Draft Energize Results Toolkit Refresh, Review, Reenergize! Sustaining Movement toward C2 Tara, please put in pages numbers after you edit thanks Contents Toolkit Introduction ……………………………………………………………………………………….3 PHI Developed Team/meeting Activities 1. “Let’s celebrate our progress and achievements”(team building activity linking to Celebrate PHI, Focused Accountability, Focused Feedback, Focused Storytelling, Focused Feedback)…………………………………………….. 2. “Staying Energized in 2015” (Team Building with Energize Results/Collaboration Wins)………………………………………. 3. Closing the gaps in 2015 (Focused Accountability, Think Customer, and Action Learning, small and large group activity) ………………………….. 4. Fast and Furious Feedback Exchange (Exchange Feedback, You Count, Open Up, Demonstrate Trust, individual and team development)………. PILtools.com……………………………………………………………………………………………….. Recomended: The Four Types of Beliefs………………………………………………………. ????? about this section PIL material not used in Energize Results training · Metholdogoy for changing beliefs · Signs of a lack of alignment · See it own it solve it best practices · How to recognize when you are below the line above the line Introduction · This toolkit contains individual and team activities, video clips, pdf downloads from PILtools.com that can be used in small and large group meetings. · This toolkit contains four standalone, optional activities developed specially for PHI as a way to help use Energize Results with individuals or teams. · These activities can be used with small or large groups/teams to refresh, review and reengergize. · Several activities will enable individual and teams to gain a deeper understanding of the Energize Results concepts like the Results Pyramid and were not part of the original Energize Results training. · Activities are designed to reinforce Energize Results through team work, reflection and Action Learning. · Activities are also meant to be fun, creative, and edited by users to fit their needs. Activity 1 -“Let’s celebrate our progress and achievements”(team building activity linking to Celebrate PHI, Focused Accountability, Focused Feedback, Focused Storytelling, Focused Feedback) ___________________________________________________________________ Purpose: to spend time reflecting on progress toward C2 and achievements in 2014. Materials Needed Two flip charts or large white board Sticky dots, post-it notes, markers · Time: 1-1.5 hour, depends on size of group. · Description · Part I Energize Results Matrix · Part II What we are most proud as a team in 2014 · Link activity from both Part I and II back to a Key Result. Option: Use Part I or Part II as standalone activity. Part I. Energize Results Tool Matrix Draw the matrix below on a white board or flip charts. Brainstorming: Each person records on post it notes, how Energize Results (Key Results, Cultural Beliefs, Results Pyramid, tools, etc.) has impacted individual and team accom ...

1. Draft
Energize Results Toolkit
Refresh, Review, Reenergize!
Sustaining Movement toward C2
Tara, please put in pages numbers after you edit thanks
Contents
Toolkit Introduction
…………………………………………………………………………
…………….3
PHI Developed Team/meeting Activities
1. “Let’s celebrate our progress and achievements”(team
building activity linking to Celebrate PHI, Focused
Accountability, Focused Feedback, Focused Storytelling,
Focused Feedback)……………………………………………..
2. “Staying Energized in 2015” (Team Building with Energize
Results/Collaboration Wins)……………………………………….
3. Closing the gaps in 2015 (Focused Accountability, Think

2. Customer, and Action Learning, small and large group activity)
…………………………..
4. Fast and Furious Feedback Exchange (Exchange Feedback,
You Count, Open Up, Demonstrate Trust, individual and team
development)……….
PILtools.com…………………………………………………………
……………………………………..
Recomended: The Four Types of
Beliefs……………………………………………………….
????? about this section PIL material not used in Energize
Results training
· Metholdogoy for changing beliefs
· Signs of a lack of alignment
· See it own it solve it best practices
· How to recognize when you are below the line above the line
Introduction
· This toolkit contains individual and team activities, video
clips, pdf downloads from PILtools.com that can be used in
small and large group meetings.
· This toolkit contains four standalone, optional activities
developed specially for PHI as a way to help use Energize
Results with individuals or teams.
· These activities can be used with small or large groups/teams
to refresh, review and reengergize.
· Several activities will enable individual and teams to gain a
deeper understanding of the Energize Results concepts like the
Results Pyramid and were not part of the original Energize
Results training.
· Activities are designed to reinforce Energize Results through
team work, reflection and Action Learning.

3. · Activities are also meant to be fun, creative, and edited by
users to fit their needs.
Activity 1 -“Let’s celebrate our progress and
achievements”(team building activity linking to Celebrate PHI,
Focused Accountability, Focused Feedback, Focused
Storytelling, Focused Feedback)
_____________________________________________________
______________
Purpose: to spend time reflecting on progress toward C2 and
achievements in 2014.
Materials Needed Two flip charts or large white board
Sticky dots, post-it notes, markers
· Time: 1-1.5 hour, depends on size of group.
· Description
· Part I Energize Results Matrix
· Part II What we are most proud as a team in 2014
· Link activity from both Part I and II back to a Key Result.
Option: Use Part I or Part II as standalone activity.
Part I. Energize Results Tool Matrix
Draw the matrix below on a white board or flip charts.

