Change Archives - CircleLytics

Rudi Crabbé, director of Eten+Welzijn, came in touch with the online CircleLytics Dialogue in 2020 as a participant. He really liked the way in which opinions are collected, and through dialogue and reflection turned into validated outcomes and emerging perspectives. Due to an assignment from the Ministry of Health, Welfare and Sport, to solicit opinions on sustainable nutrition in healthcare, CircleLytics was selected to apply dialogue for this purpose. As far as he is concerned, the dialogue that resulted was an indispensable step to learn a lot, and relatively quickly, with a large group. It drove the speed and quality to make substantiated choices.

Request demo

Dialogue promotes steering for an integrated approach

The Eten+Welzijn Foundation works on the creation of a more healthy and sustainable way of living, with people and their well-being as a central focus point. She translates knowledge and proven solutions into concrete applications in practice. That means, for example:

help administrators with the sustainability issue for healthcare in the field of nutrition,
facility managers with nutrition policy and its implementation and with
caregivers, chefs in the health care sector, and dieticians: discuss and conclude new regulations regarding nutrition.

The foundation also organizes cooking workshops for people who suffer from a loss of smell and taste. Eten+Welzijn focuses on sharing knowledge about healthy and sustainable food by means of training and education in the workplace, combating food waste and customized food.

Maartje Vervuurt, project support and communication at Eten+Welzijn says: “We have a large number of target groups with whom we want to keep in touch. The integrated approach is important, because the entire chain must move in order to bring about structural improvement in nutrition in healthcare. The first online dialogue was about “The urgency of sustainable and healthy food in healthcare”. With this dialogue we have been able to reach all chain partners who contribute to sustainable food in healthcare, from farm to fork. Within a few weeks, 255 participants provided qualitative insights that we would not have collected otherwise. The response was high at 71% and more than 2,600 opinions were shared. The second round ensures a multitude of online interactions and learning moments from each other. This is structured by CircleLytics’ unique AI. This affects people’s ability to examine and revise their own opinions. The question was broad, precisely to find out where people see opportunities and what possible obstacles are. In this way, many people have been able to give their opinion based on their expertise. Subsequently, in the second (dialogue) round, they jointly determined which opinions they considered valuable and why. You also get a lot of information from the explanations to the opinions. Sometimes we expected these answers, with some we are pleasantly surprised. They also indicate which opinions of others they do not support and why not. This usually doesn’t come easily to the table, but it prevents us from drawing inaccurate conclusions about what they think is important.”

Concrete results from dialogue

Vervuurt continues: “The results of the dialogue held in 2020 have contributed to the content of the Green Deal, in which healthcare organizations and the government make agreements about the contribution that the healthcare sector can make to improving the environment. Concrete conclusions are:

that there is still little awareness about sustainable and healthy food.
developing a vision, structural knowledge transfer and implementation at all levels are the most important opportunities.
sustainable food policy is an integral policy, we have to do it together.

We have taken certain lines of action from the dialogue, which have given us direction in which initiatives we will set up and who will be part of them. Chain partners per action line must continue to talk to each other, work together and come up with solutions from a joint perspective. We shared the results with all participants and indicated which opinions they valued the most as a group. So not “who were mentioned most often” but carry the most weight on behalf of the group. That feedback is important and shows the urgency that we as a chain as a whole must work together to achieve the intended objective.”

Share opinions anonymously and asynchronously

Vervuurt: “Putting this broad question to so many people asynchronously – so at their own time from their own place – is something we simply could never have done in any other way. You cannot physically get these people into a room, offer a limitless freedom to openly express an opinion and have so many reflection and listening to others taking place. After all, they are your colleagues or partners who look at the same issue in a different way, but this takes time to unleash. The dialogue means that we, as a foundation, can better advise and act towards our stakeholders with these supported answers and make choices not about them, but with and through them. We as a foundation do not make final decisions, but contribute to steering via policy and through the activities and initiatives that we develop as a foundation. Because of the dialogue, we know that we meet the most important needs of different parties.

