The new Equality & Diversity companion to Jigsaw@work is going to be launched at HRD on the 15th - 17th April.
Myself and William our equality specialist have been working away on the finalising the content for the participants workbook and facilitators guide, both od which are now with our wonderful deign consultant Simon Mitchell at bespoke solutions, http://www.mybespoke.com/
The new diversity programme, has been trialled over the last six months by William, and we are delighted to say that we now have a one-day programme, which is delivered using live case studies, humour and like all Jigsaw programmes engage the learner from beginning to end.
Building on Jigsaw’s central tenet that people have the ability to be flexible in their approach by accessing different behavioural and thinking styles, the equality and diversity tool takes things a stage further with each individual.
The new tool:-
· Spotlights why we all have different assumptions about other people
· Helps anyone to feel safe in admitting their negative feelings about other people
· Presents a red/yellow/green and blue print. A realistic action plan- based on the famous jigsaw brain dominances- for managing assumptions and prejudice about other people
And like Jigsaw, the equality & diversity Companion is devoid of formal testing methods, lots of paperwork and unrealistic expectations. Building on this last point, the Equality & Diversity programme does not:-
· Present equality and diversity issues in stark black and white politically correct terms
· Offer a pot of gold for reaching the “promised land” – no preaching
· Soften what is a hard headed subject with pink and fluffy abstract terms
Instead, the tried and tested, universally acclaimed Jigsaw brain dominances thread together to make a powerful equality & diversity companion.
Participants are taken through a lively workshop with:-
· A series of quizzes on their own assumptions
· You the jury sessions-based on real discrimination cases
· A reminder about the business case for getting things right first time!
· Spotlights on how to find out more about the neighbours
· Everybody-including the trainer-admitting to their own prejudices
· Everyone leaving the session with some practical tools to work well with others
Suitable for both employment and service delivery situations, the Jigsaw companion, which is to be launched next month at EXCEL, London is sure to be in high demand from those:-
· Who have sat through numerous dry and dusty training seminars on the topic
· Need urgent help now in grappling with the growing number of new equality duties
impacting directly on the public sector and indirectly on the private world of business & commerce
· Simply want some reassurance that it is ok to be human!
Flexibility being the watchword of Jigsaw and the equality & diversity companion, both resources can be applied singly or together.
Talking about the new product, Keith Nicholson, Managing Partner of Jigsaw@work said:-
“ Jigsaw has proved a huge success in creating understanding and realistic harmony between different individuals. Jigsaw provides a practical framework for numerous employment situations such as performance assessment schemes or service delivery situations such as handling difficult customers.
The new companion tackles and acknowledges that even when handling these employment or customer care issues, we often retain our prejudices and assumptions. The new programme provides the framework for managing these issues in a safe way that does not infringe on freedom of thought or worse create a strait jacket of political correctness.
It provides a convivial way for people to develop more empathy and understanding, but against the education of their own experiences together, Jigsaw and the new companion present a wonderful resource for both the world of work and the market.
More importantly, they both share the same powerful focus on each and every individual”
A new Equality and Diversity Unit , headed up by William Chadwick is now working under the Jigsaw@work umbrella in our head office on the outskirts of Wakefield.
Visit our site http://www.jigsawatwork.com/ or email discovery@jigsawatwork.com
Monday, 31 March 2008
Friday, 28 March 2008
Ineffective Communication?
Today started off with another caller trying to sell me advertising.
I quickly recognised the caller as one who had insisted on enquiring about my Easter Break, (even when it was obvious that I did not wish to waste my time on such things, ) when he called on Tuesday.
The call started well today, there was no small talk he quickly got down to business. I was really quite impressed.
A few seconds into the call, he asked me a question and then did not listen to the answer. This became very evident when he asked the next question, I corrected him. He apolgised and the call continued, but within a few seconds more, when he asked a question and I started to answer, I could hear him in the background talking to a colleague who was going to the shop for bacon butties!
Do you think he got the business?
Would you like to guess what happened next?
Yes I did bring the call to a rather abrupt end.
