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Enabling for Employees to be Successful - Part 2

This is Part 2 of a 3 part article on how to enable for employees to be successful in their work. Read Part 1 for background information.

Preparing for the 3 Hour Session with the Executives

I met with the investors initially to hear their concerns from their perspective and also to ensure that the session with the executives was structured to accomplish the objectives desired by the investors. I learned the following in the meeting with the investors:

  • The goal of the 3 hour session was to leave with an actionable plan of what would be accomplished in a 1, 3, and 6 month time period, including roles and responsibilities of senior level staff.
  • The executives were engaged and understood the need to turn around the situation so the investors did not feel they needed to be “sold” on what was happening.

My next meeting was with the CEO and VP of HR. The goal here was to develop the agenda for the 3 hour session. The following agenda was developed with the support and help of the CEO and VP of HR:

TIMING

DISCUSSION TOPIC

30 minutes

Introductions
Purpose of session (investors and CEO)
Respond to questions

30 minutes

Review of agenda
Respond to any questions
Team building activity

90 minutes

Problem solving sessions
(breakout groups)

30 minutes

Wrap up and sharing from group work

Prior to the session, Executives were asked to respond to the following two questions via an online survey:

  • What challenges do you see ahead in engaging employees?
  • Where do you believe you could add the most value in helping to solve the problems to be addressed?

Responses to these two survey questions included the following:

What challenges do you see ahead in engaging employees?
  • Building trust with the employees
  • Getting employees to participate in making changes
  • Finding ways to get employees to contribute
  • Figuring out how to engage employees when there is so much going on

Where do you believe you could add the most value in helping to solve the problems to be addressed?

  • “Because I’m new, I feel like I have a better chance to building a relationship with employees.”
  • Leading change initiatives.
  • Taking the time to get to know employees – “I’m a relationship builder.”
  • “I have been in their shoes and understand how they feel.”
  • “I have been in a similar situation in another company and I learned much from that experience!”

The two problems being addressed at this upcoming session were:

  • How does the organization re-engage employees?
  • How does the organization restructure to enable for less hierarchy and decision-making at the lowest levels?

Stay tuned for Part 3 – the day of the 3 hour session.