CircleLytics guides us through dialogues according to our needs, such as designing questions and explaining new possibilities to make analyzes fast and clear. The reports and dashboard give us instant clarity and we always feed back the results to the participants. That enriches their insights as well. I always coordinate the question with CircleLytics, because they have a lot of experience with this. By asking the right questions, the dialogue yields more useful answers. As soon as questions are open, challenging and relevant, you achieve the most with the group. The second (dialogue) round is crucial and the outcomes are valuable for our choices. People should feel free to give their honest opinion. We have noticed that this works very well with the dialogue, partly because of the anonymity and the time they have to think about their opinion and that of others. It’s important to make sure you trigger that in participants. That is why we always do a check with the CircleLytics team for the optimal duration.”

Also read what other organizations achieve with CircleLytics Dialogue, such as Salta Group: “Participants have a few days, so you do not have the rush of a focus group, but you do have the proverbial night’s sleep, which is necessary for reflection. That reflection on our questions and reflection on each other’s (other) answers (and scoring up/down) guarantee in-depth and validation. They are also allowed to change their closed scale if they wish and a high percentage does so. Unlike surveys, you therefore get high reliability .” Read more here.

Strategic health issue

The Health House program helps hospitals to comply with the National Prevention Agreement: “In 2025, the food supply will be healthy for patients, staff and visitors in 50% of the hospitals. By 2030 at the latest, the food supply in all hospitals will be healthy. In addition, there is a focus on a healthier food supply in other types of healthcare institutions.”

Vervuurt: “Our foundation Eten+Welzijn, for example, helps chefs in health care to put together a full, more plant-based menu. There is often a lack of knowledge about healthy nutrition, which makes it difficult to deviate from routines. Above all, dishes must also be tasty, we help healthcare institutions in all kinds of ways.”

Schedule your appointment or demonstration here to find out how the CircleLytics platform and dialogue impact your goals and people, together.

Ideas from practice

Vervuurt: “A question we investigated within this program is: how do you get more vegetables, fruit and water on the menu in a hospital? In a dialogue we asked all restaurant and catering staff in three participating hospitals about their ideas on how to consume more fruit, vegetables and water in the hospital restaurants. We were curious about all the ideas of people who deal with nutrition in healthcare on a daily basis, so that they can inspire other colleagues.

Change is slow and many people find it difficult. Nudging (steering attention to choices people make) can have a positive effect on increasing the consumption of healthier food, such as offering sliced fruit or poké bowls rich in vegetables. Always ask yourself: How can you make healthy choices easier for people? Successful examples from the dialogue that work well in practice are: placing healthy products at the front of the shelf, including more healthy products in the range, having toppings put together yourself and adding flavorings such as lemon to water. And free tap water was made available in the restaurant. With the latter promotion, sales did not decline and people did drink more water. This is a good example of how an idea is successfully put into practice. An important signal from the dialogue was: don’t patronize. Let people make the healthier choice themselves by introducing more diversity in the range of healthy food. And we can only confirm that: by making the choice yourself, it is also sustainable and therefore a structural change.”

If you would like to speak with CircleLytics further and see a demo, click here and schedule your appointment.

Jan Vrencken focuses on integrated organizational development with MoJa Potential Activation. They detect and activate the true potential in the organization. Employees that experience a higher job satisfaction and work smarter achieve better results. This also results in more satisfied customers. Part of its approach is the CircleLytics dialogue that they have been using with their customers for about four years to collect input from employees and engage them at the same moment.

Request demo

Vrencken: “With this approach you offer and get involvement from your employees and at the same time you create ownership of your company’s challenges and opportunities. You literally give the entire organization a voice within a few days to two weeks via the online dialogue, within the context provided by management and the current challenges. Ideas are delivered bottom-up and validated, so it is truly a joint effort. As an employer, asking the right question provides you with an amazing pile of validated, ranked insights, that you otherwise would not have been able to obtain. You can reach anyone you want in just a few days to weeks. One of the responses of a management team member to the results of a dialogue always sticks with me: ‘This is just a goldmine’. And he couldn’t have said it better.”

