Keeping Anchor Values-Based Behaviours Alive A manager’s guide
#TeamAnchor Session 6
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A manager’s guide • This is the sixth 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 6 • Workbook for every colleague • Colleagues should bring their workbooks from sessions 4 and 5 with them (4 for the my behaviours PDP and 5 for the last session’s commitments) • 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 how as individuals, you can continually contribute to keeping our Anchor values-based behaviours alive. By the end of the session colleagues will have had the opportunity to: • Discuss how you can continually keep our Anchor values-based behaviours alive outside of the 12 activities • Explore where you see yourself now in terms of demonstrating/embedding the values- based behaviours • Consider how demonstrating the values-based behaviours can support your development and or career progression.
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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 fifth 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 • 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 how as individuals, you can continually contribute to keeping our Anchor values-based behaviours alive. By the end of the session, you will have had the opportunity to: • Discuss how you can continually keep our Anchor values-based behaviours alive outside of the 12 activities • Explore where you see yourself now in terms of demonstrating/embedding the values-based behaviours • Consider how demonstrating the values-based behaviours can support your development and or career progression.
Supporting tools Open discussion
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Session structure 2. Continually keeping our values- based behaviours alive
Session aim To discuss how we can keep them alive outside of the activities
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Activity and delivery instructions Living the value-based behaviours State: Firstly, I just want to recap, as we are now halfway through the activities, we: • Had an introduction to the values-based behaviours • Looked at what these looked like in the real world, good and poor demonstrations of these and to the role body language plays in how we display these • Discussed the impact of accepting poor behaviours ”It’s just the way they are”, building trust and encouraging behavioural conversations • Reflected on our own behaviours, “It’s just the way I am”, considered strategies to bring ‘your best self to work’ and areas for development • Engaged in a bigger piece of reflection in how, as individuals and a team, we have moved forward, discussed how we could overcome barriers to behavioral change and created a my behaviours personal development plan (PDP). There has been lots of great conversations and realisation amongst us and in this session we’ll focus on: • How we keep this alive so that we are all living and breathing the values- based behaviours outside of these activities too • Where you see yourself now from the first activity • And shift the focus to how these sessions can support you in your development and or career progression. Activity: Workbooks Ask each person to note in their workbook how they have been embedding the values-based behaviours so far: • Themselves • And through others. And their thoughts on how else they can keep them alive going forward. Add: We’ll complete agreed commitments next as a group. Regroup - ask each person to share either one or both of their examples and their thoughts on keeping this alive going forward.
Supporting tools Open discussion
Workbook Page 2
How have you been embedding the values-based behaviours so far:
Yourself
Through others
How else can you keep them alive going forward?
Agreed commitments
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Open discussion
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Session structure 2. Continually keeping our values- based behaviours alive continued...
Session aim To discuss how we can keep them alive outside of the activities
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Activity and delivery instructions Living the value-based behaviours Acknowledge and praise where examples allow and the outcomes are a result of how they’ve embedded values-based behaviours to date Facilitator note: • You may want to share your own examples first to get them started • Make a note of the thoughts on future thoughts to keep the values-based behaviours alive going forward • If one to ones, performance reviews or use of values language aren’t mentioned then bring these in. Go back to the list of thoughts for keeping these alive and as a team agree commitments to these where all can individually contribute, include: • One to ones • Performance reviews/objectives • Use of values language Ask them to note agreed commitments in their workbook Facilitator note: advise that this toolkit both forms and supports you to deliver on your objective that you have been set: More influential - All colleagues - Embedding Anchor’s behaviour framework: Support the roll-out and embedding of the behaviour framework by: • Taking personal responsibility for being aware of Anchor’s behaviours and expectations • Engaging with your manager and team whilst working through the toolkit • Contributing to discussions around behaviours, which might include personal experiences, working through scenarios and developing skills to recognise when your own behaviour may not align with Anchor’s expectations • Observing and ensuring any direct reports meet the expectations of the behaviours framework As a minimum this will be discussed and measured at mid-year and end of year reviews
Supporting tools
Workbook Page 2
How have you been embedding the values-based behaviours so far:
Yourself
Through others
How else can you keep them alive going forward?
