Companies that embrace practices from the New Normal will realize competitive advantage: more comprehensive decision-making, more vital mutual learning, and more sustainable development.
The Hack sessions highlight these new practices. We start from a known tool, question it critically, and propose a more comprehensive and effective approach based on Co-reflective Collaboration.
November 10, 2021: How to strengthen strategy realization through co-thinking collaboration?
In this session, we discuss a classic project management methodology, namely the project charter template. Next, we explain why it is so challenging to realize projects within scope, budgets, and timelines. Next, we provide solutions for a differentiated approach to projects in the various possible project focus areas: from ‘continuous improvement’ over ‘rethinking value streams’ to ‘sustainable new profitability’. Finally, we will focus on how to achieve a more effective team dialogue.
November 24, 2021: How to achieve fair performance feedback?
Since the 1950s, performance feedback has been a regular part of every managerial soft skills training. However, many managers remain uncomfortable with it. Over the past few years, the focus has shifted from agreeing on S.MA.R.T. goals to F.A.S.T. practices. S.M.A.R.T. working holds the promise that substantive agreements that are specific, measurable, achievable, result-oriented and time-bound can be easily verified and thereby facilitate the feedback conversation. F.A.S.T. practices shift the focus to making appointments. They assume that Frequent Review, Ambitious Formulation, Specific and Transparent arrangements enable the collective conversation around performance.
However, the two approaches share the same blind spot: employees (re)interpret their reality. This session will show how to add the reflective component: from SMART and FAST to SMART-R and FAST-R.
December 15, 2021: How to stimulate the vertical development of executives?
How to avoid that six out of seven promising employees lose the label of high potential awarded to them after seven years?
The nine-box grid is one of the most widely used tools for estimating potential. The method consists of, on the one hand, making an estimate of the current functioning of employees (resulting in positioning in three categories: not meeting, meeting, or exceeding expectations) and, on the other hand, making an estimate of whether the person in question is capable of taking responsibility for more complex assignments (also resulting in positioning in three categories: low, reasonable and high probability).
The problem is that with ‘current functioning,’ the focus is mainly on competencies and attitudes, and the way complex tasks are talked about does not take into account the next meaningful complexity theme and the decision-making needed to make a difference in this theme.
The alternative is to rethink the 9 box grid completely. The first horizontal axis then becomes looking at the quality of perspective one uses in solving problems. The second vertical axis then becomes the quality of decision-making. These questions give you a better view of one’s proximal zone of development.
The Hack Sessions take one hour and start at 8 am (Brussels Time). They will be hosted by Jan De Visch and Maarten Van Damme Firestarten Enthusiasm).
The participation fee is 210 Euro (excl. V.A.T.). You can transfer this amount via PayPal. This way, you also confirm your registration.
The sessions will be recorded. If you miss one session, you will receive the recording the next day.
You can register by using the PayPal button below.