Do you know what the saddest thing of all is, up to that point, I was warmly interested in his offerings!
So what next? Well ever open to an opportunity, I researched the company on the web and got the name of the MD. I have diarised a call for 8.00am on Monday morning to speak to the MD. Now I may well get told to go away, but on the other hand, he may just well be pleased that I have gone to such lengths to look after his interests! Watch this space for the outcome.
I have just finished working with a local authority, to open up blocked communication channels and improve the communication between staff and managers and interdepartmentally. One of the activities we did with the participants was a very simple but enormously effectively listening skills exercise.
At the end of the activity there were two great learning outcomes:
I quickly recognised the caller as one who had insisted on enquiring about my Easter Break, (even when it was obvious that I did not wish to waste my time on such things, ) when he called on Tuesday.
The call started well today, there was no small talk he quickly got down to business. I was really quite impressed.
A few seconds into the call, he asked me a question and then did not listen to the answer. This became very evident when he asked the next question, I corrected him. He apolgised and the call continued, but within a few seconds more, when he asked a question and I started to answer, I could hear him in the background talking to a colleague who was going to the shop for bacon butties!
Do you think he got the business?
Would you like to guess what happened next?
Yes I did bring the call to a rather abrupt end.
Do you know what the saddest thing of all is, up to that point, I was warmly interested in his offerings!
So what next? Well ever open to an opportunity, I researched the company on the web and got the name of the MD. I have diarised a call for 8.00am on Monday morning to speak to the MD. Now I may well get told to go away, but on the other hand, he may just well be pleased that I have gone to such lengths to look after his interests! Watch this space for the outcome.
I have just finished working with a local authority, to open up blocked communication channels and improve the communication between staff and managers and interdepartmentally. One of the activities we did with the participants was a very simple but enormously effectively listening skills exercise.
At the end of the activity there were two great learning outcomes:
- Some people had actively listened to their colleagues and were able to give great feedback to each individual. the impact of feeling that they had been listened to, was enormous, with participants reporting how good it felt to know that someone had actually listened, and in some instances being reduced to tears, because it was such an unusual occurrence for them.
- There were also some participants who it suddenly dawned on them how difficult active listening can be and what a drain on energy it can be. Up until this point they truly believed that they did listen but they very quickly realised that they switched off or had become distracted.
The programme then went on to look at whole brain communication, and the different preferences and styles of each one of the dominant styles. From this our participants put the learning into practice, by carrying out a number of activites and exercises to help allow them to practice using whole brain communication to make a true connection with the reciever of the message.
Participants looked at the small adaptations they could make to get their messages heard and understood. Over the years we have had some fantastic results with organisations where previously communication had been blocked or in some cases completely broken down. Using the Jigsaw@work framework, we have improved communication between managers and team members, departments and individual team members.
In one case a very relaxed, team manager, preferred to work in the open plan office as a matter of course, however when she had to do her budgets, she needed the peace and quiet of her own office, so she would go and shut herself in the office.
Her team believed that they must have upset her, and she must have fallen out with them, so relationships started to breakdown. The manager was totally unaware of what had occurred, but knew that she was no longer kept in the loop, and started to feel pushed out. This continued over a number of months until virually all communication had ceased. Team morale was low, performance had dropped and something had to be done.
Using the Jigsaw Profiling tool, we worked with the team to uncover the underlying cause of the problems and find solutions.
It had never occurred to the manager the impact of shutting herself in the office without making it clear why and the team had never considered the fact that she needed a quiet space to carry out such detailed work.
By using the Jigsaw@work model, it gave participants an easy and simple framework, to explain what had occurred, to understand the impact of individuality and understand how they could reslove the situation and ensure communication channels didn't get blocked again.
This is just one of example of how Jigsaw@work has helped to improve communication and performance, we have many more examples, some involving savings of thousands of pounds being made by the organisation. If you would like to find out more contact Michelle on 01924 864444 or mail michelle@jigsawatwork.com
Wednesday, 26 March 2008
How can I get everyone to open up, communicate and work together as a team?
