Change and transition are inevitable in any team, but they can also be challenging and stressful. How can you design team workshops that help your team cope, adapt, and thrive in the face of change? In this article, you will learn some practical tips and strategies to plan and facilitate effective team workshops for teams undergoing change or transition.
Before you design any team workshop, you need to have a clear idea of what you want to achieve and why. What is the change or transition that your team is facing? How does it affect your team's performance, morale, and culture? What are the main challenges and opportunities that your team needs to address? What are the desired outcomes and benefits of the workshop? Having a clear purpose and goals will help you tailor your workshop to your team's specific needs and expectations.
Once you have defined the purpose and goals of your team workshop, you need to decide on the format and methods that will best suit your team and the topic. For example, you can choose between online or offline workshops, synchronous or asynchronous sessions, individual or group activities, formal or informal settings, and so on. You also need to select the methods and tools that will help you engage your team, stimulate discussion, generate ideas, solve problems, make decisions, and create action plans. Some examples of methods and tools are brainstorming, SWOT analysis, feedback, surveys, polls, games, simulations, scenarios, and role-plays.
Cuando los miembros de un equipo plantean un cambio y hacen propuestas, pueden seguir estos pasos: definir el problema, conocer a los demás, conocer a los asesores, definir opciones, elegir estrategias, actuar, no rendirse y repasar. El cambio se produce a través de la confrontación con la experiencia y la interacción con los demás. Los talleres en empresa utilizan métodos basados en el enfoque informativo y experiencial. Estos talleres incluyen role-playing, simuladores, estudio de casos, ejercicios de grupo, dinámicas de autoconocimiento, charlas, conferencias y análisis de desarrollo organizativo.
The next step is to prepare the agenda and materials for your team workshop. The agenda should outline the main topics, activities, timings, and roles for each session. It should also include a clear introduction, objectives, expectations, and ground rules for the workshop. The materials should include any slides, handouts, worksheets, charts, posters, or other visual aids that you will use during the workshop. You should also prepare any equipment, software, or platforms that you will need to run the workshop smoothly and effectively.
The most important part of designing a team workshop is facilitating it. As a facilitator, your role is to guide your team through the workshop, encourage participation, manage dynamics, handle conflicts, summarize points, and keep track of time. You should also be flexible, adaptable, and responsive to your team's needs and feedback. You should use open-ended questions, active listening, paraphrasing, and probing to elicit your team's thoughts, feelings, and opinions. You should also use humor, stories, examples, and anecdotes to make your workshop more engaging and memorable.
The last step of designing a team workshop is to evaluate and follow up on the results. You should collect feedback from your team members, stakeholders, and yourself on the workshop's effectiveness, relevance, and impact. You should also analyze the data, insights, and outcomes that emerged from the workshop. You should then communicate the key findings, recommendations, and action steps to your team and other relevant parties. You should also monitor and support the implementation and progress of the action steps and celebrate the achievements and improvements of your team.
En el contexto de cambio organizacional, ahondar en la evaluación y seguimiento de intervenciones de capacitación es fundamental. Los talleres propuestos debiesen ser evaluados periódicamente, en todos sus aspectos: material entregado, modelo bajo el cual se trabajó, mirada creativa, relación de confianza, integración de aprendizajes y reflexión personal, el vínculo y los resultados concretos expresados en acuerdos, compromisos y planes de seguimiento.
In designing workshops for teams in transition, take a leaf out of Michael D. Watkins' 'The First 90 Days'. Begin by respectfully uncovering the team's history, achievements, and pride points. Acknowledging their journey is crucial. Avoid the pitfall of inadvertently offending them, which can quickly tarnish your role as a facilitator. While it's unrealistic to grasp all the nuances of their dynamics in one session, showing genuine interest in their past victories and challenges helps protect your credibility. This approach not only fosters respect but also builds a foundation for effective change management. Remember, in times of transition, empathy and understanding are as vital as strategy and structure.
Informar del seguimiento mediante observaciones al equipo y revisión de índices en calidad, productividad y ventas. Hacer una visita para evaluar el estado del equipo y las formas de trabajo. Realizar seguimiento directo después de los talleres de capacitación. Crear un plan de acción para los equipos basado en el contenido del taller. Lanzar actividades propuestas con metodología y tiempo definido. Algunas actividades pueden ser autoadministradas por los integrantes del grupo. El facilitador debe manejar las interacciones y promover la confianza y el diálogo abierto. Trabajar el clima y la cohesión del grupo.