Agreed commitments
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Session structure 3. Demonstrating and embedding the values-based behaviours
Session aim To explore where you see yourself now in terms of demonstrating and embedding these
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Activity and delivery instructions Where are you? State: Following past sessions that I recapped at the beginning, you have been working on either. • Getting better at what you already do • Looking to make changes, responding to and/or understanding past feedback. Activity: Workbook – individual activity State: We agreed that performance reviews and one to ones are a great way to keep the values-based behaviours alive, this activity supports you in preparation for your *mid-year review and or future year end reviews and one to ones. Facilitator note: * this is if you are running this session in September/early October when launched in readiness for mid-year reviews. Ask each person to work through each of the values-based behaviour pages in preparation for their review and note where they see themselves now, either: • Does not meet (area of development) • Meets (Strength with an opportunity to enhance) • Exceeds (Role model for others, opportunity to be a mentor/buddy) Then from their ratings transfer a minimum of two areas where they feel they do not meet right now/would like to improve on, onto the does not meet table and note how they could improve this. Regroup , and ask for volunteers to share where they feel they do not meet right now, why they feel this way and how they might improve this area - thank them for sharing, acknowledging their comments Remember the good stuff too, we’ll look at this next, how you can enhance what you do well and either become a role model or share your skills and experience. Facilitator note: • Hopefully previous sessions will enable colleagues to be honest/vulnerable and share their ‘not met’ areas – you may need to share your own or an example for others to share. • The workbook does have example ratings in faintly, they overwrite these.
Supporting tools Open discussion
Workbook Pages 3 - 6
Rating Example provided Does not meet
Self-Awareness
Does not meet Can lose focus and momentum in their work activity. At times expects others to manage their work activity, standards and personal actions At times can lose sight of the impact their attitude, beliefs and behaviours are having on those around them
Meets
Exceeds
A Remains resilient and focused
Takes responsibility for managing all their own work activities, standards and personal actions, no matter the circumstances Remains professional by keeping sight of how their own attitude and behaviours impact on those around them Takes responsibility to learn and try out new initiatives and ways of working. Can quickly adapt to new ways of working without losing focus on other priorities Is honest about level of own performance and makes the best of their strengths while being aware and open when they need help or support.
Thrives and develops in demanding
situations which require hich focus while maintaining consistent personal standards.
R Demonstrates self-respect and integrity
Leads others, including their colleagues, by actively encouraging professional attitudes and behaviours.
Meets
C Embraces new challenges
Tends to work at own pace, preferring to rely on old methods. At times can chose not to adapt to new ways of working
Regularly brings new ideas and ways of working which are thought through and provide added value to the bigger pictures and priorities. Constantly strives to improve how they personally perform their role by evaluating what’s going well and what’s not, then using this information to adjust for future improvements.
Meets
H Accepts own mistakes
Often makes mistakes but does not own up. Can come across as in denial and doesnt recognise the need for self development
Does not meet
This is your Self-Awareness behavioural score. We have provided an example in fuchsia. See table 1 for calculation.
Does not meet
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Session structure 4. Values-based behaviours supporting development and career progression
Session aim To consider how the values-based behaviours can support you
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Activity and delivery instructions It’s all about you State: Let’s take some time to think about how your behaviours can support your personal development and or career aspirations. Often when we discuss personal development, colleagues say that they are happy in the role they’re in, and that’s great too. Let’s remember that development isn’t all about getting into the next role, a different department, or a sideways move. It can be about being the best version of ourselves at work. Whether you would like to step into a new role or become the best version of yourself in your current role, a rating of exceeding expectations of the values- based behaviours can help you get there. You may recall back in the first session, where we shared that we’re not born with experience and increasingly great leaders are recognising that values-based behaviours create the ‘right’ culture. Therefore, organisations are now looking for candidates that demonstrate a set behaviour as the priority over their experience. This is where demonstrating the values-based behaviours at a rating of exceeding can support you in your goal. Activity: Workbooks – individual activity Over the past two sessions, you worked on your my behaviours personal development plan (PDP) and we’ll link back to this in this activity. Ask each person to review their previous workbook/my behaviours PDP along with today’s notes on their ratings as to where they see themselves right now and: • Make a note of a minimum of two areas where you rated yourself as met • Then from your my behaviours PDP see where any of your development areas identified may support you in getting from met to exceeding If you’re exceeding in an area, what could you start and do differently to support others? Regroup , and ask for volunteers to share an area where they would like to get to exceeding and how their my behaviours PDP could help them get there. Also if you’re exceeding what could you do to support others with their development. Thank them for sharing, acknowledging their comments and add any supportive comments. Facilitator note: Be prepared to share an example of your own first. State: these will be reviewed at their mid-year/next review.
Supporting tools Open discussion
Activity 4 workbook & Activity 6 Workbook Page 7
Met Rating area
Development areas identified from your my behaviors PDP that may support you in getting from met to exceeding
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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
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Activity and delivery instructions Ask everyone to note in their session 6 workbook: • Their key learning from the session • What they will commit to doing differently following today’s 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 Workbook Page 8
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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