Inclusive approach

The dialogue consists of two rounds. In the first round, one or more questions are asked and in the second round, the participants evaluate the answers given in the first round from each other. Algorithms ensure that they learn from colleagues who think differently, and that makes them think a lot deeper and deal more consciously with the challenge you presented them. The management team of our clients is well aware that employees can make or break decisions. In other words: if employees do not understand, support and are not involved in the decisions and changes, you will hurt their commitment. Alternatively, now, you can involve them via employee dialogues, activate them, let them think along with you and thereby win their support and loyalty. Employees participate at their own time, from their own location, so simply during and between work. You can reach anyone you want in just a few weeks and listen seriously to what they experience, know, think and feel. This is a truly inclusive and collective intelligence approach.

Best wishes card

Recently MoJa Potential Activation deployed the CircleLytics dialogue with an mid sized company at the beginning of the year and they asked only one question: What do you wish your company for in 2023? Management wanted a better insight into what was going on within the organization, among the employees themselves. What topics do they find important? Why?

Vrencken: “In January, best wishes are flying back and forth, but what does that mean for every employee, those best wishes? What exactly do you wish and why? And does the management team also know what people need or do they make assumptions? And what decisions do they base on non-validated assumptions? An employee satisfaction survey is often mainly based on scores and individuals’ input, without you knowing whether the other employees see it that way as well or change their minds because of someone’s input. The single (only one) round of such old survey technology simply does not provide a basis for making decisions. And it is impracticable for members of the management team to speak to everyone face-to-face, let alone on a regular basis. You want the involvement that brings about personal attention, proximity. With an online (anonymous) dialogue you do get those insights and at the same time you feed a more positive spirit and culture.

Answers to that one question provide great insights into what people think, see and experience and where they want or find change necessary. This allows the management team to get to work immediately, for example for the new annual plan, a project or a bottleneck. After all, she knows where the accents should be and why. Within five weeks instead of five months you will have a strategy that you know employees want. After all, they contributed to it themselves. That is five times faster and a lot more effective.”

Voice from the organization

The online dialogue is a modern, meaningful working method for management teams, change managers and HR. In the first round, one or more questions are asked and in the second round, the participants assess the answers given in the first round. This makes it immediately clear which answers are preferred and which are not. In this way, the management does not have to think for the employees, because they retrieve answers directly. An example is that employees answer that one question: ‘What do you wish for your company in 2023?’. Other examples of questions are:

“What do you think is an important idea to ensure that [….] becomes successful?”

“How do you think ABC can best be accelerated?”

“What is your experience/tip that others could learn from to deal with the high workload?”

“What do you find most difficult to do in a good way at home instead of at the office?”

“What can managers in our organization do smarter or differently to increase job satisfaction?”

The CircleLytics Dialogue unique QuestionDesignLab helps to translate your challenge into solid open-ended questions. You can also ask as an open + closed question in one or just stick to a closed scale question: the platform is this way a one-stop-shop and you don’t need a separate survey provider anymore. Vrencken: “We design a lot of custom work and tailor questions and the frequency of dialogues to the specific situation of the organization. For example, every quarter, you can present a smartest set of 3-5 questions to employees and cover this way a number of topics.”

Representative answers

Vrencken: “We always coordinate the questions in co-creation with the customer, but we ourselves have extensive experience with questions that challenge, inspire and encourage thinking along. Only with the right questions will you receive targeted answers that you are looking for and employees will learn from each other’s inspiring words. Because the results are reliable and representative, you can arrive at a higher quality of your decisions after those two rounds. The participants themselves are asked about their experience with the dialogue, and, as in the example above, the dialogue scored a 4.5 on a scale of 5. Important, because you want to do things that positively influence the experience of employees. Giving them a say and taking them seriously are two things, but make sure it’s done in a way they appreciate and find interesting. That creates high engagement ánd commitment.

