Avoiding obstructions in walkways which could be an issue especially if there should ever be a fire and someone needs to leave fast!
Floors being free from loose tiles
Make this checklist part of a process, if you want to make sure the outcomes are taken seriously and really do lead to having a a safer working environment in the office.
Make it work for you
Train a few people on how to use this list for inspections and what to look for. Assign different people to perform the checks – a fresh pair of eyes may just notice something which you have missed for some time.
Transfer all aspects that require improvement actions after the inspection onto an action list. Monitor closure and completion of each action item until they are all done.
Keep copies of your completed inspection checklist and your completed action lists. You never know when having this documentation may be useful to show your due diligence in keeping your workplace safe for employees.
Look for aspects that are often noted during inspections and create an awareness program to make sure everyone in your office knows how to avoid a situation which could lead to an injury in the office.
You can also think of making it fun – should the person with the best workspace get a special gift to encourage others to pay more attention to keeping their workspace safe?
The starter list file is below if you want do have your own copy to modify.
It may be a while before you are back at the office and this may be the best time to plan your Office Safety Program. This can help you to be ready for when you are scheduled to return to the office. You may want to add some more specific items related to covid19 too. Why not use this time to review the checklist template above and start drafting one that is right for you?
Developing leaders by placing them on specific assignments is a great way to broaden their perspective while ensuring their highest development needs are being addressed in a structured way. The template (download link below) ensures transparency regarding developmental focus and management expectations of the outcomes of an assignment.
An assignment may require a change in location, but not always. An assignment could also be a temporary changed reporting relationship or being part of a different group or business unit. A different group of colleagues and managers to work with provides an assignee with the opportunity to broaden his or her internal network and learn to build relationships fast. International assignments can add additional learning objectives such as developing more cultural awareness and skills involving collaboration and communicating across cultures.
The example shown, helps to illustrate how one would go about using the developmental assignment template I am sharing above (see download link).
What should he/she learn?
The areas to develop (called Leadership Aspects in the example) would depend on the competencies that have been selected for leadership development and the latest ratings from the performance management process can be used to provide you with the ratings for each leader. This helps you to focus on the development needs with the highest priorities at that time. A conversation with the leader’s direct manager could be very useful in selecting the highest priorities. If the employee had been included in a recent talent review, there may be additional information available to complete the template and select the focus areas for his or her leadership development.
How will he/she learn?
Selecting the development activities, it is important to first understand specifically which aspect of that development priority the employee needs to learn more about.
Theoretical (mainly improving awareness)? Then an online self-paced course could be the answer. Or even sending the employee to attend an external class or read a book (or selection of books).
Learning new behaviors? Coaching and feedback based on actual examples encountered could be a good approach. You could also do a pre-test and post-test with some experiential workshop or learning intervention taking place between the tests. Workshops which include options to practice new behaviors can be great solutions.
A combination of learning interventions is the best way to address development needs. Look at each high priority learning need and look for ways to combine class-room training, self-paced learning, short On The Job (OTJ) assignments or tasks and perhaps coaching too. Each of the interventions would then strengthen learning and reinforce principles introduced.
Be sure to document who will mentor or coach the employee. He or she needs to understand the support you are making available to him/her on the journey of learning new skills.
What is the definition of Done?
Spend some time considering how you will close out the assignment with the specific learning needs. Will you want a written report detailing the learning that took place over the assignment period? Or will you want a report and also a presentation? Or perhaps just assign a presentation to be developed whereby the assignee is asked to share his or her key learning achievements with a panel of senior-level stakeholders? Assign the completion activity early so the assignee can prepare for it from the moment he or she starts the new assignment.
Include stakeholders early
Share rating templates with the intended evaluation panel and the assignee before the final event or evaluation of a written report. The transparency helps all concerned to anticipate the level of detail required and where the focus areas will be. This helps the employee prepare from early-on in the assignment to provide the required final product or presentation.
Documenting the learning objectives of an assignment helps to orient and align all stakeholders on how to positively impact the development of that leader – the leader himself/herself, his/her direct manager or supervisor, his/her coach and HR or L&D staff supporting the assignment.
When someone wants to change something about his or her life or create new outcomes in key areas, they often need more than just someone telling them to create goals and then implement it. Most people seem to need the steps more clearly spelled out and a workbook or playbook is something they really appreciate.
The steps can be broken down in the steps shown below. The downloadable worksheets link is right here:
Being clear on what matters to you makes it easier to understand WHY you would want more of some things in your life and less of others things in your life. While most people think they know the answers to these questions, you will notice how much clearer it gets when you have to write it down and then read it back to yourself.
Do I have time for this?
Most of us would have more time to work on projects that matter to us if we simply started eliminating activities that do not add value to our lives – based on what is important to us. The next two sheets first of all help to highlight how you spend your weeks (typically) and then help you identify how much time you could potentially free up for working on meaningful activities to get you closer to the life that you want for yourself.
What would I like to achieve?
This sheet starts with jotting down new outcomes that one would like to see in some key areas and then it moves to the right planning needed – which activities would do you plan to do in each month? The overall objective is to avoid having competing priorities within the same time of the year. Spacing activities out over a year period helps to ensure you keep focused while making progress in the most important areas over a 12-month period. Note that is is almost always a good idea to pick only maybe two or three projects to work on every month to avoid feeling overloaded and overwhelmed. Those two can lead to feeling demotivated and abandoning all of your plans to create a life you can love.
