Equality & Diversity@work™
Jigsaw@work® – the unique jigsaw based discovery tool that does not pigeonhole individuals – has a new companion, the Equality and Diversity@work™ programme.
Building on Jigsaw@work’s central tenet that people have the ability to be flexible in their approach by accessing different behavioural and thinking styles, the new 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 dominance types, for managing assumptions and prejudice about other people
And like Jigsaw@work® discovery tool, the new Equality & Diversity Companion is devoid of formal testing methods, lots of paperwork and unrealistic expectations. Building on this last point, the new tool 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@work® dominances of Red, Yellow, Green & Blue 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 Equality & Diversity Companion which is being launched at the International HRD Exhibition, which takes place this week, at EXCEL, in the heart of London’s Docklands, 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@work® tools means that, both resources can be applied singly or together.
Launching the new product, Keith Nicholson, Managing Partner said today:-
“ Jigsaw@work® has proved a huge success in creating understanding and realistic harmony between different individuals. Jigsaw@work® provides a practical framework for numerous employment situations such as performance assessment schemes or service delivery situations such as handling difficult customers.
The new equality & diversity companion tackles and acknowledges that even when handing these employment or customer care issues, we often retain our prejudices and assumptions. The new companion 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@work® discovery tool 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”
The new Jigsaw@work® companion was created by the newly formed Equality and Diversity Unit now working under the leadership of Equality Expert William Chadwick. The new unit is based in the Jigsaw@work® UK headquarters, in Wakefield, West Yorkshire.
Ends
Note for Editors
Further information is available from Michelle McArthur, Stand 745, HRD
(m) 07801 056 284
(e) michelle@jigsawatwork.com
(w) www.jigsawatwork.com - electronic copy available on website Latest News
Sunday, 13 April 2008
Saturday, 12 April 2008
Senior Managers Workshops
We asked Jigsaw to run a two-day team-building session for the senior managers responsible for delivering the non-academic support services at Keble. This involved a team of 14 who manage a total of 86 staff in areas as diverse as housekeeping and accounts, property maintenance and fundraising, IT and gardens, security and kitchens. The total turnover for which they are responsible is in excess of £5,000,000 p.a.
We chose Jigsaw because we felt that their approach was particularly suited to this diverse group of individuals, and also because of the passion that Michelle and Keith clearly bring to their work. What we could not have anticipated was the sheer fun of the two days of training and the huge boost to the commitment, enthusiasm, pride in the College, respect for colleagues and embracing of a common vision that resulted. The profiling work was never threatening, although we all learned a great deal about our own and our colleagues’ personalities. The coaching in communication was never tedious, although certain important messages came through loud and clear – messages that, if handled differently, might have switched off some participants and been counter-productive. The highly creative exercises challenged and tested us and drove home very valuable lessons without ever risking melt-down.
In all, it was a hugely positive experience and one that I am very happy to recommend to any senior manager who believes more could be achieved by his or her team if only their energies were better directed.
Roger Boden
Keble College
Oxford University
We chose Jigsaw because we felt that their approach was particularly suited to this diverse group of individuals, and also because of the passion that Michelle and Keith clearly bring to their work. What we could not have anticipated was the sheer fun of the two days of training and the huge boost to the commitment, enthusiasm, pride in the College, respect for colleagues and embracing of a common vision that resulted. The profiling work was never threatening, although we all learned a great deal about our own and our colleagues’ personalities. The coaching in communication was never tedious, although certain important messages came through loud and clear – messages that, if handled differently, might have switched off some participants and been counter-productive. The highly creative exercises challenged and tested us and drove home very valuable lessons without ever risking melt-down.
In all, it was a hugely positive experience and one that I am very happy to recommend to any senior manager who believes more could be achieved by his or her team if only their energies were better directed.
Roger Boden
Keble College
Oxford University
Tuesday, 8 April 2008
Trainers Tales
We are busy today preparing for a change managment programme, which we are out delivering tomorrow.
We will be working with a team of approximately 22 trainers and administrators from a Local Authority, who are just in the process of enduring yet another major restructuring.
Our brief is to provide some learning around coping strategies with plenty of FUN built into the day. So we have spent today, preparing fun games and activities for tomorrow's programme.
I will let you know how the day goes, later in the week.
Today I also have a request, I would love to hear from anyone who has got some funny anedotes / stories of their experiences of training. If you would like to share your funny stories, please add them directly to the blogg or email michelle@jigsawatwork.com and I will post them on your behalf.
We will be working with a team of approximately 22 trainers and administrators from a Local Authority, who are just in the process of enduring yet another major restructuring.
Our brief is to provide some learning around coping strategies with plenty of FUN built into the day. So we have spent today, preparing fun games and activities for tomorrow's programme.
I will let you know how the day goes, later in the week.
