Use a Plan of Action that You Manage Systematically and Lead Systemically for Workplace Transition 1419
Workplace transition requires the development (and implementation/evaluation) of a Plan of Action that is both systematic and systemic.
Systematic in the sense that elements of the plan are managed for groups.
Systemic in the sense that elements of the plan are lead by person.
That is, the systematic and systemic elements are integrated to form the whole system-whole person organization of work (WOW) approach you manage and lead.
The statements listed below highlight the actions and corresponding outcomes to move the WOW approach forward.
This article is the fifth of 10 exploring Workplace Transition (Workplace Experience - #WPT, #WPX) ... where in workplace terms "transition (internal) is about the organization response to change (external) - knowing "change surrounds every challenge" (Dr. Linda Hines). Herein challenge is about the hindering and helping complementarity of challenges.
The other articles are listed below as Resources.
Enable others to act via Plan of Action based an integrated systematic/systemic approach
Important action_outcomes to move the Plan of Action forward include:
- Create Plan of Action using an integrated systematic (manage) and systemic (lead) approach
- Link systematic requirements with productivity by the group
- Link systemic requirements with performance of the individual
- Ensure formative evaluation at agreed upon organization markers
- Identify competency categories/competencies/concepts-practices to develop accountability agreements and learning contracts
- Identify learning outcomes/learning objectives/learning activities for the education and development material
- Ensure the audience/message/media communication mix both - internal and external - informs the group productivity and individual performance
- Maintain the internal strengths (identified as helping a person/persons in fulfilling their accountability agreement/learning contract)
- Eliminate the internal weaknesses (identified as hindering a person/persons from fulfilling their accountability agreement/learning contract)
- Maintain the external opportunities (identified as helping a person/persons in interacting with the external environment)
- Eliminate the external limitations (identified as hindering a person/persons from interacting with the external environment)
- Encourage "bounded" risk-taking to improve, focus, and strengthen a person's reassign of time, effort, and money (e.g., can re-assign 20 hours of effort - over two months - to research alternative ways to gain efficiency)
- Use the creative process (via creativity and innovation)
- Assign time to tinker and explore
- Give all access to tips, tools and techniques – let them decide how to use them and/or ask for assistance
Of importance ... all of these action_outcome statements are necessary to move forward --> forget one = slippage; forget two = careening over the cliff.
Click the title to access the other articles in the 10 article series
Review the concepts shared ... and use the suggested practices
Reflect on the actions you've taken, the awareness you gained
And let us know what happened via our Contact page (private) or add a comment below (public).
In association with Workplace Transition this article complements actions to create the well-living workplace ...
Download the book: Creating the Well-Living Workplace for free. Click the image to the right -->
The book contains 139 insights - action_outcome statements at the organization level.
And if you want to go further faster, purchase the Well-Living Workplace online course.
Click here to learn more ...
In Closing Workplace Transition 1419 ...
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