This morning I was able to enjoy my walk in a damp, but very beautiful and peaceful parkland, looking forward to the day ahead.
At 9.00am I was pleased to welcome on board, a new team member, who is joining us with a wealth of experience in learning & development. Sue's addition to the team brings our total to 6, all professional and dedicated in their mission to provide the very best quality and value learning solutions to our clients.
Keith- is our creative director, who is behind the development of many of our learning activities including the unique discovery tool Jigsaw@work Keith is an experienced facilitator, who excels at teasing out the potential in reluctant participants
Sian - is our Leadership Consultant, having worked for BBC Global learning and The Cranfield School of Management she is invaluable when working with our clients on organisational development and in providing executive coaching
Sue - is our Human Resources Consultant, having worked as a senior manager for Marks and Spencer, and as a training consultant, Sue brings an wealth of experience in designing and delivering, programmes for frontline team members to senior managers
William - is our Diversity Consultant, as the ex national training manager for the Equalities commission, William uses his hands on and personal experiences to deliver totally unique programmes in diversity. His "You the Jury" sessions are not only a highly effective learning method, but his unique delivery style brings the sessions alive.
Helen - is our learning administrator, who will no doubt speak with you if you contact our office (t) 01924 864444. Helen has a real genuine interest in people, she takes ownership of your queries and sees that you get a quick and professional response.
And that leaves me, Michelle - my role is to bring everything together and make sure everything happens according to plan. I do take an active role as a learning consultant, designing and delivering programmes for a wide variety of clients from the Emergency Services and Local Authorities, to Global Organisations. My specialist area of knowledge is in wholebrain communication and improving personal and team performance through wholebrain techniques.
This afternoon, whilst scanning through my inbox, I saw the latest newsletter from Fresh Business Thinking. One of the articles caught my eye:
It was from a manager of an organisation employing 25 people, who have not bonded as a team, and he was asking for advice on how he could get everyone to open up, communicate and work together as a team to ultimately be more productive.
I wanted to say to him that he was not on his own, we come across so many organisations where team mebers have not bonded and they are pulling in twenty five different ways and all playing the game of one-upmanship.
One of our most popular development programmes we are asked to deliver is for Team development. Using the Jigsaw profiling tool we work with teams to:
At 9.00am I was pleased to welcome on board, a new team member, who is joining us with a wealth of experience in learning & development. Sue's addition to the team brings our total to 6, all professional and dedicated in their mission to provide the very best quality and value learning solutions to our clients.
Keith- is our creative director, who is behind the development of many of our learning activities including the unique discovery tool Jigsaw@work Keith is an experienced facilitator, who excels at teasing out the potential in reluctant participants
Sian - is our Leadership Consultant, having worked for BBC Global learning and The Cranfield School of Management she is invaluable when working with our clients on organisational development and in providing executive coaching
Sue - is our Human Resources Consultant, having worked as a senior manager for Marks and Spencer, and as a training consultant, Sue brings an wealth of experience in designing and delivering, programmes for frontline team members to senior managers
William - is our Diversity Consultant, as the ex national training manager for the Equalities commission, William uses his hands on and personal experiences to deliver totally unique programmes in diversity. His "You the Jury" sessions are not only a highly effective learning method, but his unique delivery style brings the sessions alive.
Helen - is our learning administrator, who will no doubt speak with you if you contact our office (t) 01924 864444. Helen has a real genuine interest in people, she takes ownership of your queries and sees that you get a quick and professional response.
And that leaves me, Michelle - my role is to bring everything together and make sure everything happens according to plan. I do take an active role as a learning consultant, designing and delivering programmes for a wide variety of clients from the Emergency Services and Local Authorities, to Global Organisations. My specialist area of knowledge is in wholebrain communication and improving personal and team performance through wholebrain techniques.
This afternoon, whilst scanning through my inbox, I saw the latest newsletter from Fresh Business Thinking. One of the articles caught my eye:
It was from a manager of an organisation employing 25 people, who have not bonded as a team, and he was asking for advice on how he could get everyone to open up, communicate and work together as a team to ultimately be more productive.
