Engaging in reflection and barriers to change A manager’s guide
#TeamAnchor Session 5
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A manager’s guide • This is the fifth of 12 sequential sessions which managers will run with their teams over 12 to 18 months • You will need to allow between 60-90 minutes to run the session (you can build in more time to run the session if needed) • Each session builds on the learning and discussion from the last – so you must do them in numerical order • They can either be delivered face-to-face or virtually – whatever works best for you and your team • A workbook is available for your team members to complete to support their learning and encourage them to reflect on how they can demonstrate our values and behaviours in their everyday role (as a manager you can review them at colleague’s one-to-ones) • Facilitator notes are detailed below to support managers to facilitate the sessions Resources needed for Session 5 • Workbook for every colleague • Colleagues should bring their workbooks from all previous sessions with them • Post It Notes (if running it face-to-face) • You may want to break out in small group discussions – if you’re having a virtual meeting, here’s a short guide to how you can use the ‘breakout room’ functionality in MS Teams . Aim of this session To engage in reflection, and be able to honestly reflect together on your own behaviours, performance and impact on others to create change. By the end of the session colleagues will have had the opportunity to: • Share reflections on individual behaviours and development areas • Explore the impact of your learnings as a team • Look at how we can overcome barriers to change in behaviours
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Session structure 1. Welcome
Session aim Set up, context, positioning
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Activity and delivery instructions Welcome to the session • Check everyone knows each other (are there any new team members to introduce) • Style of the session will be interactive, pairs, small group work • Check they have the workbook to hand/printed (advise that there is space for notes on the last page). Ice breaker - reflection Ask each team member to share how they are doing with their commitment from the last session (what they committed to doing differently following the fourth session) and ask • how do you feel about this now? • what impact has this had on them as an individual and others? Acknowledge • the changes made and praise improvement • reflect any barriers that may have prevented them from making the changes, asking what’s worked well, not so well, what could they do differently to remove the barriers Encourage other team members to suggest how they think the barriers could be removed if the individual is struggling to see a way forward. Aim of this session To engage in reflection, and be able to honestly reflect together on your own behaviours, performance and impact on others to create change By the end of the session, you will have had the opportunity to: • Share your reflections on your own individual behaviours and development areas • Explore the impact of your learnings as a team • Look at how we can overcome barriers to change in behaviours
Supporting tools Open discussion
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Session structure 2. Developing my behaviours
Session aim To consider and share how as individuals we can develop our behaviours and bring our best selves to work
MINS 30
Activity and delivery instructions Developing my best self at work
Supporting tools Open discussion
State: you started your self-assessment/reflection on your own behaviours – to explore your own ‘how’, discover where you demonstrate the ARCH values and where you might need to make any tweaks. In the last session we looked at the value-based behaviour self-awareness on which you shared your thoughts/findings from the activity and were going away to further reflect on awareness of others and organisational awareness and produce your my behaviours personal development plan (PDP). Reminder: The purpose of completing this activity (self-assessment) is that it provides an opportunity for all of us to benefit from: • Improved levels of self-awareness, and having a more realistic understanding of how committed we are to taking responsibility for our own work commitments and development needs • Time to consider your awareness of others - understanding how, through your behaviours, you have an impact on your colleagues and residents and along the way identify your strengths or any adjustments you might need to make to your own personal style • Understanding your levels of organisational awareness - allowing you to think about how you contribute to the bigger picture and aims of Anchor. State: We will now take some quality time to share your thoughts and findings from your self-reflection on the value-based behaviours, drawing on the my behaviours PDPs you’ve produced from this, with the aim of either: • Getting better at what you already do and/or • potentially making sense of feedback you have received from a leader or colleague recently or in the past. Facilitator note: be prepared to share your findings first if there are no initial volunteers, letting them know that you will be asking each person to share their reflections/my behaviours PDP. State: Remember, no one’s perfect…. Ask: Did any of you take the opportunity to work together on this outside of the session, sharing thoughts? • If yes - what worked well for you in taking this approach?
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Session structure 2. Developing my behaviours continued...
