https://padlet.com/mfrymoyer/cwtfvz2jvbih Group 3 en-us 2018-03-27 12:32:43 UTC 2018-03-30 17:31:30 UTC hello@padlet.com mfrymoyer https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/246456733 After deregulation in the 80's , the banking industry became unstable. Acquisitions, mergers, and problems with foreign loan portfolios created an unstable environment. FPB was uncertain about its future business strategies. The leaders felt that the wrong decision could have long term negative consequences. After a hostile takeover attempt and major profit loss in consecutive years, the VP of the organization was the project manager on a cost-cutting program. ]]> 2018-03-27 12:40:46 UTC https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/246456733 mfrymoyer https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/246460428 The plan called for an aggressive employee relations campaign. This included the construction of a common vision for the future in which employees and managers could align their efforts. The vision statement was to be based around ideals and values contributed by staff and the opportunity for employees at all levels to develop an agreement and buy-in to the vision.]]> 2018-03-27 12:49:31 UTC https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/246460428 krissantillo https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/246745356 This case study described five phases, which included the 4-D cycle.

1. Definition- identifying the  affirmative topics via development of an interview protocol.  The protocol was largely comprised of open-ended questions designed to elicit employee storytelling about their positive/significant FPB experiences.
 
2.  Discovery-  Over a three-week pilot period, 20 of the bank's HR staff interviewed 250 randomly selected employees were asked in interviews to engage in storytelling about what they appreciated in FPB. Employees shared positive and significant FPB experiences to identify FPB's "life-giving properties"- that is, how employees experienced FPB at its best, or "the best of what is".

3.  Dream-  Interview data was compiled and ten emergent themes were identified and presented as provocative propositions- employees' imaginings of "what could be". The ten themes were presented to the bank's CEO and President along with exemplifying quotes from interviews, describing employees' current ideal FPB.  The CEO and president were so impressed by the depth of employees' investment and commitment to FPB's future that they held a 2-day conference to share results with executive management and determine next steps.

4. Design-  Executive management determined that all company employees should have the opportunity to participate in a group consensus process of determining "what should be".  A survey was disseminated to all 8,000 employees.  The survey was internally designed to gain information about employees' personal values and perceptions of company values, and whether those values were enacted in the company now or had had ever been in the past.   It also included questions about the perceived future of FPB and how FPB excited them. The survey included space for comments and one open-ended question- what one thing the respondent would do to vitalize FPB.  Leadership put out a videotaped "call for action" to encourage participation. 

Response numbers were high-  6,500 of 8,000 employees, and 4,000 unique comments.   Results were quantitatively analyzed, and four themes emerged as strengths:  rock-solid business practices, exceptional customer service, honesty, and teamwork.

5. Destiny-   Team leaders led employee focus groups to identify actionable ways that FPB would improve and commit to strengths-based higher productivity and performance ("what will be").  Data was compiled into a workbook along with initiatives for both FPB and the SBU's, which was given to Corporate HR. ]]> 2018-03-28 02:32:11 UTC https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/246745356 krissantillo https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/247417311 The AI intervention was highly successful. The main goal had been to identify the organization's values and create a "common vision" of FPB's future that both management and employees could work toward. This goal was accomplished, with even better results than anticipated. FPB was not just stabilized, it was re-energized. The positive results even lasted through another transition when the bank sold several branches as part of a merger agreement; FPB employees managed the transition better than employees at the new bank.]]> 2018-03-30 00:53:09 UTC https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/247417311 krissantillo https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/247424694 I believe the highlight was how the AI Process itself created incredible buy-in from employees at all levels, in all 4-D Cycle phases. The pilot was so successful that the CEO and President felt compelled to hold a two-day conference to share results, and the conference was so motivating that the entire organization was brought into the participation ring.  Employees were so vitalized that positive results lasted beyond the borders of FPB. That kind of active engagement speaks to the power of AI.  ]]> 2018-03-30 02:43:35 UTC https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/247424694 krissantillo https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/247424913 (continued from Marie's) The cost-cutting included downsizing, which created more uncertainty among employees. Leadership attempted to stabilize the organization by creating a vision and values statement which was reviewed with all staff. However, it wasn't enough for employees to be told what management stood for. It became clear that FPB employees themselves needed to be involved in identifying company values and creating a shared vision.   

AI to the rescue! ]]> 2018-03-30 02:46:23 UTC https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/247424913 krissantillo https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/247425562 Nothing to add; not sure if we need to paraphrase, or if it's acceptable to essentially copy and paste from the case study?]]> 2018-03-30 02:57:03 UTC https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/247425562 krissantillo https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/247426094 Agh....I don't know! This seemed pretty perfect.]]> 2018-03-30 03:05:06 UTC https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/247426094 krissantillo https://padlet.com/mfrymoyer/cwtfvz2jvbih/wish/247426194 Traditional OD steps:
(Entry and contracting)
Identify and diagnose the problem
(Data collection and feedback)
Plan the intervention
Implement the intervention
Evaluate the intervention/Follow-up
TO BE CONTINUED

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