Case Study
Action and Accountability
DETAILS
Team Building
Leadership
One Full & One Half Day
Challenge
Georgetown’s English for Heritage Language Speakers (EHLS) program was looking to create a community mindset for a team consisting of scholars, administrators, and instructors from a wide variety of cultural and ethnic backgrounds. Before our involvement, team members had a different set of expectations and outcomes for the EHLS program. This resulted in a disconnect of the program’s overall mission to train advanced English speakers to become effective communicators and strong candidates for federal jobs.
Insights
In order to become a cohesive and supportive team, each of the three groups (scholars, administrators, and instructors) needed to focus on one goal: successful completion of the program so participants could use their language expertise to the best of their abilities in their positions in the US Government.
Solution
NO SCHOLAR LEFT BEHIND
MindSpring Metro DC created a training where all of the program’s administrative members became allies and created a community of like-minded individuals. In order to lay the foundation for success, MindSpring introduced the impact of perception and how we operate based on assumptions, with the help of an acronym: JBOP.
Through a series of discussions and reflection, participants were guided to define expectations for themselves as individuals, for their respective groups, and then for the EHLS Program as a whole.
SELF > GROUP > WHOLE
Utilizing experiential training methods, the next step was for participants to reconnect with their commitment to themselves and to EHLS as a whole. The theme of No Scholar Left Behind was present throughout the training as participants explored topics including how to give and accept feedback, time management, productivity, and accountability.
Knowing that the team is comprised of individuals with different working and learning levels, we explored creating a mindset of being allies with questions including,
“If you see someone struggling, what do you do about it?”
“What does accountability mean to you?”
Real Time
The program also addressed specific program requirements in real-time. For example, MindSpring simulated a federal government working environment throughout the training program, meaning that all participants were required to leave personal electronic devices outside of the training.
Lasting Change
Participants were required to create an Individual Development Plan (IDP) to enhance their participation and performance during the EHLS program. Specific action steps plus accountability is the foundation of change, and the IDP is the ultimate tool for ensuring success.
Once the facilitative work is done, MindSpring conducts follow-up group coaching visits– a step unique to our methodology– where we reignite the team spirit. Participants in the EHLS training reported specific examples of how they used the techniques and tools provided during the training to help them through challenging times.
“MindSpring Metro DC offered an integrated approach right from the start. Denise and her team really took the time to understand our objectives and goals for the training (held during our program retreat), and offered support in further defining the training goals. The interactive program provided opportunities for the material, ideas, and expectations to be shared, applied, and reflected upon for our multilingual and multicultural group. The action plan also ensured that the ideas and practices continued to be actively implemented beyond the training sessions.”
– Suzanne M.
About MindSpring
MindSpring’s mission is to provide individuals with the skills and motivation needed to better their personal and professional lives through the understanding and mastery of the forces shaping them. At our core, we are dedicated to helping ordinary people produce extraordinary results in their life and work.
Find out how MindSpring Metro DC can help your organization create a culture of inclusion and cohesion.