I wanted to say to him that he was not on his own, we come across so many organisations where team mebers have not bonded and they are pulling in twenty five different ways and all playing the game of one-upmanship.
One of our most popular development programmes we are asked to deliver is for Team development. Using the Jigsaw profiling tool we work with teams to:
- Agree a common team vision
- Develop an appreciation of the true value of individuality within the workplace through, balancing indivdiual and team objectives, valuing diverse roles, skills and strengths, giving of practical support to their colleagues, recognising synergy in their work to make improvements
- Resolve and avoid workplace irritants and conflicts without management intervention
- Reduction of workplace stress
- Open up of blocked communication channels
- Strengthe team relationships
If you would like to find out more about how you can get your team to open up and ultimately improve performance, visit www.jigsawatwork.com or call 01924 864444.
Coming soon, whole brain communication, what is it and how can it help you improve performance
Tuesday, 25 March 2008
Why do telesales waste so much company money?
Welcome to the new Jigsaw@work blog, where we will be keeping you up to date with the latest news from our world of learning and development
Today, it has been one of those rare occasions, that I got to spend in the office.
Returning after the Easter holiday, as an intovert, I just wanted to slide gently back into the swing of things. The day started well, with a 6.15am walk out on in the 330 acres of beautiful parklands which surround the Jigsaw@work offices. It was a lovely sunny, but cold(-2) morning, but with a young pup to keep pace to, I didn't really get much of an opportunity to feel the cold.
Returning to the office for a bowl of hot cereal and then into my emails.
Sadly the peace was not to last, I think all of the telesales organisations have been on double commission today, as I was inundated with call after call of people, I have never spoken to before, enquiring in a most insincere manner about how I was feeling and had I had a great Easter.
This got me round to thinking:
When I speak to my clients, do I sound as uninterested as my callers did? I sincerely hope not
When I work with participants on our workshop programmes, do we stress enough the importance of genuine interest in the client?
Why don't organisations invest in developing their most valuable resource to be able to anticipate from the clients early responses their preferred style. Are they chatty, individuals who will value the small talk or are they straight talking, cut to the chase individuals, who become irritated by idle chit chat?
The result of my experiences this afternoon was that the organisations who were calling, instead of their people building rapport with me which would then have given them an opportunity to sell their wares to me, they ended up totally alienating their organisations and lost the chance of any sale.
What a waste of company money and resources?
If you would like to know how easy it is to develop the skills of your most valuable resource, your people then visit www.jigsawatwork.com
Tuesday 25th March
Today, it has been one of those rare occasions, that I got to spend in the office.
Returning after the Easter holiday, as an intovert, I just wanted to slide gently back into the swing of things. The day started well, with a 6.15am walk out on in the 330 acres of beautiful parklands which surround the Jigsaw@work offices. It was a lovely sunny, but cold(-2) morning, but with a young pup to keep pace to, I didn't really get much of an opportunity to feel the cold.
Returning to the office for a bowl of hot cereal and then into my emails.
Sadly the peace was not to last, I think all of the telesales organisations have been on double commission today, as I was inundated with call after call of people, I have never spoken to before, enquiring in a most insincere manner about how I was feeling and had I had a great Easter.
This got me round to thinking:
When I speak to my clients, do I sound as uninterested as my callers did? I sincerely hope not
When I work with participants on our workshop programmes, do we stress enough the importance of genuine interest in the client?
Why don't organisations invest in developing their most valuable resource to be able to anticipate from the clients early responses their preferred style. Are they chatty, individuals who will value the small talk or are they straight talking, cut to the chase individuals, who become irritated by idle chit chat?
The result of my experiences this afternoon was that the organisations who were calling, instead of their people building rapport with me which would then have given them an opportunity to sell their wares to me, they ended up totally alienating their organisations and lost the chance of any sale.
What a waste of company money and resources?
If you would like to know how easy it is to develop the skills of your most valuable resource, your people then visit www.jigsawatwork.com
Tuesday 25th March
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