Today I also have a request, I would love to hear from anyone who has got some funny anedotes / stories of their experiences of training. If you would like to share your funny stories, please add them directly to the blogg or email michelle@jigsawatwork.com and I will post them on your behalf.
Monday, 7 April 2008
Accreditation Workshops
On thursday and Friday of this week we welcoming a new group of Jigsaw@work licensees to our Head Office in Wakefield.
The new licensees are from diverse organisations, including local authorities, an environmental company, an examination body, and independent Learning Practitioners The one thing they all have in common is that by the end of this week, they will all be accredited facilitators of the Jigsaw@work discovery tool and learning programmes.
The accreditation programme, covers all aspects of being an accredited practitioner We want to make sure that when learning professionals decide to become a Licensee, they will feel confident in the knowledge and research supporting the tool and are able to fully incorporate the Jigsaw@work learning into their development programmes.
When learning practitioners leave us, we want to make sure they leave with the skills and confidence to begin to work with the Jigsaw immediately.
We offer ongoing support for life, to help our licensees achieve their highest potential in life.
In return we ask for honest and constructive feedback that will help us to continue to improve our service to our licenses and to all our customers.
The accreditation programme covers:
Introduction to the impact of perception in the workplace, by exploring the belief that
there is no one such thing as reality
Introduction to the Jigsaw@work® and be guide through the self-discovery process
Analysis of your Jigsaw@work® personal profile
How to apply your new found skills in dynamic team situations
How to interpret Jigsaw@work® profiles and how to use it effectively in creating your own whole brain personal development plan
How to use Jigsaw@work® to give feedback to support individuals when things are going well and also to assist in situations where there is conflict
The language preferences of each style and how to easily adapt your style to accommodate them
How to recognise personal styles and preferences when meeting an individual for the first time
The basic principles and underpinning knowledge behind Jigsaw@work®
The impact of whole brain science upon an organisation
How Jigsaw@work can be incorporated into existing learning needs
Learning design using Jigsaw@work®
Practice session
Identify gaps in personal learning
Our next accreditation programme is on the 26th & 27th June, for further information visit our website www.jigsawatwork.com
The new licensees are from diverse organisations, including local authorities, an environmental company, an examination body, and independent Learning Practitioners The one thing they all have in common is that by the end of this week, they will all be accredited facilitators of the Jigsaw@work discovery tool and learning programmes.
The accreditation programme, covers all aspects of being an accredited practitioner We want to make sure that when learning professionals decide to become a Licensee, they will feel confident in the knowledge and research supporting the tool and are able to fully incorporate the Jigsaw@work learning into their development programmes.
When learning practitioners leave us, we want to make sure they leave with the skills and confidence to begin to work with the Jigsaw immediately.
We offer ongoing support for life, to help our licensees achieve their highest potential in life.
In return we ask for honest and constructive feedback that will help us to continue to improve our service to our licenses and to all our customers.
The accreditation programme covers:
Introduction to the impact of perception in the workplace, by exploring the belief that
there is no one such thing as reality
Introduction to the Jigsaw@work® and be guide through the self-discovery process
Analysis of your Jigsaw@work® personal profile
How to apply your new found skills in dynamic team situations
How to interpret Jigsaw@work® profiles and how to use it effectively in creating your own whole brain personal development plan
How to use Jigsaw@work® to give feedback to support individuals when things are going well and also to assist in situations where there is conflict
The language preferences of each style and how to easily adapt your style to accommodate them
How to recognise personal styles and preferences when meeting an individual for the first time
The basic principles and underpinning knowledge behind Jigsaw@work®
The impact of whole brain science upon an organisation
How Jigsaw@work can be incorporated into existing learning needs
Learning design using Jigsaw@work®
Practice session
Identify gaps in personal learning
Our next accreditation programme is on the 26th & 27th June, for further information visit our website www.jigsawatwork.com
Friday, 4 April 2008
I'm not F***ing doing this
I have been following a recent thread on TJ Online, regarding disruptive participants.
I have recently been working on a rather large contract for a public sector client, rolling out a "Building Good Relations" programme, across 450 frontline team members.
The workshop was a two-day participative programme, jam-packed with games and activities, designed to deliver real learning but as a fun and enjoyable experience.
99% of the participants raved at the end of the two days and myself and co-facilitator regularly recieved personal thank you cards, emails and even flowers on a couple of occasions.
However one workshop will remain with us forever.
The participants arrived on day one, not really wanting to be there, not sure what was ahead and thinking this is yet another customer care programme.
On the morning in question, our group of participants all arrived, rather subdued as per norm, however by morning break, we had got everybody on board except one participant. The body language was defintely saying, you will not break me, I will go along with it for the moment but.....
All was well until, immediately after lunch, we asked everyone to get into pairs, for a communications activity. My colleague duly gave out the instructions and invited the participants to begin.
