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a co-creative toolkit for multi-generations in corporate culture
© 2019 MAITREYEE MULEY ALL RIGHTS RESERVED
Note: Taal is a Sanskrit word which means rhythmic pattern in music
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"Coming together is a beginning, staying together is progress, and working together is success." – Henry Ford
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This toolkit is for you to...
Introduction
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Co-create a cohesive and collaborative culture for Human Resources and consultancies to apply it to the multi-generations working in a corporate culture. Through this process, workforce generations will gain empathy for each other. This will help understand difficulties and constraints faced by various generations in their workplace experience. This new cohesive environment will support them to advance personally while positively growing and improving the team culture.
It is a toolkit for... Human Resources, Consultants, Managers and anyone who are willing to understand the multi-generations in the corporate culture and motivate them to work cohesively.
It will help at an... Business level, Team level, and One on one’s: The teams will work more efifciently and productively after attending this workshop resulting in a positive work environment and culture, which will inturn accelerate the business growth.
It will help when... There is a problem, difficulty or this working with multi generations experience needs to be improved in the corporate workplace culture
It’s important to keep diversiy... The Human Resources, Consultants, Managers need to recruit participants depending on the problems occured at different levels at work. It’s better to keep diversity from different generations like Gen Z, Gen Y, Gen X and Baby Boomers
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Contents...
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1.Taal framework introduction
01
2. Visual agenda
02
3. How it works?
03
4. Part 01: Self-Assessment toolkit
04-06
5. Part 02: Co-creative toolkit
07-18
6. WIld card
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7. Limitations and Future Opportunity
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8. What value it gives you?
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9. References
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10. Thank you...
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THE ‘TAAL’ FRAMEWORK
Introducing
TAAL is a framework created for Human Resources, Consultancies and Managers who wants to motivate their employees to thrive together and work productively in a corporate culture. “TAAL” means: Team, Ask, Adapt and Learn. These are 4 attributes derived from intense user research on this topic and are strategized according to user insights. Each of the attributes has a workshop session associated with an special outcome for the participants.
WORKSHOPS
OUTCOMES
TEAM
• The workshops will result in team bonding between cross-teams with multi-generations participants • The workshops will result in effective collaboration and communication
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ADAPT
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• The workshops will result in thinking outside the box
• The workshops will result in learning about each other’s motivations, what drives them, hesitations etc
• The workshops will result in developing situation based conversations
• The workshops will result in perspective mapping and knowing from each other
• The workshops will result in how they can keep upto adapting to rapid growth and advancement
• The workshops will result in developing an open mindset for different ideas • The workshops will result in learning the right way of training
01
VISUAL AGENDA REFLECTION ROLLOUTS
KICK-START
METHODS
TOOLS
ARTIFACTS
TEAM BASED
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TEAM
WORKSHOP 1:
WORKSHOP 2:
WORKSHOP 3:
WORKSHOP 4:
Energizer
Empathy glasses
Dig deep by asking what and 5 why’s
Sound ball check-in
Empathy glasses
5 Why’s tool
5 E’s creative matrix
Team manifesto creator
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Note taking sheet
Mapping sheet
Creative matrix poster
Team manifesto sheet
WORKSHOP 5:
Team manifesto creator
A day in our life
The outcome of all the workshops is to: 1. Train people to have win-win interactions 2. Train people to practice empathy 3. Teach people to also listen carefully in comparison to talk team
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How it works... Instructions for the facilitator
This toolkit works in two parts... The whole idea works in two parts. The facilitator must assess the first part from the employees as a pre-requisite. Then move on and schedule the date and time for the Part 2, for the actual workshop sessions.
Part 01: Self-assessment toolkit allows the employees to... • Employees get self-aware in terms addressing their own generational assumptions in a corporate culture with advancing their thinking skills
Part 02: Co-creation toolkit allows the employees to... • To introduce yourself with the idea of like minded innovators grappling with similar challenges at work • Through this process, workforce generations will gain empathy for each other • This will help understand difficulties and constraints faced by various generations in their workplace experience
PART 01
Self-assessment toolkit
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PART 02
Co-creation workshop toolkit
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“Find out who you are and do it on purpose.” - Dolly Parton team
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Part 01 Self-assessment toolkit
The self-assessment part works at an individual level... How it works? It will be a card with 6 questions for employees in the corporate culture. It will be given to them and they have to fill it in 15 minutes of the time. It is going to be anonymous for all the employees. When to give the handout? Before the main co-creative toolkit workshop, to keep it fresh in the employees head. Outcome: Employees get self-aware in terms addressing their own generational assumptions in a corporate culture with advancing their thinking skills
The questions asked in this part are as follows... 1. What makes a workplace multi-generational?