4. Brainstorming: Each person records on post it notes, how
Energize Results (Key Results, Cultural Beliefs, Results
Pyramid, tools, etc.) has impacted individual and team
accomplishments and relationships for the better in 2014)
As a result of Focused Accountability
Example: Laura always reminds us to “above the line”
As I result of Focused Feedback
Example: I hesitate to cc Jane on everything email
As a result of Focused Storytelling
Example: We retold the story about how IT helped us to the rest
of our team.
As a result of Focused Recognition
Example: There are more recognitions at each meeting than in
the beginning when they seemed forced.
When brainstorming is complete, leader/facilitator reviews post-
it to acknowledge changes and accomplishments. Ask group to

5. link entries to impact on the Key Results.
Part II: What I/we are most proud of
Leader/facilitator reviews Energize Results matrix with group;
each individuals then writes what they are most proud of on a
post-it note. These notes are displayed on a flip chart called
“We are most proud of in 2014”
· “Most Proud of” flip chart – options team can keep as
reminder/display/record and send to everyone
· After everyone has posted their “most proud of”,
leader/facilitator reviews and again asks about links to the Key
Results.
We are Most Proud of in 2014
Individual Post it Notes from team members
And these “prouds” link to the following Key Results:

6. Activity 2 - “Staying Energized in 2015” (Team Building with
Energize Results/Collaboration Wins)
_____________________________________________________
_________
Purpose: This activity is designed to help a team focus on what
skills and techniques they already have and what they need to
manage the changes and challenges in 2015.
Materials:
· Flip charts/easels (minimum 3)
· Markers, post-it notes
· Music
· YouTube clip
Time: 1-1.5 hours, depends on size of group
Description/Outline:
· Opening Discussion: Acknowledge the many changes and
challenges ahead. Use the Results Pyramid to identify negative
and positive experiences and beliefs about change.
· Acknowledging the above, everyone already has some skills
and techniques they have used to master past changes and
challenges. Give some examples and refer to recent
changes/success:
Solution
One, reorganization, etc.
· Let’s approach 2015 from our strengths as if we were
preparing for a marathon – option: play a short YouTube clip:

7. (Rocky scene as he is our early morning running; or a clip that
fits the culture of your group.
· Rotating flip charts- option: play lively background music;
small groups walk around to add/respond to each flip chart.
Note; in a very large group, you will want more than 3 flip
charts.
· The strengths and skills we already have used to manage
change in the past
· Ways to preserve energy when we are under pressure
· What we need to stay energized
· Discussion an debriefs
Flip Charts
The strength and skills we already have used to manage change
in the past
Ways we preserve energy under pressure
What we need to stay energized and meet changes and
challenges ahead in 2015
Example: I stay organized
Example: I ask others for help
Example: I get up and go see a friendly person

8. Example: I make sure to walk outside every day
Example: I need to keep my temper and for the team to give me
feedback if I don’t
Example: I need to hear success stories
Activity Summary by leader/facilitator
· We all have some skills and techniques that we have used to
manage change in the past
· We need to identify what we need to manage and lead change
well
· Energize Results has tools to help us identify what we need
and to get what we need:
· We need to help each other stop behaviors below the line
· We need to ask and give each feedback
· We need success stories in the midst of change and stress
· We need to recognition each other

9. Activity 3 Closing the gaps in 2015 (Focused Accountability,
Think Customer, and Action Learning, small and large group
activity)
_____________________________________________________
_____________
Purpose: To combine Focused Accountability and Action
Learning to plan and close gaps that need to be addressed in
2015.
This is a type of action learning?
“Action learning is a form of peer learning with a group of
colleagues who work on the real live challenges they face as
leaders. It is a rigorous and disciplined process that helps
people develop the skill of asking insightful questions to unlock
thinking.”
(Source: Ruth Cook, Director, Action Learning Associates)
This activity can be used with small or large groups. Asking
questions is a key part of the process.
Materials:

10. Video Clip:
Youtube: Leadership: Common Mistakes Made by Newly
Promoted Supervisors, Team Leaders and Managers
https://www.youtube.com/watch?v=Dde22DMuhFE ---- doesn’t
work
Time: this one depends on gap complexity and the number of
action learning. For example, a complex gap, might require 30
minutes or longer o “see it”. You need time to explain the
purpose (15 minutes); time to identify and prioritize gaps (45-
60 minutes); time for each step to be worked; time for optional
rotation and feedback. Time for debrief and any additional
planning that results from reaching step 3s and 4
Description/process:
Activity consideration – think about who do you need to invite
to be part of this solve it. You may want people from outside
your group or team who also touch the problem to be part of
this solve it.
· Explain the purpose of the activity and action learning. Show
YouTube to illustrate how asking questions is an important part
of working above the line, being accountable and solving
problems.
· First, Group/s Identify performance gaps impacting 2015. You
may use gaps you identified as part of your 2014 sustainability

