Blog

The Development Needs of Your Team

Posted by on 12:00 PM in Archive 2013, Team Development | 0 comments

This month in Illuminations we’ve been talking about team development – models, approaches, and things to consider when actively engaging in building a team. Curious to see where you should be spending your energy? Complete our free, no obligation, team needs assessment and we’ll send you your results! Click here: https://www.surveymonkey.com/s/LuminTeamNeedsAssessment

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Considering the Context in Team Building

Posted by on 12:00 PM in Archive 2013, Team Development | 0 comments

Many consultants and organizational consulting firms offer a signature team-building approach. While there are many high-quality models out there that are backed by solid research and based on best-practices methodology, many fail to take into account the context in which the team operates, the type of team, and/or the dynamics that are specific to that team, including personalities, goals, norms, supervisory relationships, etc. The result is an approach that works for the “average” team or for “most” teams, but not...

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Team Building

Posted by on 12:00 PM in Archive 2013, Team Development | 0 comments

“Team building” has become a cringe-worthy phrase in many professional settings. It can conjure up images of well-intentioned, but “fluffy,” facilitators coming in to do a workshop they’ve done a thousand times in an effort to foster open communication and build trust. Usually people picture trust falls or human pyramids, or some version of being led through a series of awkward activities or asked to take an assessment and talk about their reactions. Often, they may recall feeling disengaged and thinking to...

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Our ASTD-TCC Presentation Later this Month

Posted by on 7:22 PM in Archive 2013, Mentoring, Random Tidbits | 1 comment

We are proud to announce that Lumin will be presenting at the 2013 Annual Conference of the ASTD Twin Cities Chapter on October 23rd! Our presentation will be: Creating and Selling Your In-House Mentoring Program Presenters: Megan Brogger and Victoria Littlefield In-house mentoring programs have tangible benefits for mentees and mentors, and contribute to retention, knowledge transfer, diversity initiatives, cross-generational understanding, and the bottom line. In this working session, you will learn mentoring program essentials and create...

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Take the Next Step to Improve Your Organization’s Culture

Posted by on 12:00 PM in Archive 2013, Organizational Culture | 0 comments

  Last week on Illuminations we talked about the steps organizations can take to intentionally change or manage their culture and climate: Measure “Where are we now?” and determine the “Where do we want to be?”; Assess that gap; Create a plan with actionable steps to reduce the gap and take action; Publicize the plan to increase alignment across the organization; Rinse and repeat! Doing any of these steps in isolation, or in the wrong order, may serve to compromise an organization’s culture or climate....

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What Can You Do About Organizational Culture?

Posted by on 12:00 PM in Archive 2013, Organizational Culture | 0 comments

How can an organization intentionally change its own culture and climate? Measure “Where are we now?” and determine “Where do we want to be?” – Organizations need to know whether the current status of their culture and climate reflects what is needed and wanted. This is the first step in being able to effect any needed or desired changes. Assess the gap between the current and the desired organizational culture – There is no single “right” organization culture. What’s right depends on the...

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Organizational Culture vs. Climate & Do They Matter?

Posted by on 12:00 PM in Archive 2013, Organizational Culture | 0 comments

What is organizational climate and does it differ from organizational culture? Many researchers and practitioners believe that culture is made up of its member’s shared values, beliefs, myths, behavioral norms, and traditions, while climate is the actual manifestation of those things – observed as behaviors, attitudes, and strategies in the day-to-day life employees. So, culture is to climate as meteorology is to a weather forecast for the day. Do you really need to know how these two things differ? No. You do need to know that...

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Organizational Culture

Posted by on 12:00 PM in Archive 2013, Organizational Culture | 0 comments

What is organizational culture? Does it differ from organizational climate? Why do we need to pay attention to this – isn’t it just another fad? If we do pay attention to it, and then want to change it, how do we do that? These are just some of the questions we will discuss in Illuminations this month. Let’s begin with the question, “what is organizational culture?” Basically, organizational culture is how people within an organization behave and how they attach meaning to those behaviors. It includes values, mission, vision,...

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Develop Your Onboarding System

Posted by on 10:00 AM in Archive 2013, Onboarding Staff | 0 comments

This month on Illuminations, we focused on onboarding – the process of turning a good hire into a great employee by introducing them to your organization’s culture and policies and their new position and colleagues, and by instilling a sense of pride, purpose, and commitment in their new career. This is a brochure that the USDA uses to introduce their new hires to onboarding resources: http://www.dm.usda.gov/employ/vu/docs/OBPSupervisor.pdf If your organization is lacking a formal onboarding process, let us create one that is...

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Onboarding Best Practices

Posted by on 10:00 AM in Archive 2013, Onboarding Staff | 0 comments

Our approach to onboarding is based on our experience of observing onboarding processes that succeed, and those that fail, and is consistent with what SHRM recommends for an effective onboarding program, which includes four distinct levels, known as “The Four C’s”: Compliance is the lowest level and includes teaching employees basic legal and policy-related rules and regulations. Clarification refers to ensuring that employees understand their new jobs and all related expectations. Culture is a broad category that includes...

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