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Onboard an organization onto the platform

Operationalize organizational development.

This involves understanding the value of, distributing and automating the responsibilities associated with Organizational development, People development and Insight management.

Kopier til din organisasjon

Add teams

Go to the team list (Teams > View all teams) and add each existing team or department in the organization as a team in Wecomplish.

Add people and their roles

Go to the people list (People > View all people) and add each existing employee in the organization as a person in Wecomplish.

For each person, assign them the roles they currently hold in the organization, taking care to select the proper team in which they hold those roles.

Copy generic roles from the Wecomplish library or create specific roles from scratch.

Address the obstacles we need to clear in order to succeed 3

Discuss the purpose of the Wecomplish champion role and its importance in succeeding with adoption.

Identify a suitable role holder, assigning them the role and associating the skillset of using Wecomplish as a team member.

In the beginning, it's recommended to assign the champion role to the person who has taken initiative to introduce the platform to the organization. Later, the task Assign long term insight management responsibilities will take care to assign the long term roles and responsibilities associated with the continued development of intellectual capital within the organization.

It's common for the person who has been designated the champion role not to timeboxed and time for organizational development in the past.

Oftentimes, this is due to a lot of other roles and responsibilities absorbing the champions time, attention and cognitive capacity.

In order to improve the awareness of how the champion is currently spending their time, assign the person the roles they currently hold, create the responsibilities that take up the most of their time, and create recurring allocations reflecting the amount of time spent monthly on those responsibilities.

This will help manage the expectations of the organizational coach with regards to how much effort can be realisticly expected towards organizational development efforts, and will improve the awareness of the champion with regards to in which roles they are spending the most time, and an ability to reflect on how will this matches how they feel they should be spending their time.

Lay the groundwork for Personal development 1

You can go to Organization > Organizational development > Individual development to review the actual and up-to-date progress of this work.

  1. Go to the people list (People > View all people) and click the copy icon in relation to the People header, copying the names of all people.
  2. Go to Lay the groundwork for Personal development and paste the list of people into the subtasks field. Don't click the "Add subtasks" button just yet.
  3. After each person's name, add a new line and paste the text - procedure: person-onboarding. This will inject the checklist Onboard a person onto the platform for every individual.
  4. Now, click the "Add subtasks" button in order to have the people added as subtasks, and the checklist applied to each individual.
Lay the groundwork for Team development 1

You can go to Organization > Organizational development > Team development to review the actual and up-to-date progress of this work.

  1. Go to the team list (Team > View all teams) and click the copy icon in relation to the Teams header, copying the names of all teams.
  2. Go to Lay the groundwork for Team development and paste the list of teams into the subtasks field. Don't click the "Add subtasks" button just yet.
  3. After each team name, add a new line and paste the text - procedure: team-onboarding. This will inject the checklist Onboard a team onto the platform for every team.
  4. Now, click the "Add subtasks" button in order to have the teams added as subtasks, and the checklist applied to each team.
Assign long term insight management responsibilities 3

Go to Organization > Platform adoption. For each information type, click Explore, and decide on the state of the information type and the roles expected to manage it.

You are done when the progress bar associated with the "Information types" header is at 100%.

Evaluate

Collect feedback from relevant users and stakeholders in order to determine:

  • Are people regularly using the platform?
  • Are people experiencing value from the platform?
  • Are there frustrations or suggestions for improvements that people would like to see fixed?
  • Have we successfully operationalized organizational development amongst the teams, leaders and members of the organization?