Client Lead Onboarding :: Lifework Systems Training Courses

Step 1 of 4

Project Name
This form is for you, the Client Lead, sponsoring and leading the upcoming LifeWork Systems culture transformation project within your organization. We are happy to begin working with you on this very important implementation. The information you provide allows us to structure the work flow needed to support all staff participating in this project.

The following are activities included in this Intake Form:
- Fill out the client lead information on yourself
- List ALL departments within your organization, regardless of their participation in this project
- Designate each participant and the group and role you assign each for the project
- Your role for this project is Client Lead, as you review information it will be helpful for you to know this
Client Lead Information
Role
- Lead
- Manager
- Staff
Name
First Last
Title
Email
Phone

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Organization Information
Name of Organization
# of Employees participating in this project

List ALL departments or work areas in your organization

Use the + button to add additional rows

Department/Work Area Name

Group Assignments

Each small group should consistent of 10 or fewer participants. Please list all project participants and assign each a group. Roles are different than titles. All participants having direct reports are to be assigned the role "Management".

Participant Full Name	Group Name	Role in Project

As the Client Lead, select the group you will be participating in:
- Group 1
- Group 2
- Group 3
- Group 4
- Group 5
Would you like your Exploration Survey Report shared with your project participants ?
- Yes
- No
Kickoff Session information
Please indicate the date and time you have selected for your kickoff session.
Date
Date Format: MM slash DD slash YYYY
Time

: HH

MM

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Commitments – New Knowledge and New Behaviors

Review the commitment chart below. You will notice that each role has a different set of responsibilities. Please review the items in the column representing your role. You will be asked below to acknowledge your understanding and commitment to them.

NEW KNOWLEDGE TO ACQUIRE	Lead	Management	Staff
Oversight: The highest authority learns all processes. The goal of oversight is to make sure change process is occurring and being integrated into operations.	✓
Performance Targets: Identify performance targets and ROI considerations	✓
Benchmarking: Reviewing surveys initially and periodically to discover areas needing attention and to show the value of the project in addressing them.	✓
Capacity Building: How to inspire, ask for and receive commitment. Address resistance to change and build trust and understanding in the process.	✓
Process/Plan: Leaders understand and communicate scope of work, timelines, responsibilities, roles and processes throughout the project and beyond.	✓	✓
Roles/Responsibilities: Clarity about who, what and when in change process.	✓	✓	✓
Purpose: Why we are adopting a responsibility and values-based model.	✓	✓	✓
Culture Model: What we are transforming from, into, and how we will do so.	✓	✓	✓
Training: Understanding types, processes and expectations for all training. Prep Online Modules: to understand terms and guidelines for the project. Individual Online Modules: interactive training, workbooks, post-surveys. Group Online Modules: group reviews modules and leader guides.	✓	✓	✓
Mentoring: monthly sessions using process and tools, everyone; no exceptions.	✓	✓	✓
Commitments: Understand commitments and writes a letter of intent.	✓	✓	✓
Culture Portal: How to use portal to access information, tools and processes.	✓	✓	✓
NEW BEHAVIORS TO ADOPT	Lead	Management	Staff
Organize: Work with LifeWork Systems to create and implement a plan. Drive change by understanding and communicating timeline and plan to staff.	✓
Tracking Targets: Track progress of targets and monitor the tracking plan.	✓
Reporting Success: Share feedback, changes, progress and successes.	✓
Accountability: Documenting and reporting culture task completion.	✓	✓
Confront: Having conversations about commitment and follow-through.	✓	✓
Develop Processes: Create new ways to adopt and use concepts and tools.	✓	✓
Facilitate: Lead and facilitate group reviews and strategy sessions.	✓	✓
Hire/Fire: Decide new policies and procedures aligned with the culture model.	✓	✓
Master: Gain proficiency in skills, so you can mentor, teach and lead.	✓	✓
Orientation and Onboarding: Interview and hire new employees based on culture values. Deliver kick-off sessions to new hires. Take part in interviewing, training and mentoring new staff.	✓	✓	✓
Commit: Everyone writes a letter of intent on commitments and why.	✓	✓	✓
Mentor: Get 30m monthly mentoring (required). Be a mentor (optional)	✓	✓	✓
Plan: Setting aside time to fulfill all tasks in a timely and complete manner.	✓	✓	✓
Implement: Integrating all new skills and tools into workplace practices.	✓	✓	✓
Encourage: Supporting one another in creating success and wins.	✓	✓	✓
Participate: Attending and contributing fully in all meetings.	✓	✓	✓
Complete: Finish all assignments, including training pre and post work.	✓	✓	✓
Resolve: Recognizing issues/challenges and resolving them asap.	✓	✓	✓
Respect: Speaking kindly about the model, concepts, tools, and leaders.	✓	✓	✓
Disclose: Sharing feedback, ideas, feelings and opinions often.	✓	✓	✓
Lead: Leading group sessions and mentoring regardless of title or role.	✓	✓	✓
Follow: Committing to leader/follower flexibility in self and others.	✓	✓	✓
Describe and Demonstrate: Describe, discuss, and demonstrate skills.	✓	✓	✓

Commitments - New Knowledge and New Behaviors
- I have read and understand the above Commitments. I agree to the responsibilities assigned to me in my role.
I am receptive to becoming a mentor to others within the culture transformation project.
- Yes
- No

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Letter of Intent
Example of a Letter of Intent for your reference.

You have been introduced to the LifeWork Systems responsibility-based workplace culture model. Now you’re sharing your decision to transform your culture with your workforce, in order to inspire them to join you in the transformation process. You do so by being transparent and very real with them.

Let them know your business objectives, challenges you face as a leader and as an organization, that you want to make sure your organization remains relevant and competitive. Let them know you are certain that a better culture will help everyone experience greater peace and collaboration. Your letter of intent is your way to directly let your people know why you welcome this culture change process, what you want for them, and what they can count on from you. Let them know you won’t be asking them to do anything you are not also doing (and more) and that you are excited to have them join you in this important change process.
Comments
This field is for validation purposes and should be left unchanged.

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Client Lead Onboarding

Step 1 of 4

Client Lead Information

Organization Information

Kickoff Session information

Commitments – New Knowledge and New Behaviors