Session aim To consider and share how as individuals we can develop our behaviours and bring our best selves to work
MINS 30
Activity and delivery instructions Developing my best self at work Facilitator note: if yes this would be the ideal opportunity to get them to share first. Ask everyone to refer to their workbook/developing my behaviours section, and from the reflections page take it in turns to share a value-based behaviour area for focus that they see as a priority (either self-awareness, awareness of others or organisational awareness) covering: • What did I believe were my strengths in this area, what evidence did I have? • Where did I think I could improve, what evidence did I have to make me think this? • What difference would it make if I improve this area? And then when moving this to their my behaviours PDP what did their action plan look like for this focus area covering: • What will I do to remain focused and create an improvement? • Why am I focusing on this and how will I know I am improving? • When will I review my progress and who will I involve? Ask: what was their reason for making this focus area a priority in terms of bringing their best self to work? Acknowledge their reflections and praise their action plans and/or ask questions to ensure the action plan is robust, SMART (Specific, Measurable, Achievable, Realistic, and Timely) and thank them for sharing. Facilitator note: If time allows colleagues may have transferred other focus areas to their my behaviours PDP that they may like to share, gain thoughts on. Here’s a resource linked to the SMART acronym to support conversations https://mylearninganchorhanover.org.uk/pluginfile.php/37756/mod_label/ intro/Setting%20SMART%20Objectives.pdf
Supporting tools
Previous workbook from session 4 Pages 10-12
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Session structure 3. Exploring impact
Session aim To explore as a team the impact of our learnings
MINS 20
Activity and delivery instructions Making a difference
Supporting tools Open discussion
State: bringing all the sessions together, including the sharing of your development areas just now, lets to take some time to reflect on the impact the sessions have had so far considering: • You as an individual • Us as a team • Our residents • Stakeholder relationships • Your ways of working • Relationship strengthening • Trust • One-to-ones • Other areas Activity: Workbooks – breakout rooms of 3-4 people Facilitator note: if your group is fairly small run this as an open discussion activity with workbooks. Ask: everyone to take some time to look through their previous workbooks as food for thought and reflect on the changes made since the start, and then note in workbook activity 5 their initial thoughts on impact for each area, what have they experienced/observed/felt? Then go into breakout rooms for them to reflect on their thoughts on the impact the sessions have had, sharing similarities and differences experienced. Ask one person to be nominated to feedback to the group. Regroup , acknowledge, praise, and add your thoughts on impact.
All workbooks from previous sessions and Session 5 workbook Page 2
Making a difference Bringing all of the sessions together, including the sharing of our development areas, today take some time to reflect on the impact the sessions have had so far, utilise your previous workbooks as food for thought and note here your initial thoughts on impact for each area, what have you experienced/observed/felt?
me as an individual
us as a team
our residents
stakeholder relationships
our ways of working
relationship strengthening
trust
one to ones
other areas
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Session structure 4. Removing barriers
Session aim To consider barriers to changing behaviours
MINS 20
Activity and delivery instructions Reflecting on barriers to change in behaviours State: considering the changes you have discussed making as part of your development plans, looking back on changes you’ve not yet made to ‘how’ you do things - we are going to take some time to share where you can see potential barriers and or where there have already been barriers that have prevented you from making a change to ‘how’ you work/do things (our behaviours). There’s nothing more certain than change being constant and often you need to change ‘how’ you do things, therefore change starts with you and how you approach any change Activity: Workbook – breakout rooms of 3-4 people Reflecting in your groups make notes in your workbook: • Why is changing behaviours hard? • What have you found hard? • What gets in the way? Regroup , each group to share their reflections – make a note of the barriers , acknowledge, add your thoughts/summarise. State: now that you have identified some of the barriers let’s look at how you could remove some of the potential barriers. Facilitator note: remember if needed you can refer to the GROW model and example question styles to support you through group coaching the team to solutions for the barriers identified. The resources are on myLearning There is no one answer fits all here, every individual may overcome the barrier in different ways, so take the time to tease out the solutions. Link back to the barriers you have noted and facilitate group coaching.
Supporting tools Open discussion
Session 5 Workbook Page 3
Barriers to change in behaviours Considering the changes, we have discussed making as part of our development plans, looking back on changes we’ve not yet made to ‘how’ we do things - take some time to consider where you can see potential barriers and or where there have already been barriers that have prevented you from making a change to ‘how’ you work/do things (our behaviours)
Why is changing behaviours hard?
What have you found hard?
What gets in the way?
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Group coaching
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Session structure 4. Removing barriers continued...
Session aim To consider barriers to changing behaviours
MINS 20
Activity and delivery instructions Here are a few example questions that may help: • What do you want to be different? • What have you done so far to make this change? • What effect is what you’re doing, having? • What’s stopped you from doing more? • What do others think of the current …? • What’s worked well/not so well? • Who do you know that does this well? • What else could you do?
Supporting tools
• What might get in your way? • What support do you need?
Summarise: where you feel solutions have been found to moving change in behaviours forward, acknowledge where further support maybe required and next steps/what that my look like.
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Session structure 5. Key learnings
Session aim To gain commitments from the team and what they will do differently to apply their key learning
MINS 10
Activity and delivery instructions Ask everyone to note in their session 5 workbook: • Their key learning from the session • What they will commit to doing differently following todays’ reflections • Who they will share their progress with. Regroup and ask colleagues to share their commitments. Advise that these will be referred to at the next session and/or at their next one-to-one meeting. NB. Manager to make a note of this so that they can observe any behavioural changes during meetings/one-to-one so that you can praise/offer constructive feedback.
Supporting tools Session 5 Workbook Page 4
Key Learnings Make your notes below, be ready to share your commitments with your team , these will be referred to at the next session and or at your next one-to-one meeting, make sure you have them to hand for future discussions.
Your key learning from the session
What will you commit to doing differently as a result of todays’ discussions?
Who will you share your progress with?
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