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Energize Results Toolkit

Refresh, Review, Reenergize!

Sustaining Movement toward C2

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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)

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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 accomplishments and relationships for the better in 2014)

When brainstorming is complete, leader/facilitator reviews post-it to acknowledge changes and accomplishments. Ask group to 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.

Activity 2 - “Staying Energized in 2015” (Team Building with Energize Results/Collaboration Wins)

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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: (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

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

Activity 3 Closing the gaps in 2015 (Focused Accountability, Think Customer, and Action Learning, small and large group activity)

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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:

Video Clip:

Youtube: Leadership: Common Mistakes Made by Newly Promoted Supervisors, Team Leaders and Managers