2. What do I believe are the most important attributes of an employee? 3. How and why do I beleive an employee should to their teams and organization they are working in? 4. What balance do I maintain between my work and personal life? 5. Do I feel most comfortable with a certain age group at work? If not, why? 6. Why is it important to acknowledge the multi-generational differences? team
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Hello! A day has just begun for you... And here is an interesting and unique theme for you to think laterally other than the work... :) What to do?
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a co-creative toolkit for multi-generations in corporate culture
There is a QR code on the left side of the this card. You have scan the QR code with your mobile and it will direct you to a page. The page consists of 06 questions for you who are working in a corporate culture. It is secured and anonymous for everyone here. How it works? After you land to the main page, you will see a display of 06 questions on that page. You will spend not more than 15 minutes to fill those 06 questions out. Hit the button submit once you are done!
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“Alone we can do so little; together we can do so much.” – Helen Keller team
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Part 02 Co-Creative toolkit
This part works on an team level, one on one’s... How it works? This co-creative tollkit PART 02, will have a series of workshops for each of the attributes mentioned before which are “TAAL” means: Team, Ask, Adapt and Learn.. P.S: These themes are crafted from intensive user research on this topic and prioritized according to the user insights. Gather all the participants together, create teams, one on one’s and start with the session. Before doing this PART 02, the PART 01 must be completed by all the employees already, so that they come to the PART 02 with an open mind and awareness.
After getting all the employees in the teams, the facilitator will begun the process.
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Gear Up!!!
Let’s start the workshop sessions...
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Team Objective:
Ask
Adapt
Learn
It results in energizing the group. Also, increases knowing for each other.
SOUND BALL-THE WARM-UP EXERCISE
So excited for the workshop sessions!!
Time: 10-15 minutes
How to play This is to be played with all the participants as a single team
Step 1: Get everyone to stand in a circle
Step 2: One person throws an invisible “ball” to another, accompanied by a sound. As the person catches the “ball”, they must repeat the sound that was thrown, and throw the “ball” to someone else with a new sound.
Step 3: Every individual repeats until everyone is done team
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Ask
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Objective: Knowing the kind of world they grew up in. The
EMPATHY GLASSES
technology they used. The kind of work they did and overcame the failures and acheived success.
Time:
The world when Baby Boomer’s were young...
60 minutes
How to play Make a team of 4-6 people in each team from different age groups Step 1: Start with one person from each generation. Imagine wearing glasses and going back to the world you grew up in... Step 2: The who is starting might start as “The world when Baby Boomers were young”... Step 3: Everybody in the group will continue doing that when they come to their chance. Note: While the activity is going on, everybody will take notes and after everybody is done with telling their story, the rest of the people will ask questions
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Baby Boomer
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TAKING NOTES SHEET At the start of this session: Each individual will be given this sheet, where tehy can take notes while the person is speaking. The notes taken will help them to ask relevant questions later after the session is done.
Take notes:
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___________________________________________________________________________ ______________________________________________________________________________________
Takeaways: ___________________________________________________________________________ ______________________________________________________________________________________
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Adapt
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Objective:
Know more about each generation’s driving power and hesitations and it will help at a long term while working.
WHAT AND 5 WHY’S?
Time: 60 minutes
WHAT DRIVES
How to play Make a team of 4 people from different age groups Step 1: Ask everyone “What drives you?”. Time given to think and write would be 5 minutes
WHAT HESITATES YOU?
WHAT SATISFIES YOU?
GEN Z
GEN Y
GEN X
Dig deeper by asking 5 why’s to each what’s...
BABY BOOMERS
Step 2: Everybody will write on their sticky notes as many as they can and keep it aside Step 3: Ask everyone “What hesitates you?”. Time given to think and write would be 5 minutes Step 4: Everybody will write on their sticky notes as many as they can and keep it aside Step 5: Ask everyone “What satisfies you?”. Time given to think and write would be 5 minutes Step 6: Ask everyone to map all the notes on the framework and have a discussion by asking why.
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MAP THE WHAT AND ASK 5 WHY’S ON EACH WHAT? WHAT DRIVES YOU?
WHAT HESITATES YOU?
WHAT SATISFIES YOU?
GEN Z
GEN Y
GEN X
BABY BOOMERS
03 team
After:
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After everybody maps what and why’s from each generation’s and discuss with each other they can take notes for their memory of every generation has to say, which might help them in future team collaboration.
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Adapt
Learn
Team
Ask
Objective:
Helps in understanding each other’s about working together in different ways. Co-create the ideas together and get empathy for each other.
