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A growth-friendly Public Administration, a Dutch example
Developing mental mobility,
Rome, 23 October 2014, Mariette Baptist-Fruin
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Ambition Central administration 2015-2020
To be an attractive employer for civil servants who are committed, professional and flexible.
Attractive working conditionsBalance between professional and private lifeSufficient possibilities for development and growth, also professionallyEmployees direct their own development activities, funded by their employer
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Employers’ and employee organizations
Cooperation to execute a common agenda to stimulate the developments aspired.
Breach in the cooperation, lack of trust of employee organizations in the employer (Ministry of Interior on behalf of central administration).
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Employees’ Agenda for Growth
Employee organizations chose to develop their own working agenda in the areas of:Learning and DevelopmentDiversity and InclusionWorkmanship and craftmanship of the civil servant
An existing funding organization, A&O for the central administration, approached PBLQ ROI to help them with training in the area of L&D.
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Rationale of new trainingAmbitions and aims require civil servants who take the initiative regarding their own development and growth.
However, a significant group of civil servants does not reflect actively on their own possibilities, wishes and needs.
The training to be developed by PBLQ ROI is to support civil servants into get moving mentally.
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Mental Mobility
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Main objectives
Developing self-awareness Creating another mind set regarding one’s attitude
towards work Taking responsibility for one’s own development and
growth
Not necessarily leading to another job or leaving the civil service altogether, which is sometimes the case with current mobility programmes within the administration.
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Role of PBLQ ROI
To develop the training programme in close cooperation with A&O
To deliver this programme at least ten times
To support A&O in further activities to inspire civil servants to move mentally
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Target group
Any civil servant from central administration
In practice:
65 % of participants 45 years and older
70 % academic background, 30 % supporting staff
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Training needs and motivation
Participants apply for the training and fill in a TNA with questions like:
How satisfied are you with your current position?Three most important elements of your workWhat is your dream related to work?What is your ambition after 5 years?How do you think you can achieve this ambition and what do you need?Do you have any side-jobs, paid or unpaid, and what are they?Motivation to participateExpectationsWho is your employer?
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The training itself: The WHY of your work
A change in mind set is a quest for the intrinsic motivation of people.
Knowing your WHY (why you do what you do) stimulates people to get to move mentally, both professionally and personnally, from a positive perspective.
This is much more rewarding and inspiring than a pending resignation or imposed mobility.
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Resources
Simon Sinek: the Golden circle
https://www.youtube.com/watch?v=pI0cJdOzUcQ&list=RDpI0cJdOzUcQ&index=1
Daniël Pink: Motivation 2.0
Robert Dilts and Gregory Bateson: levels of communication and congruency
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From the inside out
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What do you do?What do you do?
How do you do it?How do you do it?
Why do you do it?Why do you do it?
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Neurological levels of communication
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Congruency What- how- why
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Incongruency
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The neurological levels & Sinek
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WhyWhy
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Methodology I
Pre-work through assignments on electronic learning environmentWriting a fictional letter of resignationGetting feedback from your environmentValue audit
Reflection report on insights gained so far for the trainers
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Methodology II
Plenary session of 1 day
Getting to know each otherTheory of Sinek and Dilts/BatesonSuspending judgementSharing insightsSpeedcoaching on your what and howFormulating your preliminary WhyPresenting your Why
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Methodology III
Working on assignment through the ELOFocus on congruency of Why, How and WhatContact with buddyReflection report
Plenary half dayBeliefs: limiting and empoweringCongruencyFormulating and presenting your WhyPhysiology of success
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Results
Participants have dis-covered their personal WHY, intrinsic motivation
Participants have gained insight how to connect their WHY to their professional and personal activities
Participants are more mentally mobile
Evaluation by A&O after 6 months, related to TNA19-04-23
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Vision without action is a daydream.
Action without vision is a nightmare