11. plans.
· Second, prioritize gaps (sticky dots voting); you need to get to
a short list which shows the top 3-6 priorities facing the
team/group.
· Option 1 – small groups (6-8) work on the same gap. If you
choose this option, give the groups time to just work on one
step at a time. For example:
See it:20 minutes
Own it: 15 minutes
Solve it:30 minutes
Do it:15 minutes
Process:
· Groups all get time to work on one step at a time and then
everyone stops to report out.
· All groups rotate to see other teams’ flip charts (one step at a
time) and give feedback
·
After each step, have all the groups circulate and give some
feedback and reaction to all groups before moving to the next
step.
Note: Times will verify depending on the gap you work on.
After each step, have all the groups circulate and give some
feedback and reaction to all groups before moving to the next
step.

12. · Option 2 – small groups work on different top gaps; you can
still use the process of giving feedback between steps described
above.
· Debrief, groups report back and additional planning, next
steps, commitments are made.
Activity 4 . Fast and Furious Feedback Exchange (Exchange
Feedback, You Count, Open Up, Demonstrate Trust, individual
and team development
_____________________________________________________
__________
Purpose: To encourage the use of Focused Feedback while
practicing cultural beliefs of You count, Exchange Feedback,
Open Up, Demonstrate Trust. The atmosphere should be lively,
positive and people will need to know each other enough to give
positive and constructive feedback.
Materials:
· Chairs for everyone, lined up in two rows facing each other
· 4 panel card
· Cultural beliefs
· Bell or timer or music

13. Time: depends on the number of feedback round you want to
have. Suggest you have people move at least three times.
Description/Process
· Compare this to speed dating.
· Line up pairs of chairs facing each other
· Tell one row they are “focused feedback givers “and the other
row they are the “receivers”.
· At the signal:
· Receivers asks What feedback do you have for me around
name cultural belief.
· Giver responds with positive and constructive feedback using
the tool language (4 panel card)
· Receiver says “thank you for the feedback”
· 2 minutes and bell rings, receivers get up and move to the next
chair.
· Repeat, with receivers requesting more feedback
· Repeat 3 times or whatever makes sense for your group
· Switch, so “feedback givers” now become the receivers
requestors of feedback
Summary
· Not everyone is aware of their strengths
· Hard to see our blind pots or opportunities to be even more
effective
· Ask for volunteers to share either positive or constructive

14. feedback, surprises
· Recommended option: to push the envelope and have everyone
“Open Up” and “Demonstrate Trust”
· Have each person share one strength in terms of a cultural
belief and one area to improve based on constructive feedback.
· The team will be stronger if each person continued to
contribute their behavioral strengths and to improve their
behavior that detracts from cultural beliefs (Patrick Lencioni)
SectionL: Piltools.com
_____________________________________________________
______________
We have included PILtools.com in this toolkit because some
people have used it already to be certified but others have not
reviewed this tool.
PILtools.com provides a wealth of knowledge regarding
Energize Results through the "Learning Tools" and "Team
Tools" (great for leaders) sections. Navigate to these "Tool"

15. sections to tap into relevant articles, videos, 360 assessments,
tools, as well as guided tutorials on the Results Pyramid,
Accountability and Focused Storytelling, Feedback and
Recognition, and how to integrate the tools into your work
practices and processes. The site offers quick hits designed for
the busy employee or leader looking to boost their knowledge or
"re-energize” their team.
PIltools.com Horizontal Tool Bar
The Learning Tools Section contains:
· Getting Started
· Guided Tutorials
· Additional Resources
Within each of these sections are:
· Videos – tools/
· Assessments
· More to Explore
· Short Videos – optional
· Reading Change the Culture Change the Game
The Team Tools Section contains:
· Accelerating Culture Change
· Experiences Types
· Closing Accountability Gaps

16. · Exchanging Focused Feedback
·
Recommeded:Experience Types – video and guided tutorial
from Team Tools Section
Took directly from piltools.com – check to see if ok
“This team tutorial will help you and your team accelerate the
shift in culture from C1 to C2. By implementing The Results
Pyramid® methodology, you can create powerful experiences
that speed up the adoption of the desired Cultural Beliefs®. In
this tutorial, you will identify Type 1 and Type 2 experiences
you can create as a team to facilitate the adoption of the
Cultural Beliefs.”
Video
Paired up activity, download handout

17. 16