The aim is really to get buy in for your new process. Here questions about the link with rewarding, frequency and goals should pop up. The tool training should be there to answer questions about the tool, not the process anymore.

Typical flow (usually guided by slides from the client):

The Why
Make your point, why are we doing this? Get some quotes on the screen like "in these turbulent times, more feedback is needed to survive & to really understand our customers," says our CEO.
Ask some opinions (what's in it for them?!) and make sure we all want to head in the same direction.


The helicopter view
Tell them what concepts will support our process and what the aim of each concept is. Try to create as much links as possible with the old way of working and use terminology they know. That way it's easier to learn.
An example:

  • We will do 4 check-ins per year. Content is entirely up to you guys. It's every employees responsibility that they get 4 check-ins per year. If you want to do more, be our guest!
  • Objectives: we want you to keep track of a learning plan and all responsibilities you have for the coming 3 months. Every quarter during the check-ins you re-evaluate your objectives. You can add more objectives if you want, but these two we expect to see everywhere.
  • Regular feedback: There's no directives for regular feedback, but this is a spear point, so I'd like you to think about a habit within your team or within your way of working that could make you commit to giving more feedback. We notice that people start with setting forced routines for giving feedback and that then evolves into a more natural feedback culture.
  • Rewarding: ...
  • Onboarding: ...
  • Learning: ...
  • Team planning sessions: ...

In practice
Now, go over each of the concepts again, but let them experience it. (You can even break this up in separate sessions) For example:

  • You can now create a learning objective and a responsibility objective for yourself. Include measurable key-results so we can evaluate the objective within three months.
  • Show some topics on a screen and have people come up with good coaching questions to ask around each topic. Then have them pick their 4 favorite questions and use them to start a coaching conversation with their neighbor.
  • Show them some triggers that could really help you give more feedback (like after every meeting we ask 'what could've been better?'. And ask them to sit in groups of 4 and come up with the best triggers for them.

Commitment
Get people to commit to this new process and ask them who you can count on.


Make sure all information on this topic is easily accessible online (via share-point for example).

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