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Electronics
This describes a typical workshop we have run
for a
highly technical group of engineers in the Electronic Industry.
Overview
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To get the Senior Engineers to become more
involved in developing technical and organisational strategy,
in the future. Working with their co-workers, to develop
a more mutual respect, trust and a closer understanding
of personal aspirations of everyone involved. |
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For engineers and technicians to become
more proactively involved and interested in the business,
making their opinions heard and providing comments and
feedback on technical and operational issues. To see them
become more focussed on their career development, how
this can be achieved and how it contributes to the success
of the organisation's bottom line.
To move away from the
culture that the only time that key team members look
or talk about career development is at Appraisal time. |
Workshop Objectives
To identify and agree the areas that are critical to the success
of Development Systems Department and to develop and agree
an action plan that the team and individuals are committed
to implementing.
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Identify key process/skill gaps within
the department |
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A few top level goals the group are going
to drive together |
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Is the department structured correctly
for
the challenges |
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Is the engineering leadership appropriate
for the challenges |
To identify the personal contributions that are critical to
ensure that Development Systems are successful in the pursuit
of objectives
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How to ensure that individuals are clear
on their role and responsibilities |
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Where are the key areas that individuals
need to develop their skills |
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What activities, other than training, can
help to develop skills or broaden the individual and teams
development |
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What skills are needed to better perform
current job as well as increase productivity |
To understand the different styles and motivations of team members
and to maximise the strengths of each individual.
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Key actions that allow individuals more
time/incentive to think and talk about
their own careers |
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What actions have individuals taken in
the last year to develop career plans that would help
others in the team? |
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What investment would individuals be willing
to make in their career? For example, would they be willing
to work in a different role within
the business? |
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What motivates the team to
improve performance? |
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Better understanding of each team
members
aspirations |
To give individuals the opportunity to consider their relationship
with other team members, which will facilitate more use of
positive feedback
between members.
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Developing better team communication forums |
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Removal of barriers within the group and
between departments |
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Ideas for office environment that lends
itself
to better team-working |
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Developing better team atmosphere
within
the organisation |
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Better understanding of each team
members
aspirations |
To practice and effectively use a process of team working
that will transfer back into the everyday working environment.
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How to utilise benefit of experience to
others in team |
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Cross-Group/Project Team rotations |
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Formal Mentoring |
To look into the future and put a clear flag
on our overall
ultimate goals.
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What are the long-term goals of the group? |
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How are we going to achieve them? |
To understand the working culture of he Corporation and
how this relates to our function.
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What are the future business needs, innovations
and possible products |
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What are the opportunities that exist for
individuals in this environment (secondments/rotations/visits)
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Ideas for Innovative rewards system for
successes |
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How to attract people that want to work
here |
To have some fun.
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Can the team develop a positive & humorous
theme/presentation of what they have gained from the sessions,
for a wrap-up session? |
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Poking fun at the Staff group/Section manager
absolutely allowed, perhaps mandatory |
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Team video/photographs of some of the session
and wrap-up for ritual humiliation of the team at our
cross-departmental comms meetings. |
For more information click
here to contact us.
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