A DAY IN OUR LIFE
Time: 60 minutes
How to play Go back to original teams from the workplace Step 1: Think of what you learnt from the previous three workshops, and sketch out ideas for 3 meetings in the workplace. Step 2: The three meeting could be a meeting with clients, a weekly meeting and a regular meeting with the team Step 3: Start sketching ideas for the three meetings mentioned Step 4: After everybody is done sketching, everybody will openly discuss about what they feel
Outcome: Step 5: After everybody is done with discussin, they together have to map their ideas on 5E’s farmework and validate team
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CREATIVE MATRIX POSTER At the end of this session: Ater everybody is done with sketching out ideas, they will work on putting those ideas in Five E’s of strategy development. Customize the strategy to fit with the companies own strengths and weaknesses and also individual’s prductivity and efficiency. Develop a plan that connects the goals and strategies together for conducting meetings. The five E’s will be the first step in the overall plan.
Entice how would you want to attract
Enter how would you want to enter the market
Engage how would you want to engage with clients
Exit
Extend
how would you want to exit
how would you want to extend your service
GOALS OF THE COMPANY AND LONG TERM PLANS
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Team
Ask
Objective:
The participants going back to their individual teams, will reflect they learnt in these workshops. It will help them to use those learnings in thier actual teams.
Adapt
Learn
TEAM MANIFESTO CREATOR
Time: How you hold each other accountable to remain a united front
60 minutes
How to play
Who you want to be together?
Get back into your original teams Step 1: There is a big poster with a roulette on it. Everybody stand in a circle on each section of the roulette Step 2: Spin the arrow head, the person it stops to will have to answer the question on that block
What do you and do not stand for? Wild card
Step 3: Continue spinning the roulette until everybody is done. Step 4: Once everybody is done analyze the important things said by all, and place it on the sheet given. Step 5: Mapping the answers under each question, discuss what is important to your and how can apply the workshop learnings into your actual team.
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What’s important to your group?
How do you work together?
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TEAM MANIFESTO SHEET At the end of the session: All the participants will go back in their original teams. There will be a worksheet given to them with 4 different questions. Each of the participant will think according to them and write the answer of those questions on sticky notes and put in particular section. After everybody is done, everybody will discuss what can be improved in thier original teams after getting the exposure from previous 4 workshops. WHAT’S IMPORTANT TO YOUR TEAM?
HOW DO YOU WORK TOGETHER?
WHAT DO YOU AND DO NOT STAND FOR?
WHO YOU WANT TO BE TOGETHER?
HOW DO YOU HOLD EACH OTHER ACCOUNTABLETO REMAIN ON A UNITED FRONT
WILD CARD
THE ACTUAL TEAM
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The things can be improved in this toolkit...
Wild card
Anything can be added: _________________________________________________________________________ Anything not required: _________________________________________________________________________ Additional comments: _________________________________________________________________________ What works well: _________________________________________________________________________
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Limitations & Future Opportunities
Limitations and Future Opportunities... Limitations: • The final outcome hasn’t gone through multiple levels of iteration due to limited validation. • The content for the TAAL toolkit was solely based on few articles, books and the intense user research Future Opportunity: • To build an ongoing workshop or sessions for increasing the level of productivity and effective communication across all generations • To create a awareness which helps the company culture embrace this theme as a whole
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What value it gives?
Building awareness and responses
Increasing Personal Growth
Exposure to diverse mindsets
Shifting Mindsets Individual communication and behaviours
COHESIVE WORKPLACE ECOSYSTEM
INDIVIDUAL ORGANIZATION
Multi-generational teams
Education and methods to work collaboratively
Improved efficiency and workplace happiness
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Shifting Culture
Increase Business Value
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Let’s innovate the future together....!
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References
Kimberly, O. (2015). The Generation Game: Understanding the Challenges and Benefits of Today’s Unique Multigenerational Workforce Retreieved from https://www.diversitywoman.com/the-generation-game/ Axonify, Inc. (2013). 5 Training Must Haves For A Multi-Generational Workforce A Knowledge Series White Paper Shirley, B. Effectively Communicating Within A Multi-Generational Workplace Drucker, P. (August 2002). “The Discipline of Innovation,” Harvard Business Review Hammill, G. “Mixing and Managing Four Generations of Employees” FDU Magazine Retrieved from http://www.fdu/newspubs/magazine/osws/generations.htm Walter, L. (March 2010). “Flip-Flop vs. Gray Hair: Managing Generation Clashes in the Workplace” EHS Aaron, (2019). Team-Building Activities for Multi-generational Organizations Retrieved from https://www.effortlesshr.com/blog/team-building-activ ties-for-multi-generational-organizations/ Mandel, communications. Retrieved from https://www.mandel.com/training/team-building-training
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team
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a co-creative toolkit for multi-generations in corporate culture
www.taal.com © 2019 MAITREYEE MULEY ALL RIGHTS RESERVED