1 Day Agency Course April 2014 Bruce Stewart

The Agency Game-Changer Role Your role as a Game-Changer is to use what you learn and spread it throughout your organization to improve teamwork, retention, innovation, and productivity.  In other words, your role is to Change the Game. From a Game where only some fully participate to a Game in which everyone participates, has fun, works as a team, and is productive.

The D&I Challenge in the Government

90 Day New IQ Approach Process Step 1. Meet with Leadership team. Review New IQ process. Set up New IQ Survey Step 2. Meet with leadership team and review respective New IQ scores. Identify implementation dates and identify potential change agents. Step3. Conduct Change Agent training with 10 to 20 selected Participants. Teach basics of New IQ, modify training, build message. 1 Day Step 4. Conduct 4hr New IQ workshop for agency participants. Step 5. Conduct regular checkups over 6 weeks with workshop participants. i.e. emails to reinforce agreed upon behaviors Step 6. Conduct 90 minute action planning seminar to review participant action plan and make modifications to ensure success.1

Step 1. Meet with Leadership team. Review New IQ process Step 1. Meet with Leadership team. Review New IQ process. Set up New IQ Survey Initial Meeting Establish relationship Explain the logic of the New IQ Get them to buy in Set the scene Key Message 3 Points Key Message finish Set up date for agency to take survey Remember, only 150 people at a time!! Small changes…

Establishing the way ahead… Step 2. Meet with leadership team and review respective New IQ scores. Identify implementation dates and identify potential change agents. Establishing the way ahead… This meeting is designed to review New IQ scores. Share your analysis of the scores with leadership. Remember, to key in on aspects that are important to them. Show ways that the New IQ can help them successfully achieve their goals. Reinforce that the New IQ is tied directly to improved employee engagement. Set up training dates for the 1 day game-changer training and the employee training dates. Remember, we want to train managers, supervisors and employees together in classes of no more than 25 to 30. Have them email you 10 Game-Changers. Tell them the game changers they select should be diverse in all aspects and have high energy and a positive attitude.

This is the 1 Day Agency Game-Changer Course Step 3. Conduct Change Agent training with 10 to 20 selected Participants. Teach basics of New IQ, modify training, build message. This is the 1 Day Agency Game-Changer Course Conduct the 1 Day Game-Changer course. Should have 10 high energy agency employees

Step 4. Conduct 4hr New IQ workshop for agency participants This is the training all employees go through Conduct the general 3 to 4 hr Game-Changer training for all employees. You will set this training up using a combination of videos and exercises. Emphasis should be on the 5 habits, participants identifying 1 to 3 persona habits they will work on n addition to the 3 behaviors identified during the 1 day game-changer course

Habit ticklers will be sent out through the MAX OMB page. Step 5. Conduct regular checkups over 6 weeks with workshop participants. i.e. emails to reinforce agreed upon behaviors This is the reminder “tickler” to help participants with habits.. Habit ticklers will be sent out through the MAX OMB page. Suggest to participants use smart phone to set up habit reminder system.

6 weeks after initial training Conduct 90 minute action plan follow-up Step 6. Conduct 90minute action planning seminar to review participant action plan and make modifications to ensure success 6 weeks after initial training Conduct 90 minute action plan follow-up Suggest face to face, but can be done on webcast or webinar Should have agency game-changers conduct this follow up session Now, schedule New IQ survey with agency to identify any progress…

“We are Smarter than Me”

Diverse Perspectives “We are at our best when we draw on the talents of all parts of our society, and our greatest accomplishments are achieved when diverse perspectives are brought to bear.” Barack Obama The White House August 18, 2011 Executive Order 13583

Newspapers from the time estimated the size of the iceberg to be between 50-100 feet high and 200-400 feet long. Titanic was navigable for awhile and could have pulled aside the iceberg. Many people could have climbed aboard it to find flat places to stay out of the water for the four hours before help arrived. Fixated on the fact that icebergs sink ships, people overlooked the size and shape of the iceberg (plus the fact that it would not sink).

The Brown Paradox

Wrong mental maps lead to wrong solutions which lead to lost resources…

Thomas Schelling Segregation: background In many (American) cities, races segregate This has unwanted consequences Why does this happen, and what can we do about it? Main idea: this is because people don’t like each other If that would be true, high-tolerance cities would have lower segregation than low- tolerance cities … … but empirically this does not hold.

Schelling’s conclusion Harsh preferences are not necessary to create segregation. In other words: even under ‘mild’ circumstances, segregation can occur And the simulation shows that segregation also depends on for instance how full the checkerboard is (if crowded, moving is more difficult)

We Must Think Differently by Challenging our Paradigms…Creatively

Workforce Engagement Impact Dashboard

3 Buckets Diversity Inclusion Change Diversity Trumps Ability Cognitive Diversity Unconscious Bias Inclusion Inclusive Intelligence 5 Habits 80/20 Rule Change Social Networks Viral Rule of 150

Diversity Basics A Class Divided Diversity Trumps Ability Unconscious Bias

Inclusion Basics Baranga Card Game Inclusion Definition Trimtab

New IQ New IQ Definition and Development 5 habits 3-Step habit creation

CLICK: the way you change the game Connect Lead Influence Change C(K)reate

The Five Skills of a Game-Changer Connect with Anyone Lead Everyone Influence Others to Follow Change Through Networks Create by Design

Connect to Anyone Review Unconscious Biases Review Implicit association test results

Lead everyone by example Be Likeable Be credible through character, confidence, and competence. And, sprinkle a dab of courage on yourself to…

Influence Be influential by being authentic and using your personal story. Use the story template

Change Understand that change is through social networks Read Tipping Point

Create Use design thinking to come up with innovative solutions to organizational challenges

Is this group diverse? This is the kind of view you get when you report based on the characteristics of individuals.

Is this group diverse? This is the kind of view you get when you report based on the characteristics of individuals. Are different perspectives being brought to bear?

Is this group diverse? Quantitatively show diversity But does this prove employees get diverse perspectives? (Illustrative)

Network Analysis tells a different story

Network Analysis tells a different story Human nature: people tend to surround themselves with those they see as similar to themselves Similarities can be based on many different characteristics …this network will inhibit diversity of thought.

Network science Every organization has existing networks, mostly hidden to senior leaders, that gets work done.

Network science Every organization has existing networks, mostly hidden to senior leaders, that gets work done. Network analysis exposes these networks

Network science Every organization has existing networks, mostly hidden to senior leaders, that gets work done. Network analysis exposes these networks … and lets organizations take advantage of them.

Questions Silos Are there silos? What are the characteristics of people in each silo? Who are the most important people in each silo? Who are the people who connect different silos? Collaboration How are we collaborating currently? Where is there room for improvement? What are the benefits of improved collaboration? Knowledge Does knowledge cross silos? What is this knowledge worth?