Actionable Conversations

Actionable Conversations

What makes Actionable Conversations unique? Triple impact of learner skill development, leader credibility enhancement, and real-time insight for the organizational leaders around measurable behaviour change and leader impact. A ground-breaking solution, Actionable Conversations are:

  • Short in duration - about one hour in length.
  • Flexible - conduct them at times that suit you.
  • Easy to lead - no external facilitator needed.
  • Actionable - outcomes linked to your needs.
  • Accountable - track everyone’s actions online.

Actionable Conversations utilizes leading business books as the inspiration for enhanced team conversations, individually-relevant actions, peer accountability and real-time, applicable business insights, for improved engagement, productivity and leader impact.

With Actionable Conversations, you can empower your managers to be true leaders.
Actionable Conversations is a simple, yet powerful platform that can dramatically improve workplace effectiveness through better relationships and shifted behaviour.
With an investment of about one hour per month, Actionable Conversations will help your organization develop stronger leaders, develop individual skills and enhance team culture.
For more information and a copy of our brochure, please contact Dale Wilcox:
1-800-265-9726  •  watmec@watmec.com

The Actionable Conversations Approach

It’s a deceptively simple, three stage process that happens on the job, around real issues your people are currently dealing with.
Conversations

Every month, managers will lead their teams through 60 minute conversations. Each of the conversations will utilize one concept from a popular business book – serving as a “lens” through which the team discusses a current business challenge.

We provide the notes, videos and activities so even first time managers have everything they need to lead a robust conversation.

Action

Building off the group conversation, each team member commits to a “micro-behaviour change”; one small action they will do differently moving forward. The Actionable Engine (a web-based personal growth tracker your people can access from any device) helps them keep track of their progress.

Each person who commits to an action also chooses an Accountability Buddy; someone who will be notified and encouraged to check in with the person committed to action, to help keep them on track.

Insight

As a team leader, imagine having real-time visibility into who is struggling, who is thriving and who has checked out on your team. Think how much more effective you could be in your leadership conversations if you knew exactly who on your team needed your attention, and what to talk about.

As an organizational head, imagine the power of being able to see – quantifiably – who is driving real change and who’s a flight risk. You’ll have real-time insight into your people, with the click of a button.

How Do Actionable Conversations Work?

1 - CUSTOMIZE

Focusing on your individual team and the corporate needs as a whole, you can build a curriculum for the organization – basically a storyline – that will typically consist of 10 modules.

2 - SCHEDULE

Scheduling is quick and easy through the online platform. The system automatically sends the participants an article to read and sends the leader materials for preparation.

3 - LEADER PREP

With the Leader Notes and a “Train the Trainer” video, the leader will prepare to host their team’s conversation. Typically only 25 to 30 minutes of prep time is needed to get ready for a session.

4 - CONVERSATIONS

For the first 5-10 minutes, the leader will teach a concept from a popular business book. For the next 45 minutes, the team figures out how it applies within their own team dynamic and organization.

5 - COMMITMENT ENGINE

Team members log their commitment. Automated daily check-ins, an accountability buddy, and monthly team leader follow-up are used to track each team member’s progress.

6 - LEADER-LED COACHING

The leader is aware of the commitments and can provide support to team members. We provide tips, tools, and techniques to have these coaching conversations in 10 minutes or less.

Actionable Conversations – Let’s Talk Engagement

Any KPI you’d likely want to measure is directly impacted by employee engagement.

Organizations with top-quartile teams in employee engagement have:

20%

HIGHER
CUSTOMER
METRICS

21%

HIGHER
PRODUCTIVITY

21%

HIGHER
PROFITABILITY

37%

LOWER
ABSENTEEISM

65%

LOWER
TURNOVER

41%

FEWER
QUALITY
INCIDENTS

ENGAGEMENT AT WORK: GALLUP’S Q12 META-ANALYSIS OF 1.4 MILLION EMPLOYEES: 2013

The Engaged Individual Pyramid

The pyramid represents the six core competency areas of top performers in the 21st Century. Like Maslow’s Hierarchy of Needs, these competencies must be developed in a particular sequence – bottom to top – to create lasting change.

