Creating Momentum, Chapter 9 of The Inclusion Breakthrough

The Inclusion Breakthrough Chapter 9 - p. 157-170 Inclusion Breakthrough Phases Resources Identify Develop Align 1. Position the effort for implementation. Create Momentum 2. Emphasize the mission critical nature of the process. Develop Initial 12-18 Month Plan 2. Create Momentum Implement aggressive efforts to engage, inform, and enroll the people of the organization. Develop a critical mass of Agents of Change. Begin education to create new competencies for senior leaders, managers, individual contributors. Create new processes to address blatant or subtle discrimination/barriers. Support networks, buddy systems and coaching. Identify and begin work in "Pockets of Readiness". 2. Implement aggressive efforts to engage, inform, and enroll the people of the organization. Create Momentum Why? Ensure everyone is informed of the organization's goals, plans and rationale. How? Frequent communications from senior executives regarding details, expectations and anticipated benefits of change effort. Goal? Sustain momentum, emphasize importance of process and imperative of the inclusion breakthrough. 2. Why? Ensure everyone is informed of the organizations goals, plans and rationale. How? Frequent communications from senior executives regarding details, expectations and anticipated benefits of change effort. Goal? Sustain momentum, emphasize importance of process and imperative of the inclusion breakthrough. Create Momentum Implement aggressive efforts to engage, inform, and enroll the people of the organization. Create Momentum Why? To build a critical mass of employees who are living the new culture and practicing inclusive behaviors in their work. How? Select 50-400 (depending on organizational size) Agents of Culture Change for intensive education and skill development training. Goal? Develop role models and experts in the behaviors of the new culture. To select Change Partners (peers/managers) to participate in some educational events. 2. Develop a critical mass of Agents of Change. 2. Begin education to create new competencies for senior leaders, managers, individual contributors. Create Momentum Why? To ensure success of the inclusion culture, managers and leaders need the skills and education to model the change. How? 5 days of specialized training. 3 days of understanding and skills and a 2-day practicum with staff members to practice skills. Goal? Develop a shared perspective for leveraging diversity, enhancing skills in leading diverse teams, training all team members. 2. Why? Communicate the seriousness of the effort and the commitment to change. How? Establish Inclusion Action Teams to identify barriers to inclusion and discuss solutions Goal? Eliminate barriers that might cause discrimination. Recruit, retain and develop diverse employees that contribute to the organization's success. Create Momentum Create new processes to address blatant or subtle discrimination/barriers. 2. Create Momentum Support networks, buddy systems and coaching. Why? Networks: Foster connections, alleviate feelings of isolation. Buddy Systems: Pair new hires with high-performing member of workgroup for extended orientation. Coaching: Keep Managers accountable as coaches, mentors, facilitators and partners, not just score and attendance keepers. How? Networks: Each network's charter must tie it to the organization's business objectives, there must be a senior leader as champion, each network belongs to a network of networks, assuring alignment with business objectives and in community outreach activities.Buddy Systems: Tie bonuses for Manager and Buddy to the new hire's performance, assuring motivation for their success.Coaching: Tie formal coaching to Manager's job description, accountabilities and compensation. Goals? Networks: Address diversity awareness initiatives (mixed results when not tied to business objectives). Buddy Systems: Show the new hire the ropes and and help them succeed in the organizations. Coaching: Motivate managers to develop all employees so they may succeed in achieving business objectives. Identify and begin work in "Pockets of Readiness". Create Momentum 2. Why? Certain business units move faster than others and can demonstrate the benefits to the organization more quickly than others. How? Target business units most willing to move forward to show success through practicing new, more inclusive behaviors and skills. Goal? To use the pioneering group as an example that the changes work so that other groups will want to emulate their success. Shift from push model where groups are forced to change to a pull model where groups want to reach the goal on their own. Develop resources, policies, competencies that support the inclusion breakthrough in the long term. Summary of Phase 2 Strategies 1. Connect the inclusion breakthrough to the bottom-line mission and objectives of the organization. 2. 3. Pursue the inclusion breakthrough in a manner that reflects and models the compentencies it is intended to create. Creating Momentum Mark Attew