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Happy Holidays Everyone!

We’ve been pretty busy at InContext and WITops. As usual, I’ve been delivering workshops and talks on Contextual Design and Innovation and working with my students at University of Maryland. The exciting news is about all the progress we have made on our initiatives, the OPS, to help retain women in tech. Let me catch you up!

Upcoming Livestreams on YouTube!  
All on Thursdays, 1pm Eastern

  • January 9: Valuing and Jerk: Uncovering the Key Behaviors and emerging interventions
  • February 6: Team Onboarding Checklist: Introduction and Usage
  • March 12: The Critique Process: Depersonalizing work product review
  • April 16: Career Power: How do you respond to these work cases? 
  • May 14: The Wheel of Intervention: Practical approaches to changing your organization

The Wheel of Intervention: Practical approaches to changing your organization

All of our initiatives start with deep data to understand an issue important to helping retain women in tech and help make diverse teams work. To help organize our interventions we have created this simple wheel! Each OP supports one of these approaches to organizational change. We hope that the Intervention Wheel helps youfocus on the most critical aspect culture change for your team. 

Critical Processes are the blue bubbles.We have found that a strong team onboarding program and a clear depersonalized critique process will go a long way to retain women in tech and help all employees. With well defined processes everyone knows how to be successful.

  • Team Onboarding Checklist: We have developed and tested the checklist. It will be rolling out for use in Q2. 
  • The Critique: As a maker culture we are always getting feedback on our work and behavior. We have great recommendations for work review now. In September we are kicking off a new study to look at daily and formal feedback too.
Managing the Interpersonal are the green bubbles. Managers and teams are critical to helping employees thrive. We focus on finding the right match and management techniques for each person. But in a maker culture handling conflict and conversation within the team, at meetings, and between individuals communicates acceptance and value – a must for retention. 
  • Manager’s Toolkit. We have great recommendations for team formation, team onboarding, team practices and ways to look for a good manager/employee match. Ask about our workshop.
  • The Valuing and Jerk Project: Our field data is complete and we have identified 15 Valuing and 15 Jerk behaviors that occur in the work place. Watch for the survey we’ll launch in January and for our interventions as they develop. 

Sneak Attacks are the purple bubbles. Sometimes the best way to make change is to make it fun. That’s why we developed Career Power and are working on games in the Valuing and Jerk project. But we can also sneak in change by augmenting or existing processes like our team manifesto approach to agile. Just sneak the change into daily life! 

  • Career Power Board Game: Now available to buy! We are looking for a game company or hackathon who would like to try putting it on-line.
  • Game for Valuing and Jerk Behavior: We are looking for a game company or hackathon who would like to create a game with the Valuing and Jerk Behaviors.
  • Augmented Agile: If we slightly change our processes we can raise awareness and change behavior. We will be working with only company to look for other augmentations of agile. Volunteer your team too!

WITops Services: Talks and Workshops

We are rolling out services to help you change your organization. Ask Karen to come to your organization or diversity celebration to deliver a talk or workshop. Or ask us to do research on your organization to see how you are doing – and generate solutions that will work for you.

Best,
K  

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