Click each section of the pyramid to learn more.
For more information, please contact Dale Wilcox.
  1-800-265-9726      watmec@watmec.com
Role & Culture

This lays the foundation for the Engaged Individual. Without a sense of aligned purpose and team connection, the other areas are irrelevant. The three sub-categories below outline how these modules foster engagement and help individuals go above and beyond their job descriptions.

Skill fit: (WHAT) Reconnect individuals with their natural skill set and rekindle the enjoyment they have for their work.

Team dynamic: (HOW) Discuss how your team collectively operates and clarifies expectations.

Aligned purpose: (WHY) Create enthusiasm and unite your team through a shared purpose. Help individuals identify a particular aspect of the organization’s vision that resonates with them.

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Self-Management

Team members gain a greater sense of control over their work, the direction that it’s going, and think more proactively about what steps they can take to have a greater impact in the organization and with the end client.

Time management: Individuals consider how they manage their days; they focus on how to work more efficiently and effectively.

Prioritization: Identify what’s important and what’s urgent. Move beyond just “keeping up” to actually getting ahead. Team members realize the value of their contributions.

Proactive planning: Future planning for personal careers, organizational goals, and departmental goals. Intelligent planning as a group.

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Communication

How does human interaction play out in your workplace? This section focuses on specific skills to help your team members become more effective communicators.

Clarity: Reduce the ambiguity, confusion, and frustration that comes about through vague communication. Say more precisely what you mean to say.

Empathy: Communicate in a way that resonates with the other person and develop better listening skills. Throughout Communication and in this particular sub-category, we’ll spend time on sales and how to sell more effectively (everyone who has a job is selling something at some point).

Influence: Learn how to drive behaviour change and form new habits.

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Team

This section of the pyramid focuses on team dynamics that exist in the workplace. We take a look at the mentality and attitudes team members bring to working with others.

Cordial with peers: While you don’t need to be best friends with your coworkers, each person should bring civility to the workplace. Respect is necessary to allow each person the space to do their work in their own way. This sub-category is great for when certain things have been bottled up or brushed under the carpet in the past; move forward and create an environment of respect.

Personal accountability: Only effective teams are made up of individuals who are able to take personal ownership of their projects and responsibilities. Each individual doing so allows the team to thrive.

Collaboration: If we as a group can leverage the individual strengths of each person here, where everyone is responsible for their own actions, then the sum becomes greater than its parts. As a team, we can accomplish more than individuals on their own.

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Thinking

Move away from doing without thinking – or maintaining the status quo – and take your team to the next level. Think strategically and proactively about what you’re doing and where you’re going. This section also focuses on how we think about past accomplishments and past failures.

Learn from mistakes: Facilitate proper discussion and reflection on mistakes. Look at situations from the past that we can apply learnings from; determine how we can do this as a team.

Embrace change: Take ideas that are given to us and take ownership of them; change the mentality and attitude of those who have not yet learned to do this. Face changes and create something exceptional out of what may have been unexpected.

Micro innovation: Create small, incremental improvements. This is not something that’s a major event and not something done by “those people” but it’s the little things that we all can do on a daily basis. Build systems, adopt an innovative mindset, and think differently about innovation.

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Leadership

Leadership runs along the side of the pyramid and complements other sections. People gravitate toward people who are pursuing something of meaning. Natural leadership is one of the most critical elements to teams who want to thrive in the 21st Century.

Competency: Are you organized? Are you getting things done? Competency builds trust among others on the team.

Loyalty: In whose best interest are you doing this? Are you going out of your way to make sure this is beneficial for all? Leaders are thinking of the collective interest of the group.

Peer development: Are you going out of your way to help team members achieve more themselves? Are you giving recognition to the people who help with the project and are you taking responsibility for the things that didn’t go right?

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