Important to know: ask only a few questions, but very relevant ones. This creates focus and avoids employees being distracted by questions and topics that are beside the point.

A lasting gift

The dialogue gives a go-ahead for concrete improvement in the field of organizational development and the great thing is that these topics come from within the organization itself. Vrencken: “We will share the results in a presentation with the management team and we will elaborate on some of the most supported answers in the integrated way that MoJaPa works. It is of course great that there is such a high level of commitment from the staff. In the dialogue, they immediately indicated other topics on which they would like to explore and think along. A good time and a great springboard to continue and to use the joint knowledge and experience on these new subjects as well. With the results from the dialogue you have a data file from which you can define improvement processes in all areas that are supported by the organization. That is also what working smarter is about. Create time, increase efficiency and do the right things that contribute to the goal. The dialogue is rightly a gift that you benefit from immediately.”

If you would like to know more, please contact Jan or his colleagues. You can also schedule an introduction or demonstration with the CircleLytics Dialogue team.

We all know Landal GreenParks, with its holiday parks and recreational homes. There are now over 100 holiday parks in 9 European countries. Many of these more than 15,000 homes are owned by third parties. Some 8,000 homes are owned by private individuals. For Landal GreenParks, good communication with all its target groups is essential. That is why they took a good look at their communication with the homeowners and how to develop the owner’s web portal in an agile way.

Landal says: “We already had a magazine, a newsletter and a website to reach the owners, but we wanted to improve the entire communication. So, the magazine received a design make-over. We also increased the frequency of the digital newsletter and started building a new website. We really wanted to involve the homeowners in this agile development, hence to stay in dialogue.”

Request demo

What do they think of us?

“We consider our homeowners to be involved partners for whom we take care of the rental, administration and management of a holiday park. We really want to know what this positive critical target group thinks of our communication. We want to involve them in this feedback process. There are many (individual) contact moments with the owners, but we are really looking for a way to reach them all, and to let them have a say in this process. We had already organized owner surveys, market surveys and panels, but we were also looking for a way to reach out to all our owners for more agile development of the owner’s web portal. We need to find out what’s going on inside the homeowner group. Based on their input and suggestions we improved our service. We have since updated the website, enabling owners to arrange as much as possible themselves within the same online environment. We used the results of the CircleLytics dialogues to realize the owner’s key needs.”

Read here also what health care institute Spaarne Gasthuis says re collaboration, team dialogues and manager actions.

Deliberate open-ended questions provide sought-after answers

“The collaboration with CircleLytics is enjoyable, and they advised us on how to formulate the questions as pointedly as possible. Being able to link quantitative data to qualitative data is extremely valuable. For instance, if we start by asking ‘How do you rate our services on a scale of 1-10?’ and then ask about the respondents’ motivation or best suggestions immediately following that question, we can truly understand what the figures mean. An important element is asking yourself, beforehand, what you can do with the answers. Can we link concrete actions to it? This is important for our relationship with the owners and their motivation for subsequent dialogues. It greatly optimizes our services, the owner platform, and our communication with the owners.”

The start of the dialogues

“One of the questions from the first dialogue session was: ‘We want to improve our service and communication. What actions do you think we should take?’ We then went to work with these answers. We developed concrete actions from the most widely supported answers, which we then carried out as much as possible, after some internal consultation.

Next, we held the second dialogue session, where we specifically asked: ‘What information do you think should be on the first page of the website once you have logged in? We got many responses and used those to develop the new website homepage. After the website went live, we started a new dialogue a while later. We wanted to use this session to gather suggestions for improving the website’s user-friendliness and tips for further, agile development. For further development of the website, we considered many of the recommendations. For example, one of the owners’ most significant needs was a better insight into the occupation rates and turnover of the recreation homes. Based on this need, we developed a financial dashboard, and the owners are enthusiastic about it.

Curious? Plan your demo or just an exchange of thoughts with the CircleLytics team here.

