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

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More information?

Mariette Baptist-Fruin, LLM m.baptist@pblq.nl 0031 6 22 54 40 05

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