Suddenly a voice shouted out, I'm not f***ing doing this!
The room fell into silence as everyone looked at the offending participant and then at my collegaue and myself.
Now what? We had to be very careful how we dealt with this or we could loose the trust and respect of the rest of the group, we could loose the contract and worst of all we could let ourselves down in the way in which we handled it.
My colleague who was stood at the side of the participant quickly got into an adult mode of thinking and responded with,
I understand that you are under a lot of pressure,
I feel offended by your behaviour,
I want you to meet me at lunchtime for a coffee to have a chat.
The participant suddenly realised what she had done, and hung her head in shame. A very genuine apology followed and that was the turning point. From then on in she participated in everything we did.
Now my colleague's knee jerk reaction was "How dare she, speak to me like that" but if she had allowed that thought to continue her resonse would have come across in quite an agressive manner which would only have escalated the situation.
But, instead, my colleague, quickly got her head into a more appropraite mode of assertiveness ( adult behaviour) by thinking to herself " I have the right to be respected. Which is step one of the three steps to assertiveness model.
Think Right
Say Right
Behave Right
If you would,like to know more about the assertiveness model could help you or your colleagues, handle those difficult and challenging behaviours, email: michelle@jigsawatwork.com
I have recently been working on a rather large contract for a public sector client, rolling out a "Building Good Relations" programme, across 450 frontline team members.
The workshop was a two-day participative programme, jam-packed with games and activities, designed to deliver real learning but as a fun and enjoyable experience.
99% of the participants raved at the end of the two days and myself and co-facilitator regularly recieved personal thank you cards, emails and even flowers on a couple of occasions.
However one workshop will remain with us forever.
The participants arrived on day one, not really wanting to be there, not sure what was ahead and thinking this is yet another customer care programme.
On the morning in question, our group of participants all arrived, rather subdued as per norm, however by morning break, we had got everybody on board except one participant. The body language was defintely saying, you will not break me, I will go along with it for the moment but.....
All was well until, immediately after lunch, we asked everyone to get into pairs, for a communications activity. My colleague duly gave out the instructions and invited the participants to begin.
Suddenly a voice shouted out, I'm not f***ing doing this!
The room fell into silence as everyone looked at the offending participant and then at my collegaue and myself.
Now what? We had to be very careful how we dealt with this or we could loose the trust and respect of the rest of the group, we could loose the contract and worst of all we could let ourselves down in the way in which we handled it.
My colleague who was stood at the side of the participant quickly got into an adult mode of thinking and responded with,
I understand that you are under a lot of pressure,
I feel offended by your behaviour,
I want you to meet me at lunchtime for a coffee to have a chat.
The participant suddenly realised what she had done, and hung her head in shame. A very genuine apology followed and that was the turning point. From then on in she participated in everything we did.
Now my colleague's knee jerk reaction was "How dare she, speak to me like that" but if she had allowed that thought to continue her resonse would have come across in quite an agressive manner which would only have escalated the situation.
But, instead, my colleague, quickly got her head into a more appropraite mode of assertiveness ( adult behaviour) by thinking to herself " I have the right to be respected. Which is step one of the three steps to assertiveness model.
Think Right
Say Right
Behave Right
If you would,like to know more about the assertiveness model could help you or your colleagues, handle those difficult and challenging behaviours, email: michelle@jigsawatwork.com
Thursday, 3 April 2008
Is thank you enough?
I'd just like to thank you for helping me understand so much about other people just because I can tell what colour they are. Even to the point of my relationship with my partner, he is so very blue but just can't bend to even try to understand my yellow lifestyle!!
At work the annoying technical officer who needs so much detail, now get his detail because I understand now that he needs it as much as I don't.
So thanks for opening my eyes, I really feel a better person thanks to you two
Regards, Lou
Just wanted to say thank you for all your help on the Building Good Customer Relations course. I really enjoyed the two days, even though I did have to come with two different groups because of my holiday (how selfish of me). Just to let you know I applied for a new role within the Council and with your help on how to communicate with different brain profiles....I got the job!
Thanks again for the wonderful course and the chance to meet new people within the Council.
I hope we meet again on another one of your wonderfully unique courses.
Michaela Rose
This morning, we sent out the course follow up emails to participants who had recently attended our workshop programmes.
Within a few minutes, I recieved back the above emails.
How do you think that made me feel....?
I'll tell you FANTASTIC!
The power of feedback is amazing, but how often do we take the time to give genuine sincere feedback, about something special that individual has done for you or some difference they have made to your life.
Do you take the time to give feedback to your colleagues, it doesn't cost anything in money, just a little time and some sincere thought.
Now some people when asked the question, reply, I always say thank you, but to be blunt is a greatly overused word, which often has little or no sincerity behind it.
Do you really say a genuine thank you? ......... or just say thank you!