Proven support

The dialogues provide support, and the second round plays an essential role: it is where participants rate each other’s answers. Their involvement is very valuable and gives us a weighting that lets us understand their most and least important factors. The data we collect during the two question rounds enables us to extract Top 5 and Bottom 5 lists. The most supported feedback (feedforward, actually) becomes apparent and shows us what most owners agree on. The owners will also discuss the answers others gave in the first round. It is true co-creation.

Informed decisions and actions

Landal continues: “Their commitment shows through in the data: they like to participate very actively, and you can see that in the second round, where they read and appreciate or even supplement many of the opinions of others. It is not a gut feeling or an opinion based on what some of the owners or a (small) focus group say. Instead, you get feedback based on numbers and clear recommendations about how to proceed. It gives you a solid document about what your target group thinks. This feedback has also been presented internally. It will show there is support, and we will continue discussing this internally and externally. Each time, we determine which actions we can take. We like to continue these dialogues and the co-creation. The owners tell us that they really appreciate this level of involvement. It enables us to make informed decisions and apply our people, budget and development capacity where the highest value is.”

If you want to learn more about using the online CircleLytics Dialogue and talk about your challenges and ambitions, please get in touch with us.

During change, there is a 3 to 4 times higher chance of employees getting disengaged or even leaving. Successful change and improvement do not happen overnight, but without them you are nowhere. You need structure – a conscious approach – in order to bring about change and improvements. Not just once, but continuously. People’s engagement is critical to this; you want to understand their keenest insights, knowledge and points for improvement, and more importantly; you want to show them that you consider them important. After all, change is permanent, a constant. Continuous improvement is the name of the game. The PDCA model is a much-used approach. PDCA gives structure to your continuous change and improvement process. In this blog we will explain how to use CircleLytics Dialogue successfully in PDCA. This ensures (short) cyclical feedforward. No change without employees. Change fails or succeeds mainly because of people. And without their data and insights, or unreliable data, you will not achieve successful change. The quality of the input of this feedforward and feedback determines your success. We will explain how CircleLytics helps you to obtain high quality data from stakeholders, such as and mainly employees, to prevent bias, mistakes and missed opportunities. It will also help to prepare the people involved for your change and secure their involvement. The tool is especially suitable for regular, (short) cyclical qualitative and quantitative feedback and feedforward.

How does PDCA work again?

PDCA stands for Plan – Do – Check – Act; a structural, cyclical approach in continuous improvement programmes. It ensures that you continuously and systematically pay attention to the steps needed to structurally solve problems. You can read more about the background of the PDCA model here. We describe all steps and explain how other organizations use CircleLytics for this purpose. In addition to tools, continuous change also requires a culture of continuous learning; being open to something better and repeating it. CircleLytics ensures organizations of efficient, effective feedback cycles, to achieve this culture and finally bring the necessary insights to the table. This cannot be achieved, or only to a lesser degree, using other tools and interventions, such as stand-ups, project meetings, and certainly not surveys. Our blog Survey or dialogue explains why this is so.

The different phases

Plan: identification of the problem and formulation of a supported plan for improvement

Do: implement actions, involving all relevant people

Check: evaluation of results, progress and analysis of deviations on the basis of data

Act: adjust activities based on the Check phase and make improvements sustainable.

Step 1: do you understand the problem and why?

In this step, you identify and analyse problems. Remember what Einstein said: “If I were given one hour to save the planet, I would spend 59 minutes defining the problem and one minute resolving it.” So spend ample time on this step, because a lack of attention now, will work against you later. Ask open questions: who, what, where, how, when and why? Look for the why behind the problem by, for example, using the technique of asking the why question 3 – 5 times. This will prevent your team from focusing on symptoms and consequences, rather than causes. There are also other techniques for root cause analysis, such as Pareto-analysis, Fishbone analysis, Fault Tree analysis, etc. CircleLytics is a suitable tool for all these techniques with questions tailored to these analysis variants. By seeking feedback from a wider group than the project team or the hired or internal consultant, you can look beyond your own scope. You can also break through the hierarchical relationships in your organization by ignoring those you involve in the anonymous feedback. Next, you can start to fine-tune a plan based on that problem identification.

