A major energy supplier conducted induction of team members and managers over a period of 2 days. The feedback that the HR team received was that when the newly inducted team member commenced working in their appointed roles, they had a good sense of the history of the organisation and who they needed to approach for further assistance.
However, they did not have a strong sense of where their role fitted in within the broader context and bigger picture of the organisation. They also did not have a solid understanding of the values of the business and what behaviours were associated with these values.
The HR team also wanted to create a ‘signature experience’ to ensure that the induction session was memorable and would communicate that the organisation was unique. The team recognised that induction should be treated as a crucial component of a retention strategy.
The HR Manager approached MCI to partner with them in the development of a refreshed induction program. The purpose of the re-design was to ensure higher levels of engagement by providing more meaningful insights in to thinking in a systemic way about their roles and getting to grips fully with the organisation’s values.
Besides the usual PowerPoint slides and on-line compliance style programs, MCI recommended integrating the powerful LEGO® SERIOUS PLAY® methodology in to the induction program. The methodology was selected as a way of creating a vibrant and deeper way of engaging new inductees so that they feel connected to the organisation.
The LEGO® SERIOUS PLAY® methodology has been developed over several years by the LEGO® Group and involves constructing a metaphorical 3-D model to unleash creative imagination to develop an innovative and dynamic business strategy based on a clearer sense of company identity.
Development and Instructional Design
MCI re-designed the induction program and renamed it ‘Connecting People’. The program included knowledge about the history of the organisation and the context of the power industry. It also provided further understanding of the mission and strategy of the organisation.
The two-day format was retained and the LEGO® SERIOUS PLAY® activities comprise approximately 50% of the time.
The LEGO® SERIOUS PLAY® methodology was applied to the following areas of the program:
- Build on the organisation’s values to ensure that these are lived through displayed behaviors in the workplace
- Provide a forum within the group for connecting to each other
- Provide insight into the ‘unwritten rules’ of the organisation
- Understand the career progression needs and aspirations of the participants.
The road map of the induction included the following examples of how the LEGO® SERIOUS PLAY® methodology was integrated in to the induction session:
|Opening introduction and welcome to the business||Presentation by an internal senior manager followed by aLEGO® SERIOUS PLAY® introduction to the methodology and building individual models in response to the questions: what do you bring in terms of your strengths to this business? These stories are then shared with the other inductees at their tables.|
|Workplace safety as a major part of the business operations||Presentation on how the safety system functions in the business followed by a session using the LEGO® SERIOUS PLAY® methodology to construct models and tell stories about attitudes towards workplace safety as well as commitments to individual roles in maintaining a safe workplace environment.|
Two facilitators from within the organisation were selected to be trained as LEGO® SERIOUS PLAY® facilitators. They attended the first 2 days of formal training to ensure that they were fully immersed in the methodology and able to follow the process confidently in the induction sessions.
On the third day, the facilitators finalised the road map for the session and conducted practice sessions to receive feedback and ensure that they were sufficiently skilled and capable of going live with the induction sessions.
A facilitator toolkit was built which included the facilitator guidelines, wording and framing as well as the PowerPoint slides. The toolkit also included 2 boxes of the LEGO® SERIOUS PLAY® bricks to be used in the session as well as other resources to ensure full engagement by the participants.
The feedback from the newly inducted participants was overwhelmingly positive. 86% of participants responded with a 5/5 score for the induction session, a level of positive feedback that had not been achieved previously.
Anecdotal feedback was also incredibly positive as the recounting of the induction program spread to managers and to other teams who had not participated in the refreshed version of the induction program.
There is no question that in terms of immediate impact and creation of a ‘signature’ experience, the use of the LEGO® SERIOUS PLAY® methodology was very successful.
Recommendations for improvement
Lessons learnt that will be applied in the future:
- Continue to measure the impact of the program on retention of staff as well as on the results from engagement surveys.
- Build on the initial impact of the induction program by using the methodology in on-going meetings and team huddles. This would ensure that in today’s fast-paced and multi-dimensional world, this methodology would continue to be used to reinforce behaviours and how values are lived.
“We have been trained by MCI in using the LEGO® SERIOUS PLAY® methodology to enhance our induction program and this process has received incredibly positive feedback from participants. They enjoy the interactivity of the methodology and MCI has been extremely innovative in its approach to this program.”
Senior HR Manager – Major Energy Supplier Company