All entries for Monday 21 October 2013

October 21, 2013

Meetings: 1 step behind two forward

Recognising the importance of meetings exist several points that need to be checked before actually have it in order to do it well and play the game.

  • Why am I arranging it: It avoids to covered other points and lose focus e.g problem-solving. It is necessary? or we do not even identify which kind of problems need to be solve then is not the purpose of the meeting.

  • Secondly, would be fruitful to considerer other options to reach our purpose; a meeting maybe is not the best way to obtain the desirable results; maybe just ask for the information or data could be enough.

  • Is important to call the correct person to attend it and let them know what kind of input would be valid from them to progress. These must be notified the order of the agenda, times as well as contextualise if it is peremptory to cover the purpose.

then the individual who was called needs to analyse which is the roll inside of this.

  • Consider: can I attend or not according with the importance of it and the roll in this, checking their own schedule.

  • Be prepared: information, points to considerer; relevance of them. What do I can get or contribute and have the disposition to do (attitude). take notes or not.

Having clear both who arrange the meeting and who is called to be there is a good started to make it dynamic and successful.


ROWE = commitment

Thinking on what we have discussed with respect to models recognising each one of them has its own pros and cons to some of us or just positive points, I believe those argues are based on running them considering the commonalties either one inside of the other, part of it or none; because that is when problems turn up. A model is: better, according to Oxford Dictionary "a thing used as an example to follow or imitate" Lets call it a guide thus having these guide and acknowledging the benefits are not enough; the mixture of models or implementation of single one as a group is not more than that without strategies to put on practice, one of them is called ROWE which fits perfectly into the EFQM.


ROWE (Results-Only Work Environment) is an strategy which allows employees to shows results through time management or self-management. This is founded in the premise of every employee is commitment to the job lead this to work in his/her own time reaching individuals and common goals gaining both worker and employee.

Benefits: (I want to be reiterative pointing in commitment from every part involve into it) can be seen as the employees dispose autonomy to execute the job which release the stress given space to creativity developing skills as solving problems by their own, free will deciding when is the time to work and which is the one to spend with family or on hobbies which make them happy and willingly to work generating quality. Communications is improved becoming fluent, meetings are reduced to the necessary therefore the time is used wisely and the costs decrease.

As they feel comfortable and important it creates loyal employees; an efficient workforce committed from heart, because enjoying the process encourage to visit the famous extra mile turn in passion.


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  • Yes, the most important thing is that people come prepared and are looking to proactively take part … by Benjamin Roberts on this entry
  • Ben, Ana, couldnt agree more. I think meetings are places where you come to share knowledge and impr… by Shujaat Alikhan on this entry
  • YES YES YES! I feel we should have used this within our meetings for the CBE mini projects, as we mu… by Benjamin Roberts on this entry
  • I think this is a good example of some of the benefits of ROWE. However, I think there are some issu… by Benjamin Roberts on this entry
  • I guess your point about awareness links into organisational learning. If a manager is aware of her/… by Benjamin Roberts on this entry

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