Leading at DA Workshop 1: Evaluation Results
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| What do you intend to do/say/think about differently as a result of the workshop? |
|---|
| probably being more aware of spheres of influence, and also (trying!) to ensure that suggestions / ideas are pitched in a way that matches the mindset of the recipient - for example, senior leaders are typically more focused on outcomes influenced by issues, rather than hearing of issues and assuming that awareness of these will influence the outcomes. |
| turn on camera for teams meetings to stay more focused in the meetings |
| Keep camera on, remember the circle of control when things feel out of control, reject meetings with low ROI and continually evaluate RIO. |
| React differently to people I now see as Direct but I have always felt were rude 🙂 Make sure I book and stick to my Focus time. Learn to say no more often and acknowledge and accept that I don't have to help everyone and I don't have to fix everyone's problems (and don't need to feel guilty because I can't) |
| Work on email content and delivery and let people know why i'm removing myself from meetings when unnecessary |
| I will try to be a bit more conscious of other people's work styles/competing demands. |
| My interactions with colleagues who have different profiles to me. |
| I'll give you an example. I left the course and went straight in to a 1-1 with a team member. He is definitely a C type and those meetings usually end quite quickly. Today I simply asked him more questions and got him to talk a little more. Does this mean I actually learned something?? |
| Couple of conceptual learning were a refresher which we learnt during our college days and few were new and are going to help me (at least) in terms of improving at my emotional front at work. I am unsure about the group division in terms of DiSC, but the concept in itself is very realistic and will be helpful to make decisions to have better clarity in terms of deliverable. |
| be more mindful of how I communicate with team mates based upon how I perceive their DiSC type to be. try to influence change a bit more proactively. |
| think more carefully about appreciation of different behaviors |
| MESSAGING Work on my delivery to others ... reflecting when things do not turn out as I expected them too. Where can I improve/where did it go wrong for me not to get the desired outcome. |
| More thoughtful about meetings and email. Try to meet other people more in ways that they're comfortable with. |
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| What activities/concepts/tools did you find most valuable? |
|---|
| the general concepts were all of interest and likely benefit, but it'll probably take some time and continued focus to apply them to ultimately determine long term value. |
| Concept of the Disc profile, and adjusting to what others need to hear |
| circle of control continually evaluate RIO DISC |
| I always like to be reminded about the Circles of Concern, Influence and Control I think the low and high ROI really resonated with me as well as the understanding the different DiSC styles and how to deal with other styles. I also like to Tiny Habits - there is a small group of women at DA who meet once a month for a coffee and chat and we used to call ourselves the 1% change group as it was born out of a Women in Leadership seminar and workshop we attended in 2018 - the idea was that we would work on making those small changes. We still meet but I think we are a little battle weary at the moment 🙂 |
| DiSC profile and the group activities that followed on from it |
| All of them had a degree of value - none resonated more than another. |
| DiSC activities |
| Definitely the DiSC model. I obviously was always aware that there are different personality types but I had never looked at it like this before. It was interesting to understand what it means for me to be the type I am but more importantly to understand what types the people in my team are. I will definitely be using this much more. |
| DiSC quadrants is the best tool that I got through which I could analyse my team (higher ups or team members) and act accordingly. |
| DiSC |
| Disc |
| TINY HABITS A nice reminder of the baby steps to success/gains at DA. I heard so much from others about structure/planning/priorities at DA, today, and from different area of the business. Agile practice still being impacted by "disruption" even though Agile sets those short term goals and constantly re-focuses teams for delivery, when compared to more conventional methods of planning. Agile still struggles at DA even though it could be the best way to operate under the current challenges. This tells a story and the level of disruption breeds poor delivery which eats away at staff "job satisfaction" (sense of accomplishment) and client confidence. Character profiles and DiSC types at DA may be well balanced for the type of work we do but if you don't work to better planning and prioritisation of work |
| ROI. Disc. |
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| What didn't work or could have been better? |
|---|
| the workshop itself was fine, but it may have been helpful to also have had senior managers present as well, as a number of the items discussed can down to major influences from priority / resourcing / strategy etc , which are more the purview of DA's Senior Managers rather than the group present. |
| could have gone more into explaining how to increase the circle of control and influence |
| I liked the pace and presentation style. I liked that we had takeaways that we can put in to practice immediately. I can't think of anything that needs to be done better......but then again I am an Si so I want everyone to like me and I try to avoid difficult conversations. |
| it was an excellent workshop, Anna adjusts for the room and keeps participation high. |
| All good |
| I hate to cop out, but I thought the whole session was really good. I'm not afraid to speak in public so that bit didn't bother me although I'm sure there are others who might struggle with it! |
| The only missing piece or I would say negative that happened was discussions around DA ongoing problems. Every organisation does have pluses and minuses and meeting everyone's expectations in this fast paced world is difficult. Discussions around internal difficulties was way beyond my expectations. Examples got shared around problems, but no body talked about any solutions around them. Being front line leaders, people should have also shared whats best they did to resolve instead of sharing it with their boses. Basic Solutioning or introspection was missing out of equation and wasn't also touched upon. Apart from that all good learning, 4 hours of session actually gave better insight towards problem tackling practices which one can start utilising. |
| not much |
| I think the course went well in general and I could only suggest that the levels of leaders be more diverse at points during the course? Noting that this may lead to self-censorship as people consider the impact of speaking out. |
| Could have been a bit longer! |
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| What else would be helpful for Anna to know/consider in designing future workshops? |
|---|
| Nothing comes to mind so far. |
| nothing i can think of |
| An Additional break would be great ! |
| I think the pace and short sessions will work well for DA. As you know we are in a state of change at the moment with many new leaders and new staff and I think the time in between the sessions to allow us to reflect is going to be more valuable for us than a 2 day workshop. |
| Amazing facilitator as always! The Anchor Image in the slide deck is a slightly different blue to the rest of the slide deck. |
| Excellent workshop, well presented - thank you! |
| It is good to get people out of their seats - keeps them active and engaged, which you are doing already. |
| Sorry, I'm no help to you here either! I'm just looking forward to the next one! |
| Nothing much... all pretty well streamlined. |
| the workshop was engaging, good balance of listening and workgroups |
| Many people at DA are under stress and I do wonder how this contributes to the initial survey and subsequent classification process, as well as the course engagement? What are people's mindsets like and does this distort the inputs/contributions? Otherwise I will look to the rest of the courses for the content to extend us. |
| Thought it was useful, well done. |
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