to Sharyn for facilitating, but to all for your enthusiastic, positive and constructive input to this project.
Saturday, August 1, 2009
We decided that for the induction resource introduction we need to emphasise the need for:
Trust, mutual respect and helpfulness, working together and how this relates to Teaching and Learning
The TMS looks at nine key success factors which make teams high-performing.
This was about different characteristics of teams – the different type of tasks that need to be completed to ensure excellent performance.
We had some great “real life” examples of these roles from the tem team members attending.
Discussion re Floor Robe - sometimes the incidental learning is the most important :-) any suggestions on how to get teenagers to get rid of their Floor Robe will be gratefully received.
We decided to advertise jobs looking for people in the North-West sphere - Advising and Innovation - to expand our workforce capability. A prize is offered to the first person to fit this category. We had no people in the ‘green sector” which is not a problem for our project, but may be for the organisation.
Our project people find the profiles a bit spooky in terms of the accuracy of the profiles. We recognised that our preferred roles did not necessarily fit with our current roles.
One of the most helpful things from today was about how to work best with other work role preferences.
e.g. The Assessor – Developer is:
· Analytical and objective
· Developer of ideas
· Enjoys proto type or project work
When working with, for example, the Concluder Production
· Be structured and practical
· Give notice of proposed changes
· Stick to your word
· Keep deadlines
· Stay focussed
· Don’t waffle
· Don’t change your mind too frequently
Some things to work on:
· 2 things I’d like you to know about me:
· 2 things you can do to best communicate with me
· 1 thing I’d like help with
· Develop a personal action plan
· What could you STOP, START and CONTINUE to be even more effective at work?
· Swap profiles with your Manager/Section team/ Colleague. Discuss how to best work with one another.
· Build on your individual strength but remember if preferences are overdone, the strength can turn into a weakness.
Tuesday, July 7, 2009
Wednesday, July 1, 2009
- That we have a good partnership and innovation strategy happening.
- That we have developed a good partnership with HR in particular, around performance development, TAA2, EEo and lots more!!
- Some sub teams will operate better than others
- The need to remove yourself sometimes
- Don't be too hard on yourself :-)
We have used Survey Monkey to collaboratively write the mid-term report, with some responses; we've tried a survey from the SharePoint site where the team's reflection on learning show that they've "learnt where the SharePoint site is" :-)
In deciding to go ahead with the project, I needed a facilitator who would move the team along. We decided to have four sub teams at the first meeting, where we also did an excellent job of scoping the poject, giving us great parameters around the Research, Content, Design and Promotion of the online induction resource.
What I love about this project is the links that are being made across various Units, Faculties and Colleges within the Institute, and how it scaffolds communication. Our second meeting saw three of the sub-teams move ahead with their planning and actions, and we now have a two week holiday.
On the 30th July we will have completed the TMS profile, and be having a debriefing day with our HR Business Partner.
Wednesday, May 13, 2009
Okay, so maybe we’re already outside the strict scope of what this blog is about (a project reflection, rather than just my individual reflection on the learning!) I couldn’t resist testing this email facility J
Actually the first post was really May 08, but I had it in my holiday blog on Vietnam, rather than in the right place. I have also been thinking about the need to balance risk taking and accountability today, in between a lot of meetings about recogntiino. At one meeting somebody said people are sick of the sound of recognition – are they right?
If you're part of this project, a question for you: "What learning did you do?"I'll start the ball rolling: I learnt that you can participate a lot more effectively by: listening, not taking notes and trying to be everything at once. I have also known for a long time that if you trust people, they will certainly stand by that trust, as most people do not want to not succeed....this reminds me of something a world-famous swimming coach said to me about an under 12 swimming carnival - they don't swim to lose.