At work the annoying technical officer who needs so much detail, now get his detail because I understand now that he needs it as much as I don't.
So thanks for opening my eyes, I really feel a better person thanks to you two
Regards, Lou
Just wanted to say thank you for all your help on the Building Good Customer Relations course. I really enjoyed the two days, even though I did have to come with two different groups because of my holiday (how selfish of me). Just to let you know I applied for a new role within the Council and with your help on how to communicate with different brain profiles....I got the job!
Thanks again for the wonderful course and the chance to meet new people within the Council.
I hope we meet again on another one of your wonderfully unique courses.
Michaela Rose
This morning, we sent out the course follow up emails to participants who had recently attended our workshop programmes.
Within a few minutes, I recieved back the above emails.
How do you think that made me feel....?
I'll tell you FANTASTIC!
The power of feedback is amazing, but how often do we take the time to give genuine sincere feedback, about something special that individual has done for you or some difference they have made to your life.
Do you take the time to give feedback to your colleagues, it doesn't cost anything in money, just a little time and some sincere thought.
Now some people when asked the question, reply, I always say thank you, but to be blunt is a greatly overused word, which often has little or no sincerity behind it.
Do you really say a genuine thank you? ......... or just say thank you!
Wednesday, 2 April 2008
HRD 2008
EXCEL, London Docklands
14th -17th April, 2008
For the four year running we will be exhibiting at the HRD exhibition.
The show attracts HR and Training Professionals from all over the world and it is THE place to be seen.
Why not make a note in your diary to visit the show and catch up with all the latest developments in the world of training and development.
We have some Free Tickets, if you would like one visit our website or email michelle@jigsawatwork.com http://www,jigsaw@work.com
Visit stand 745, to meet the Jigsaw@work team and get your invitation to one of our taster workshops, held at locations throughout the UK. Visitors to the stand, recieve a voucher to attend the workshop FREE of CHARGE.
Thursday 17th April, visit the stand to meet our Diversity expert, William Chadwick, who is heading our new equality & diversity unit, based in our head office in West Yorkshire.
Tuesday, 1 April 2008
Customer service
I was brought up to believe that Great customer service was " The ability of an organisation to constantly and consistently exceed customer expectations."
But whilst developing a Customer Service Strategy Development Programme for one of our clients, a discussion started in the office about the validity of the definition.
There was much debate, but then one of my colleagues, said but when I go to the supermarket this evening, I really am not interested in the service that all the other people in the supermarket are receiving. All that I am interested in is that I receive great service. Infact I want to receive great service everytime I go in the supermarket but if I was to be honest I don't really give it a second thought as to the service others are receiving so long as all is well for me.
Selfish or what?
Hmmmmm.............. but is that not what most of us think if we can be that honest with ourselves?
So what about the old definition?
Perhaps it is too much or an organisations perspective and does not give due credit to the customer.
In my colleague's situation about the supermarket shopping, as the customer she was going to be doing quite a lot of the work. Customers don't get it easy.
She had to:
Decide which one of the five local supermarkets she would go to
Had to make her way there, possibly through rush hour traffic
Find a parking space
Make sure she had a pound for the trolley
Make a list of what she wanted
All before entering the supermarket to begin her customer experience!
So after doing all that at the end of an already busy tiring day, is she really bothered about all the other customers? NO!
So let it be at your peril if you believe that it is you or your organisation that is doing all of the work.
Think again and lets start to develop some really customer centred service strategies.
If you would like to find out more about delivering customer centred service, contact michelle@jigsawatwork.com
But whilst developing a Customer Service Strategy Development Programme for one of our clients, a discussion started in the office about the validity of the definition.
There was much debate, but then one of my colleagues, said but when I go to the supermarket this evening, I really am not interested in the service that all the other people in the supermarket are receiving. All that I am interested in is that I receive great service. Infact I want to receive great service everytime I go in the supermarket but if I was to be honest I don't really give it a second thought as to the service others are receiving so long as all is well for me.
Selfish or what?
Hmmmmm.............. but is that not what most of us think if we can be that honest with ourselves?
So what about the old definition?
Perhaps it is too much or an organisations perspective and does not give due credit to the customer.
In my colleague's situation about the supermarket shopping, as the customer she was going to be doing quite a lot of the work. Customers don't get it easy.
She had to:
Decide which one of the five local supermarkets she would go to
Had to make her way there, possibly through rush hour traffic
Find a parking space
Make sure she had a pound for the trolley
Make a list of what she wanted
All before entering the supermarket to begin her customer experience!
So after doing all that at the end of an already busy tiring day, is she really bothered about all the other customers? NO!
So let it be at your peril if you believe that it is you or your organisation that is doing all of the work.
Think again and lets start to develop some really customer centred service strategies.
If you would like to find out more about delivering customer centred service, contact michelle@jigsawatwork.com
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