Ask the largest, relevant group for each step of PDCA

Two know more than one. And many more than two know even more. CircleLytics ensures that you easily involve the largest possible, relevant group in the relevant phase. This ensures that you will receive the richest input with the least bias towards what really matters. This is called the wisdom of crowd, or collective intelligence. Ask this group rock-solid questions and let them respond in two anonymous rounds, with equal room and voice for everyone. Our White Paper helps you to design these rock-solid questions yourself, but make it easy on yourself: CircleLytics has plenty of questions ready for you. You will collect qualitative, indispensable feedback. Subsequently, this feedback is prioritized by the group itself in our unique 2nd round, giving it meaning. This 2nd round is critical and does not take place simultaneously with the 1st round. This ensures that participants can learn and reflect on feedback from others. This way of structuring feedback yields the most intelligence (see our post on this with Google research or watch the collective intelligence playlist on our YouTube channel).

Some important advantages of involving the largest possible group:

a cross-silo group, across departments; diversity provides the richest input
break through the hierarchy by inviting participants “of all layers”.
this also ensures high involvement, co-responsibility and early buy-in
this ensures that people’s ‘brains’ are already switched on for change: the growth mindset.

We recommend a small group for questions that can only be answered by people from that specific small group (management group, MT, sounding board group, etc). This could concern budget or the deployment of people. For all other subjects, involving the largest possible, relevant group will yield the best results. As mentioned above, you can bypass the hierarchy. After two rounds in CircleLytics, you can directly read and apply the combined results, which have been further enriched by natural language processing and artificial intelligence techniques. The results can be intelligently filtered and broken down according to hierarchical levels, function groups, ages, length of service, role in the change, department, etc. This allows you to see how different subgroups may view things differently. The strength of the 2nd round of CircleLytics is that it is anonymous, and participants learn from each other’s (different) opinions. This ensures that the diversity of opinions and perspectives is as great as possible, which is exactly what you want to answer your questions in the smartest way possible.

[Photo: Round 1: open questions that touch the core. Time to reflect, no time pressure, anonymous. Round 2: all opinions back to participants in small sets; they prioritise these using scores and textual enhancements. Round 3: Dashboard shows bundled wisdom of the group; extra analysis tools and report using AI/text analysis.]

People determine the success of change

As mentioned in the introduction, people are the essence of your change. People perform or prevent actions. A review study in the International Journal of Strategic Change Management, highlights the main reasons for the failure of change and read also more about leadership’s role and behaviour and its impact on implementation of change. More important than those of a strategic nature, is the people factor and HR/HCM policy. The most important are:

lack of involvement and participation
resistance to change
lack of motivation and satisfaction
fear of losing their job
low confidence.

Examples of questions in the Plan phase

We will immediately show you how our two-round method will benefit you. We do this with an example question: “What do you think is the real core of the problem and can you explain it in more detail? “The CircleLytics tool collects the answers anonymously, and in the second round, participants will score each other’s analysis and the most supported responses will be revealed. In the second round, you immediately ask for their explanation, for example with the question “Do you think this is the problem to work on now, why? This way, you will dig very deep in a period of 3-5 working days, with 10 or even 1,000 people. So, you ask everyone who knows something about the problem or the point to be improved, or who is or will be affected by change because of the actions to be taken. You secure the above critical advantages: richest input, buy-in and openness to change.

The above example can be realized in a few working days in two rounds. You can go through the real-time results yourself or together and follow up with the next step, looking for solutions and improvements. You can also set up a second feedback loop of two rounds with CircleLytics Dialogue, if the first results still raise questions. By the way, other sample questions are available depending on your situation, such as:

“What do you think we should focus on and why?

“What should we do first to cope with [losses, customer churn, system crashes, …] and why?”

