The Implementation Playbook is your all-in-one guide to support the entire Fierce Conversations implementation process in your organization. Whether you are looking for ready made templates, slide show introductions, or ideas for sustainability, you'll find it all here.
A great way to get started is reviewing this project planner and creating a timeline for the implementation of your Fierce Conversations programming. While this is a comprehensive guide, you will want to customize this project plan to align with the size and unique needs of your organization.
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An intentional communication strategy is crucial to the success of any new initiative. We've created a series of introductory communication templates you can customize to your audience. You'll find email templates, program overviews, and even introductory presentation decks to build excitement in your rollout.
DOWNLOADS >Help your learners get the most out of their experience by generating excitement throughout your organization, from the C-suite on down, and sharing the big picture overview of the Fierce Conversations programming.
Help create excitement or boost open enrollment by sharing a short video to your learners.
Some organizations start with a pilot cohort as they introduce Fierce Conversations. Use these templates to set expectations, clarify their role as pilot participants, and to invite feedback and suggestions on how to successfully roll out Fierce to the rest of the organization.
To increase clarity and buy-in prior to Fierce Conversations programming, these introductory presentations can be used to support a 45-minute overview of Fierce Conversations, gather input on the best ways to move forward from key stakeholders, and answer any questions that come up.
Prior to every Fierce Conversations workshop we aim to prepare participants with reflection prompts and expectations for participation to maximize learning. Here you will find pre-workshop reminders specific to every Fierce Conversation model. Post workshop, we encourage you to send follow-up communications with refreshers and additional resources available for your learners to support the application of the new knowledge and skills they've gained.
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One week prior to the workshop, send these reminder emails to your learners to get their minds thinking about real issues they are dealing with that relate to the workshop real-play exercises.
Send these emails 1-3 days post workshop to remind your learners of the concepts they've learned and additional resources that they have access in support of their learning journey.
How an organization supports the learning journey after the training event plays a critical role in the success of behavior change. In this section you'll find a variety of tools to support the transfer of learning following a workshop.
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Manager involvement in the learning journey of a participant can increase the likelihood of positive behavior change by 65%. We've provided some conversation starters and discussion guides to support the conversations that should happen before and after attending a Fierce Conversations workshop.
As the Fierce client administrator, you can use these 1-liners to keep Fierce Conversations concepts top of mind by sending these directly to your participants through the Fierce Connect App. These can also be shared with managers to use during 1:1 conversations with their learners following a Fierce Conversations Workshop.
To promote community and build a culture that embraces Fierce Conversations throughout your organization, you can create quarterly Fireside Chats to connect those that have gone through the Fierce workshops and create space for them to share how they've integrated Fierce concepts in their teams, brainstorm ideas to overcome challenges, and pose any lingering questions to the community.
To promote community and build a culture that embraces Fierce Conversations throughout your organization, you can create quarterly Fireside Chats to connect those that have gone through the Fierce workshops and create space for them to share how they've integrated Fierce concepts in their teams, brainstorm ideas to overcome challenges, and pose any lingering questions to the community.
Training evaluation is a crucial component to understanding the impact of these newly learned skills on your culture. Our measurement resources align with Kirkpatrick's' 4 Levels of Training Evaluation. While Fierce hosts two surveys, the Fierce Feedback Survey and the Fierce Benchmarking Survey, we provide additional suggestions for your own learning team to continue measuring success of your Fierce Conversations Programming.
DOWNLOADS >Level one evaluation is about gathering initial reactions that users had to the learning experience. Would they recommend this workshop to their colleagues? How engaging was the content? What is the likelihood they will use it?
Level two evaluation is about assessing whether they retained the new knowledge and skills from the Fierce Conversations workshop. These include learning refreshers and knowledge checks to understand what learners walked away from the workshop with.
Level three evaluation determines whether behaviors have changed as a result of the learning. These documents provide a variety of assessment questions you can use to dive deeper into the experience of your learners and the suggestions they have to elevate the success for future learners in your organization.
Level four evaluation helps organizations understand how well the Fierce Conversations programming met organizational objectives. What aspects of the communication culture have shifted since the first workshops began? The assessments given here can be given pre- and post Fierce Conversations programming to identify organizational outcomes that have changed.