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Als slides

  1. 1. The AL Set Process ‘Manual’ – Pages 9 - 13 WORK SITUATION PERSONAL SET Skill & Abilities AGENDA PROCESS • DIAGNOSIS • OWNERSHIP • HOLDING BACK• TRUST CONTRACT • NOT TAKING SIDES• TELLING THE STORY • LISTENING• ‘VENTILATION’ • EMPATHY• CLARIFICATION • CHALLENGING - Restating the problem • QUESTIONING - Spelling out resources available • TIMING INTERVENTIONS - Identifying all alternative courses of action • GROUP DYNAMICS• INTERMEDIATE GOAL
  2. 2. General Helping-Skills Model - (Gerard Egan - The Skilled Helper - 1979 etc.,)Adapted for use in AL Sets* Options Options AgreementE x p lo r in g U n d e r s t a n d in g A c t io nWith thanks to Peter O’Neill of the ‘Write Now’ CETL for the idea of the ‘options’ element
  3. 3. EXACT Goal-Setting (to replace/support SMART goals) EXciting inspiring, a relief Assessable measurable Challenging a stretch Time framed 3 or 6 months
  4. 4. Gerard Egan:- “Change Agent Skills – B: Managing Innovation & Change” 1 2 3 Current Preferred Strategy: Scenario Scenario Getting There A: A: A: Story Possibilities Strategies B: C: C: B: B: C: Blind Lever- Commit- Agenda Best-fit Plan Spots age* ment * e.g. Pareto principleACTION LEADING TO VALUED OUTCOMES A Model for Organisational Change (Model B)
  5. 5. ‘Leverage’ – using the Pareto principle 20% of results 80% of effort 80% of 20% of results effort
  6. 6. Adapted from Tuckman, B. (1965), Developmental sequences in Small Groups, Psychological Bulletin, Volume 63, Number 6, Pages 384‑ 99, American Psychological Association GROUP STRUCTURE TASK ACTIVITY SCHUTZ’s The pattern of interpersonal The content of interaction as related to the (FIRO) relationships; the way members act task at hand. STAGE and relate to one another.Forming: Testing and Independence Orientation to the taskorientation, testing and INCLUSIONdependence (Testing:-politeness, impersonal, guarded, watchful)Storming: Intragroup conflict Emotional responses to task demandsresistance to group influence CONTROLand task requirements (Infighting:- confrontations, conflicts, opting out, demotivation, feeling ‘stuck’)Norming: Ingroup feeling and cohesiveness develop; new Open exchange of relevant interpretations; intimate,openness to other group standards evolve and new roles are adopted personal opinions are expressedmembers OPENNESS (Doing:- getting organised, developing skills, establishing procedures, giving feedback, high task orientation, confronting issues, competence assessment)Performing: Roles become flexible and functional; structural Interpersonal structure becomes the tool of taskconstructive action issues have been resolved; structure can activities; group energy is channelled into the task; support task performance solutions can emerge (Identity:- closeness, group maturity, resourceful, flexible, open, effective, supportive, sharing, tolerance
  7. 7. Motivation, Self-esteem, Energy, Commitment ‘A Learning Curve’ Opportunity Crisis Point Danger TIME

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