Looking for improvements

You will now select the most prioritized problems that your team supports. Again, present these to the largest, relevant group. Remember that employees are eager to respond to open questions that are relevant to their work and well-being. Not asking them is not an option.

A follow-up question might now be: “For each problem identified, can you think about how you would solve it; what do you think is a valuable, achievable, strong improvement? “In the second round, they can score up or down so many improvements made by others and, when asked, explain “How would you make this improvement measurable? ” or “What is most needed to realize this? or for example “What should we not do or do less of to realize this improvement successfully? “. Your result is a compilation of the most supported improvements per problem and a compact overview of the explanations for this, such as how you measure this, what is needed most and what you have to do to make it work.

Now you can start planning.

Towards a plan with a basis of support

A plan without support from the broad group of stakeholders is doomed to fail along the way. Did you know that research has shown that 90% of lean-development projects fail? Therefore, our advice is to present your plan again to the largest, relevant group of stakeholders. You can ask the effective question: “Do you support this plan? If yes, support your answer by indicating what convinces you most and, if no, explain what you consider to be an insurmountable objection and your alternative.”

Through the 2nd unique round, participants learn from each other’s insights, give support, and you learn whether there are objections that are serious and need improvement. You can iterate this 2 or 3 times if you want. This will result in a supported plan. You can complete these iterations in 1-4 working days if you need speed. Remember that change requires attention, especially in the Plan phase.

Now let’s get to work and keep checking!

Your sound, efficient approach results in a supported plan and in concrete actions to be carried out. In the implementation (Do phase), it is important to measure (Check phase) how this is going. You can either immediately start implementing on a large scale, or start with small-scale, experimental steps. In both cases, you monitor the success. You will build in fast, regular feedback loops. You will ask questions like: “How involved are you (still) in ABC change and can you explain this? “. In this feedback loop with CircleLytics you will ask: “What makes us deviate from our planning at the moment? “And in the second round of this question: “Which analysis of others regarding the deviation from our planning do you support, and how do you think we can adjust this? “. You can also apply lean models to carry out this kind of analysis and make adjustments, such as the Fishbone analysis that we mentioned above.

You always collect the feedback from the largest, relevant group of people involved in the implementation, certainly not just from the project group. This is how you avoid tunnel vision, in addition to the aforementioned advantages. Depending on the duration, complexity and milestones/measuring points of your original plan, you carry out a feedback loop 1 to more than 10 times. For these phases too, questions are available like the ones above. Because CircleLytics collects the feedback in a broad and anonymous way, and learns from what people support and reject, you will get reliable data. Without this data, you cannot check or adjust.

The Act phase; start adjusting now!

You check to know what, why and how needs to be adjusted. Adjustments prevent you from overlooking new circumstances or things that are going differently in practice. You also make sure that the change becomes anchored, sustainable. The regular feedback loops, the dialogues with those involved, ensure that the behaviour of people is brought in line with the required change. You don’t want a relapse.

Where things do go well, investigate the possibilities for standardization. Ask questions like: “What is structurally going well and can we regulate outside the project? “. In the second round, you can ask participants “Which points do you support and how and where do you think you can make them sustainable in the organisation“. In this phase, and on the basis of these reliable insights, you can come to the sustainability of new working methods, tasks, required behaviour, etc.

CircleLytics Dialogue; instant feedback for your PDCA cycle

CircleLytics Dialogue provides reliable feedback data, buy-in and openness for change from all stakeholders. You can deploy CircleLytics via consultants, who work on your (lean / change) projects, or engage them directly by contacting us. You can also ask HR to facilitate this tool. They are familiar with the enormous power, the positive effect on the involvement of employees and they know the big difference with (unwanted) surveys. We will show you a demo in 15-30 minutes and discuss a few customer cases. You can use the tool on the same day and start and continue in every phase of the PDCA cycle. You can use the tool once, but typically you want to set up an iterative process to realize change, sustainability and alignment of behaviour.

Category: Change

Nutrition and Wellbeing: Reflection as Added Value for Decision Making