WORC stands for Workshop, Observe, Reflect, Coach. When we want to affect a change in a culture it takes a deliberate process over time.
A single idea can be the seed of a cultural shift. And as with all change the enthusiasm for a new idea starts with the innovators. The early adopters then follow, followed by the late adopters until finally the laggards.
The challenge is this: for a team to be highly effective it needs those slow to adapt (they bring a much valued work ethic), so change must embrace their perspective.
Popular ‘fast growth’ thinking around Organisational Development tends to regard the laggards as an impediment to growth. They have to go. This is the rationale behind ‘The restructure’ for Organisational Development. Restructuring, by redefining roles and setting people into competition against each other might satisfy the cry for reducing the cost, but the capability cost is immense. It takes months, often years to recover from a restructure and that is if the right strategy is followed.
For the laggards a new idea can be a threat. They like familiarity and appear to resist change. However the laggards are often the workhorses in an organization. They are content to put their nose to the grindstone. They provide stability and endurance. Given the right support they refine the processes, and provide a solid platform for growth.
Our Workshop provides a supportive environment for everybody when a new idea is being introduced. In a well-facilitated Workshop everybody can ‘hear’ a new idea with anonymity. As their understanding of why and how the idea will benefit them grows, they are able to embrace the idea. What it takes for each person to embrace an idea will always be different.
The challenge, when the leader or a team member runs the workshop in-house is that people know what each other think … or imagine they do. Immediately old narratives kick in and people polarize around established paradigms.
The challenge we have in our ever more complex world is that the temptation to do it in house is becoming greater. The pressure to cut costs is immense, but also people are craving for simple. Bringing in an outsider appears to adds complexity.
“A Professional Workshop Facilitator can have 10x the Impact of doing the work ‘In-House’”
In a workshop run by a professional facilitator everybody in the room is equal. Titles are stripped away. In a space that is unfamiliar to everybody, everyone becomes alert. Their powers of observation become enhanced. Everybody gets to see a different side of his or her colleagues. They acquire a different perspective.
Guided by a framework, like StrengthsFinder®* the professional facilitator can be infinitely flexible. He or she can respond to the situation with an open mind. Conversations become highly relevant. Everybody becomes engaged. Culture change occurs rapidly.
*Over 12 million people have taken the Gallup StrengthsFinder® assessment. Gallup the world’s leading engagement company has surveyed over 500 million people. Gallup data demonstrates that Strengths Focused Cultures are most productive. StrengthsFinder® is one of the core frameworks we use in facilitating cultural change.
To see how Strengths Focused your organisation is today, take our Free 3 minute Strengths Focused Assessment.