Transition Group Workshop - Advanced Workplace

Transition Group

Workshop: MANAGING THE AGILE

WORKFORCE: SKILLS FOR

THE 21ST CENTURY

ORGANISATION

24 September 2015

Advanced Workplace Associates www.advanced-workplace.com

Images &

memories

AVIVA’s Digital Garage, Hoxton Square, London

Agenda

10:45 Arrival and coffee

11:00 Welcome and Introductions All

11:15 What skills do agile workers / managers need? All

12:00 Case Study: Pitney Bowes relocation and transition to agile working

Liese Lord, HR Director – People Solutions, Pitney Bowes

13:00 LUNCH

13:30 Managing the agile workforce - research findings Karen

14:00 What things should we do differently? All

14:45 The 6 factors are key…. Claire

15:15 Members questions All

Updates, feedback and what’s next at the PIN Karen

15:30 Close and tour



2015 Programme

Month Topic Host

29

January Beyond agile working…..to agile business Santander

19

March

Using emotion as a weapon for driving business

transition

Old Mutual

Wealth

14

May

Putting science into agile workplace experience

design Invesco

16

July

Change minds! Tools and techniques for large scale

shifts to agile behaviour

Herman

Miller

24

September

Managing the agile workforce – new skills and

techniques for managing in the 21st century

organisation

AVIVA

26

November

Never going back….10 ways to maintain forward

momentum in workplace evolution CIMA


2015 PIN Members

http://www.bdo.co.uk/

Agile Change Framework


Prizes for each Business

Vision and Scope

Promotion and Engagement

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Skill

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Kit of Parts

Tools Solutions

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What skills do we need to

work / manage in an agile /

virtual team?

Research results


What did we find out? PREPARE

Virtual working isn’t just about working away from the office. It’s being separated from colleagues in time / place – meaning most of us work virtually to some degree.

Virtual working can damage team

performance unless you understand and prepare for the differences.

Sadly many companies do nothing to prepare

or assist people – they trust to luck.

10

What did we find out? UNDERSTAND WHAT’S IMPORTANT



What did we find out? TRUST

To manage a virtual team, you need to give and receive trust. It lies at the heart of what

delivers a great virtual team performance.

Trust impacts the cohesion, communication, work relationships and performance of virtual teams. Without trust, you’re sunk! Everyone needs to manage and demonstrate trustworthy behaviour.


What did we find out? COMMUNICATION & LEADERSHIP

In virtual teams everyone’s a leader. Teams should agree and role model desired behaviours, taking responsibility for team success rather than leaving everything to the manager to determine.

Virtual teams must understand and address the risks of communicating remotely, which can lead to misunderstanding, conflict, delay and lack of clarity.


What did we find out? PERSONALITY

Virtual teams need skills, experience and the right mix of personalities. Perhaps you can’t alter the mix, but you should understand it and put measures in place to mitigate any issues.

Of the Big 5 personality traits, conscientiousness, extraversion and agreeableness closely relate to team performance.


What did we find out? RELATIONSHIPS

When forming a new virtual team, choose members and leaders

carefully and put your efforts into building good relationships - fast tracking the development of trust

between members

We’re all prone to bias – we judge others on insufficient evidence, particularly when we don’t see them often. Be alert to this – once a biased conclusion is drawn, the tendency is to stick with it!

Things to do differently


The things that are important


10 things to do differently

Spend time socialising

with colleagues when

you’re apart – stay in

touch with what’s

going on in their lives

to build cohesion and

closeness

1. Stay connected…..



Make your activities

visible to colleagues –

they can’t see you

physically, so make

sure they know what

you’re doing and if

you need support

2. Stay visible…..



Jointly agree how to

run virtual meetings

and use video to see

how people are and

how they react – we

need more feedback

when we are apart

3. Be aware…..



Take responsibility for

maintaining

relationships – find

out what colleagues

need & share what

you need – don’t

leave it to chance

4. Take responsibility…..



Overtly demonstrate

you can be trusted by

delivering on your

promises –

trustworthiness is

more difficult to judge

when you’re apart

5. Demonstrate trustworthy behaviour…..



Go out of your way to

make information

available to people –

it’s harder to track

information down

when you’re working

apart

6. Make information easier to share…..



Critically review your

own communication

style – without visual

cues and careful

listening, we overlook

what helps or hinders

others being their best

7. Think about how you communicate…..



Make sure people

know about your

expertise – virtual

teams have fewer

opportunities to

demonstrate / learn

about each other’s

knowledge and skills

8. Make knowledge and skills visible…..



Understand each

other’s personalities

and preferences – work

on accommodating

differences and not

letting distance divide

you

9. Focus on give and take…..



Make sure you see

enough of your

colleagues face-to-

face – plan for it and

make it happen so you

don’t drift apart

10. Get enough face time…..

6 factors are key

Updates & Feedback

Members Only Website Page

Workplace Week


Members only access to website

30 ADVANCED WORKPLACE ASSOCIATES. WWW.ADVANCED-WORKPLACE.COM

WORKPLACE WEEK 2015

http://workplaceweek.com

@WorkplaceWeek15

#wpwk15

31 ADVANCED WORKPLACE ASSOCIATES. WWW.ADVANCED-WORKPLACE.COM

The week includes:

A programme of 90 minute ‘working workplace’ tours involving some of the UK’s most innovative workplaces including

CIMA, Mintel, AON, London & Partners, Innocent Drinks, BDO, Lloyds

of London, The Guardian, CBI, Just Giving, AVIVA, DfID, PWC

Embankment Place, RBS Living Lab, Level 39 and more….!!

A selection of inspirational Fringe Events hosted by our friends at

Herman Miller, Kinnarps and CIPD.

OUR ONE DAY CONVENTION at KPMG’s office at Canary Wharf on

Thursday 12th November. Joining the dots …Putting the workplace

at the heart of UK Productivity.

The Workplace Week Reception 1730 - 2030, Thursday 12th

November at KPMG’s office at Canary Wharf.

Next time at the PIN....

• Having put in a huge effort to

make a change – we have to keep

things moving on, or people

revert to type!

• We identify the things you can do

to stop the slide back to the old

ways

• We look at things you must do to

ensure the business stays in

tune with agile

Date: 26 November 2015

Venue – CIMA, City of London, EC2

Never going back….how to maintain

forward momentum in workplace evolution


CASE STUDY: CIMA, who relocated to The Helicon, Moorgate in Spring 2015

will share their experience and what they are doing to maintain momentum

Documents

Transition Group Workshop - Advanced Workplace