Begin by identifying waves of rollout. Typically, we start with senior leaders to increase excitement and engagement, and rollout in waves from there. Here’s what best practice looks like:
Step 1: Let’s start here!
Communicate about uMap™ to your management team. Include your uMap™ and provide some context around your goals and the importance of this tool.
Invite your managers to complete their uMap™ Profile by entering their information in the uMap™ software.
Provide a deadline in the communication for those completing a uMap™ Profile.
Identify training needs. The most successful rollouts include some training for top-level leaders. Our virtual training program, gives managers hands-on experience using uMap™ to connect, align and coach their team members to success.
Schedule Training with our Learning and Development Department.
Step 2: Training is underway and managers are feeling confident, time to include everyone!
Communicate uMap™ to all team members after your managers are up to speed and understand how to roll this out with their teams.
Invite team members to create their uMap™ Profile. Be sure to include a deadline for completion and let people know that they’ll be sharing with others. Don’t forget to share your uMap™ in that communication as well!
Send a reminder to those who may need it. Head to uMap™, navigate to the admin tab and click the ‘Reinvite all users’ button to resend the invitation to the team members who have not yet accepted.
Share uMap™ within your teams. Hold a connection meeting or event. You can do this in departments or have everyone come together. The Connection Matters Activity will help you and your managers feel confident when using uMap™ with your teams the first time.
Engage your teams with uMap™ by sharing uMap™ Engagement Activities. This includes activities and ideas that use uMap™ to continue your mission to connect your people.
Step 3: Finally, it's time to set expectations around coaching!
Discuss Thrive365™ coaching conversations. With your leadership team, set a cadence and expectations around coaching conversations.
Provide a brief overview for managers. Bring managers together to share expectations. If needed, include a few of these resources for managers in your communication.
Share this Video - Glass of Water
Communicate to all team members. Send communication with details including the expectations of coaching conversations and a timeline for the first cycle.
Set aside time for feedback. As you begin this new coaching process, set aside a time to ask managers for feedback. Focus on these areas:
Is the cadence correct?
Are the right questions included?
Do managers need more training on coaching with accountability or driving the development of their teams?
Are adjustments necessary at this time?