Share Short-Term Win-Grow-Learn Stories for Workplace Transition 1519

workplace transition 1519

Workplace transition occurs with zip and zing when you share win-learn-grow stories - especially in the short-term. 

For those who care-to-share, then: 
Share the wins ...
Share the learning ... 
Share the growth ... 

That is, infuse the organization of work with stories that acknowledge, advance, and amplify what works as everyone challenges the systems where SYSTEMS means: 

Save Your Self Time, Effort, Money while making it Safer
Elements of this acronym are attributed to many anonymous quoters


This article is the sixth 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


Share short-term win-grow-learn stories 

Important action_outcomes to move the Plan of Action forward include:

  • Recognize - recognize - recognize through everyday interactions that has meaning to each person 
  • Manage rewards accessible to all staff
  • Share ideas using appreciative inquiry language to dynamically balance problem inquiry language 
  • Support an attitude of gratitude 
  • Celebrate through activities and at times that meet the requests of those involved 
  • Encourage continuous learning and continuous improvement 

Recognize Persons and Reward People

Recognize is to lead as reward is to manage
In the sense that:

  • when you recognize a person ... there is considerable commentary linked to the specifics of the person's performance - to inspire the person (tap into the inside and move outward = inside out) re: to lead the person from her/his organization of work 
  • when you reward people the commentary focuses on the criteria of the award and how its open to all - to motivate people by providing incentive for persons who determine it's important to pursue the reward/award, which in turn affects productivity (tap into the outside and move inward = outside in) re: to manage the systems for the people 
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Use Appreciative Inquiry 

Every day find/discover "things" going well ... and then, acknowledge, advance, and amplify those things through recognition, then reward.  
Because the default way of working has focused on problem inquiry. That is, looking for a solution to a problem. 

Practice an "Attitude for Gratitude" 

When you are willing to be grateful for what presents and learn how to do so over time - then, you set yourself up for kindness, caring, and experiencing a place of work where people do what they enjoy and enjoy what they do. That is, to co-create a place of work where and when people live well together = link to an online course: well-living workplace

Celebrate - Celebrate - Celebrate

  • Celebrate in the words of those involved at the times they request
  • Celebrate the awards for those who agree to share
  • Share a genuine thank you
  • Smile from a celebration of being fully human 
  • Celebrate the outcome of appreciative inquiry 
  • Celebrate the outcome of problem inquiry 
  • Celebrate being you for the world!
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Encourage Continuous Learning and Continuous Improvement

  • Keep moving forward
  • Keep a portfolio of learning activities and outcomes
  • Keep a record of improvement situations and outcomes
  • Reflect in action_outcomes
  • Reflect on action_outcomes
  • Use formative evaluative practices
  • Use summative evaluative practices
  • Confirm the inspired standards that guide your organization of work
  • Confirm the inspired standards that guide your shared organization of work

Of importance ... all of these action_outcome statements guide your people navigation, AND your integrated management-leadership systems

Onward

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 ...

Leadership Legacy Well-Living Workplace
Workplace Issues CWLWP roots skyward

In Closing Workplace Transition 1519 ...
You are invited to become involved ... and so - - - - your comments are appreciated below.

Today, how about using the social media buttons to share the blog post through your media channels? 


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As we co-create well-living workplaces - places of work where we work well together - realize:
WELLth Movement guides inspired practitioners to become natural educators who deliver extraordinary experiences with their community of significance using eco-ethical architecture. 

Inspired Practitioners
_
Managers and Leaders in organizations of all types, sizes, and locations
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Natural Educators​
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Facilitative Mentors
_ Navigators & Weavers 

Extraordinary Experiences
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Community of Significance
_ Elevate groups and teams (departments/units) to communities of significance
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Eco-Ethical Architexture
_ use of Ecological Literacy
_ use of Ethical Decision-Making
_ use of language that evolves love and compassion in being for the world


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Workplace Transition 1519

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