How will I move forward?
This step gets into more detail regarding your plan. There is an area to select what the next step may be for each of the projects you want to work on. It could be that you may need to gather more information or maybe you need to reach out to more people to learn from them or get advice from them- but who? Perhaps you need to build a prototype or get others to give you feedback on your idea? Maybe you need to try to see how it works for you – trying a new way of doing something? The page continues on with identifying whom you know who could help you with advice or maybe introduce you to someone who could help you. And then finally identifying where (place or area of interest) you need to do some research to find out more about what you could explore next and which organizations in your area may be able to help you move forward.
What is my plan for the next few months?
Looking at what needs to be investigated or one over the next few months, this sheet provides a space to keep rack of the top 2 or 3 things you would like to achieve this month to move forward on the projects you have picked for the next few months. There is also a handy check-box which helps you keep track of completed activities versus ones that are still open.
How am I doing?
Sometimes we start on the path of working on life improvement projects and then we get stuck or we get so distracted that we lose our focus. There are many reasons why we might get stuck but getting unstuck is not always easy. This sheet helps you do that.
Taking you from your original objectives, this sheet helps you acknowledge how far you got and what you have completed. Then it helps you think through what the next steps would be. You may need to continue making progress and maybe you need to stop and ask for advice or get more information in order to move forward.
Go back to Step 2 and renew your plans
When you have worked through the sheets and some months have passed it is a good idea to go back and review the reasons you are working on the projects – which are captured in Step 2. Then follow through each of your completed sheets to consider what you might like to change or add to your planning to renew your approach. Some projects end up unfinished because they seem less important once yo have taken more time to do research and talk to people with more knowledge in a specific area. It is okay to decide to abandon these project if they do not matter to you anymore.
Other new projects may be started while a few may continue from your earlier efforts and enter new phases – maybe you are ready to finalize a website or start selling something you have been meaning to put on the market.
I hope these workbook/playbook pages have given you new enthusiasm to plan out and move forward on creating more outcomes in your life that matter to you resulting in having a life that you love!
“All we have to decide is what to do with the time that is given us.” (Gandalf)
J.R.R. Tolkien, The Fellowship of the Ring
How you choose to spend your time is a good indicator of the activities and people who are most important to you in your life. It shows your priorities clearly. How well do your daily activities reflect your priorities?
Have you faced any of these challenges?
Personal Development. Maybe you have considered taking an evening class to improve your skills or obtain a qualification you need, but you are not sure how you will find time to attend that class because of your busy life. Taking a closer look at how you spend the time that you do have may help you see opportunities to change your schedule and make more time for career development activities.
Leaders and managers have many priorities to manage and often feel there are not enough hours in every day to accomplish the business objectives they have set for themselves and their teams. Taking a closer look at how you spend every day and every week my give you some interesting insights. You may discover areas where you could refocus yourself or delegate activities to free up more time for those other priorities.
Performance feedback could be indicating that your supervisor/manager feels you are not using your time at the office in productively. This template can also help you discover where he or she may be right and whether you are actually using your time optimally to achieve the performance goals that you and your boss have agreed upon.
The template, which you can download below, helps you to take stock of what you are doing with all of the time that you have available to you. I once discovered that 30% of my time was at my own discretion and I created a mantra for myself “make the 30% count.” Whenever I caught myself involved in an activity that I had labeled as of low value to me given my own goals and values, I would just remind myself of the mantra and shift my focus to a higher value activity.
Should you need more development in how to be more effective at work, I suggest you look for a class on time management tools. These classes typically focus on how to get better at email management, how to better plan your day to do the right type of activities at the right time of the day (energy management) and also how to get better at keeping track of your highest priorities and making sure that you are working on the right items at various check-in moments with yourself during the day. A coach or a buddy can also help you with this by not only sharing tools with you but also helping to keep you accountable for the goals and outcomes you have committed to.
I hope your efforts to take a closer look at how you spend your time has given you the awareness of how much time you have available to spend at your own discretion. Are you using your time wisely? Are you doing things that will get you closer to the goals you have for your life?
I found one has to repeat these quick checks on a regular basis – maybe every 6 months – to make sure you are still on the path you had set for yourself when it comes to being in charge of the time you have.
Comparing multiple job applicants after the interviews are complete can be tough to do if you did not capture your impressions in a structured way. Without a structured process to capture impressions various forms of bias can creep into your decision-making. For example… most people tend to prefer people who are more like they are and therefore tend to hire people who are most like themselves. And it is also true that we often have a “feeling” of whether we like someone or not within the first 5 minutes of the interview. Trying to ignore these unconscious biases is hard to do without a structured process to capture your interview results.
The template (download button is below) is a way for you to be more diligent in capturing specific feedback from the candidate as it relates to the job description and requirements for the vacancy. Avoid making decisions about whether or not to hire a person during the interview. Instead focus on the gathering the relevant data needed for making those decisions. A structured interview record can go a long way towards helping you do just that.
A powerful way to develop employees is to give them a portfolio assignment. This would be something they are asked to do while they remain responsible for their normal daily duties. Motivated employees with the ambition to learn new skills and take advantage of new opportunities to achieve developmental goals typically welcome such assignments. Portfolio assignments are less popular among employees who are less driven to succeed and develop their careers.