My reflection – Deep insights of an organization functioning

Challenge & Selection

To achieve my clients visualize the non-satisfying work climate within the organization I use the tool of  visualization (also known as Visual Thinking). Presenting the different set of problems, discomfort and  perceptions of collaborators would allow a diverse group of members among the stakeholders  understand the mindset of their collaborators and arrive to solutions that can improves the wat the  organization achieves its goals from project to project.

This approach is very useful for me when working with different types of persons (regardless their age,  nationality, etc.) I use diagrams with key words and/or icons that allow me to present in a very simple  way concepts that most of time are hard to understand by others, present questions that are not so  easy to see and explain how processes work and are perceived. All these with the goal of identifying  pain points, improve processes and find solutions.

Application

To develop the diagram, my first step is to examine any existing material available to understand  the organization, the environment and how both processes and collaborators work. What functions are  or should be. This material can be operational or procedures manuals or guides from each  department. I also like to conduct informal interviews with collaborators and stakeholders to obtain  data to contrast in the diagram.     I like the idea of contrast because it does facilitate the presentation of what the processes in the  company are, how are they managed and how they really should be. It is in this final stage where  stakeholders can take a deep inside of how the organization is really working, what approaches the  collaborators use to do their part and how the stakeholders react to it. This is an eye-opening technique  that, not just presents the improvements to apply among the collaborators but also among the  stakeholders so the final the result is better and satisfying for everyone.     For carrying the activity, I will divide the stakeholders into groups of 3-4 participants. The idea is to give  them 3 scenarios in which they try to figure out what should be done, what dependencies are (if there  any) and what the priorities of their managers are (and how it contrasts with the goal of the project).  Each group will get to experiment the scenarios for 15 minutes and write down the difficulties, how they  felt, what was their perception regarding the directions given.     The materials a use for this are bond papers with a table of 3 columns in which they describe briefly  their experience in each scenarios (what were the difficulties, how they felt, what was their perception  regarding the directions given). Once they are done this phase, I would called one member of each team  to write in the diagram in the board their findings. With this artifact complete, I start a discussion  session, which will provide answers and therefore the necessary agreements to solve the situations that  affect the organization collaborators performance and work climate.     Insights & Approach

To me apply this exercise not only allow the customer to experiment the functioning of different areas  of the organization and why the collaborators among them sense a bad work climate. This exercise also  allow them to learn their role in the organization and their responsibility in the processes.      The final diagram is the point that starts the discussion to arrive the needed solutions that benefit the  entire company. It can also help identify at what levels are funnels that do not allow information or  requirements are not clear or shared with collaborators in the right time.     Using this tool I have discover there is a lot of information I can get from it. Data that provides bad  practices and how to improve them to turn them into best practices.


My reflection – Deep insights of an organization functioning Challenge & Selection To achieve my clients visualize the non - satisfying work climate within the organization I use the tool of visualization ( also known as Visual Thinking ) . Presenting the different set of problems , discomfort and perceptions of collaborators would allow a diverse group of members among the stakeholders understand the mindset of their collaborators and arrive to solutions that can improves the wat the organization achieves its goals from project to project . This approach is very useful for me when working with different types of persons ( regardless their age , nationality , etc . ) I use diagrams with key words and/or icons that allow me to present in a very simple way concepts that most of time are hard to understand by others , present questions that are not so easy to see and explain how processes work and are perceived . All these with the goal of identifying pain points , improve processes and find solutions . Application To develop the diagram , my first step is to examine any existing material available to understand the organization , the environment and how both processes and collaborators work . What functions are or should be . This material can be operational or procedures manuals or guides from each department . I also like to conduct informal interviews with collaborators and stakeholders to obtain data to contrast in the diagram . I like the idea of contrast because it does facilitate the presentation of what the processes in the company are , how are they managed and how they really should be . It is in this final stage where stakeholders can take a deep inside of how the organization is really working , what approaches the collaborators use to do their part and how the stakeholders react to it . This is an eye - opening technique that , not just presents the improvements to apply among the collaborators but also among the stakeholders so the final the result is better and satisfying for everyone . For carrying the activity , I will divide the stakeholders into groups of 3 - 4 participants . The idea is to give them 3 scenarios in which they try to figure out what should be done , what dependencies are ( if there any ) and what the priorities of their managers are ( and how it contrasts with the goal of the project ) . Each group will get to experiment the scenarios for 15 minutes and write down the difficulties , how they felt , what was their perception regarding the directions given . The materials a use for this are bond papers with a table of 3 columns in which they describe briefly their experience in each scenarios ( what were the difficulties , how they felt , what was their perception regarding the directions given ) . Once they are done this phase , I would called one member of each team to write in the diagram in the board their findings . With this artifact complete , I start a discussion session , which will provide answers and therefore the necessary agreements to solve the situations that affect the organization collaborators performance and work climate . Insights & Approach To me apply this exercise not only allow the customer to experiment the functioning of different areas of the organization and why the collaborators among them sense a bad work climate . This exercise also allow them to learn their role in the organization and their responsibility in the processes . The final diagram is the point that starts the discussion to arrive the needed solutions that benefit the entire company . It can also help identify at what levels are funnels that do not allow information or requirements are not clear or shared with collaborators in the right time . Using this tool I have discover there is a lot of information I can get from it . Data that provides bad practices and how to improve them to turn them into best practices .