Organizational Perception Charts
Materials:
Multi-Colored markers
Three flip charts per department
Objective:
To allow team members to investigate their perspectives on the departments that they work with and for departments to explore their perceptions about other departments.
Furthermore, departments should explain their roles to those outside their own department.
Preparation:
Make three flip charts for each department and put the department’s name at the very top of each flip chart page.
Below the department’s title, divide the page into three sections. Label the sections.
Feel free to modify any and all of them.
High Points
Low Points
o Goals
The flip chart paper should be taped to the walls and leave ample space between the documents to allow people to write and move about.
Instructions and Facilitator Script:
In a second, you’re working as a team on this next task.
We have attached flip charts to each department’s name in the room today.
I’m going to invite you to walk for about 15 minutes to each department and write down your thoughts on the departments.
High Points
Low Points
Goals.
Write on every department, excluding that you work for.
Be honest and be willing to share your knowledge with the other departments.
After the fifteen-minute writing time on flip charts, please gather with your group, take off the flip chart documents on your department, and spend approximately 10 minutes with your department discussing what other departments have written about your department.
As a team, take time to think about and challenge your fellow team members about why others would see the opposite about your team.
Following the discussion of 10 minutes, each department will have the opportunity to think about the issues, define, and clarify and then answer questions about their department’s perception is.
Facilitator Notes:
Take care and encourage the participants to remain open to new ideas.
If you think this could turn into an unproductive complaint-fest, DO NOT do it.
Department and Teams can be slammed and challenged by the perceptions of others about the work they perform.
Work is a personal experience for people. Be respectful of that and encourage people to do the same.
Don’t rush through this task. Allow it to go slowly and take its time.
Potential Processing Questions:
What were the most important things you observed in this period?
What aspects of our work can our teams blind as well?
How can we enhance the understanding of what’s going on inside the company?
What are the main elements that cause departments to not be able to perceive the truth?
How can this false perception impact our company?
How can we improve this?
o How could knowing other departments’ high points, low points, Goals, etc… can help us in our work, and increase the level of satisfaction with our customers?
What do we intend to take advantage of this information?
What steps can we take in the workplace to shift the perception of these employees?
Michael Cardus is the Founder of Create-Learning-Team Building which is an experiential training and development consultancy firm and the blogger of TeamBuilding NY. Mike is a specialist in team development as well as leadership development and training, developing team-building programs that keep skilled staff members and increase the productivity and efficiency of your group. Mike is a resident of Buffalo, NY, and will travel to your location to assist with your team building and leadership training requirements whenever and wherever works for you.
