Delta7 Change Process: stage 3 – Act
In the Act stage, we use Visual Dialogue to focus the bigger picture understanding and engagement into meaningful action at a local level.
1) Picture development and roll out preparation
Following the Engage stage, we work with the leadership team and key sponsors to evaluate the feedback and insights and create a picture of the key behavioural issues or themes that are central to successful change.
In the first phase of Act we run a series of Visual Dialogues with the Leadership and employee teams to develop a ‘Behaviour Map’ – picture of a range of generic behaviours for each key issue. We then train facilitators and develop support materials in preparation for roll out.
2) Roll out
In the second phase, we invite employees from across the organization to participate in a Visual Dialogue to explore what the key generic behaviours mean to them in their day-to-day experience. This process builds on the understanding of the case for change they acquired in the Engage stage and encourages them to take responsibility for specific personal actions in a local context.
The output of this Visual Dialogue is a set of specific behavioural agreements framed by the Big Picture (the overall context and case for change) and the behaviour picture.
3) Support and integration
In the final phase of Act, employees are supported to action the agreements they have made individually and as teams through a process of personal development and review by their line managers. Throughout this time we are available to support the organization to integrate the key behaviours into its processes and it wider culture.
Willingness to change
Unlike most behavioural change interventions, the Act stage involves the co-creation of standards by the group itself and its internal stakeholders, rather than the imposition of a more arbitrary set of values and behaviours created at the leadership level. These are real issues, uncovered by the people affected by them, and represented in a way that is both meaningful and provocative.
The process helps participants to agree to take responsibility for specific personal behaviours and to understand how their actions affect the overall success of the organization. Because these agreements are team- and line-manager supported, they are visible and measurable.
Because Act is the third part of the Delta7 change process, it does not happen in isolation. The specific behavioural changes agreed are created as an adjunct to the Big Picture. The Big Picture provides the link to ensure that these change agreements will contribute to the overall success of the business, not just the wellbeing and satisfaction of the participants.