工作坊主题与目标

• 主题：成长型思维与学习型团队打造（混合层级）
• 重点：思维转变为核心，通过可实践的团队机制推进持续学习
• 适用对象：新晋管理者、中层与高管混合参与
• 核心学习目标：
  1. 理解成长型思维的关键原则，识别固定型思维在工作场景中的语言与行为
  2. 掌握营造心理安全的领导者行为，能在错误与挑战中引导学习
  3. 设计并落地团队学习机制（AAR、学习看板、周期性试验）
  4. 能进行建设性反馈与Feedforward，推动跨层级学习
  5. 产出个人与团队的30-60-90天行动计划与可衡量指标

详细时间安排表

各环节活动描述与学习要点

• 开场与学习契约（09:00–09:30）

  • 活动：两人互访“我最常说的限制性语言是什么”；全体共创学习契约（如“说草稿、对事不对人、允许‘还没’、手机离桌、保密原则”）
  • 混合层级适配：刻意混合座位（高管分散），约定“在场不问责”，关注经验分享而非评价
  • 学习要点：心理安全是学习型团队的前置条件；契约让新行为可被期待与回看

• 成长型思维导入与自测（09:30–10:15）

  • 活动：基于真实情景的投票（如“项目延期”时你会说什么）；微讲：成长型vs固定型核心差异与误区（并非无限包容；关注努力策略与学习过程）；个人自测并生成雷达图
  • 学习要点：将“不会”转为“还没学会”；关注过程反馈与策略调整；识别固定思维的常见语言标签

• 思维重构实践 Lab（10:30–11:30）

  • 活动：三步重构法
    1. 信念识别：写下你在当前挑战中的自动化念头
    2. 语言转化：应用“还没”和去标签化语言（从“他不行”到“我们缺方法X”）
    3. 行为微改：定义下一个可执行的最小行动
  • 真实情境演练：跨组同伴教练，输出个人“思维重构卡片”
  • 学习要点：语言塑造行为；从评判转向假设与探究；小步快跑降低改变阻力

• 心理安全领导行为演练（11:30–12:15）

  • 活动：四步回应错误脚本演练
    1. 感谢披露：感谢对错误的公开与透明
    2. 探究事实：区分意图与影响，追问学习点
    3. 提取学习：总结可复用的原则或检查项
    4. 共同改进：定义下次试法与支持资源
  • 辅以非防御式倾听技巧（镜像、标注情绪、澄清意图）
  • 学习要点：领导者回应决定团队是否愿意学习；把“责备”替换为“复盘”

• 案例分析与系统思考（13:15–14:00）

  • 活动：分析一个跨部门项目失败案例，绘制因果回路（延迟、目标冲突、反馈环）
  • 混合层级适配：不同层级分别陈述在系统中的位置与可施加杠杆，互相查看盲点
  • 学习要点：学习型团队关注系统与过程，不止个人能力；寻找高杠杆点而非头痛医头

• 团队学习机制设计（14:00–14:45）

  • 活动：共创“最小可行的学习节律”
    • 周期AAR（After Action Review）四问：目标？发生了什么？差异与原因？下次如何更好？
    • 学习看板：问题/假设/试验/结论/标准化
    • 试验周：每月一周小试验，设定标准化采样与度量
  • 学习要点：机制让学习发生在流程中；小步迭代、公开透明、度量驱动

• 成长反馈与Feedforward（15:00–16:00）

  • 活动：SBI-G模型与前馈技巧演练
    • Situation-Behavior-Impact + Growth问法（“你下次想尝试什么策略？”）
    • Feedforward：提出具体的未来建议与支持资源，不纠缠过去
  • 三人小组轮换：A（提反馈）/B（接收与复述）/C（观察打分）
  • 学习要点：高质量反馈关注行为与影响；前馈降低防御、聚焦未来

• 学习实验设计 Lab（16:00–16:30）

  • 活动：精益试验画布
    • 假设：如果我们采用X行为/机制，将在Y时间内看到Z指标的改善
    • 指标：过程（如AAR次数、反馈频率）与结果（如返工率、满意度）
    • 周期与风险预案：30天验证、失败预案与学习点记录
  • 学习要点：把理念转为可验证的试验；先证伪再扩展

• 行动计划与承诺（16:30–17:00）

  • 活动：制定个人与团队的30-60-90天路线图，明确支持人、节律与检查点；同伴与上级（在场）共同签署
  • 学习要点：把“意图”变为“日历与指标”；建立互相监督的学习同盟

• 总结与评估与后续安排（17:00–17:30）

  • 活动：关键概念测验、学习NPS、承诺拍照；介绍后续三次线上复盘与社群
  • 学习要点：以评估促行为巩固；设计后续反馈闭环

所需材料清单

• 通用物资：投影与音响、白板与白板笔、计时器、便签与记号笔、名牌、贴纸
• 印刷/数字模板：
  • 成长型思维自测问卷与雷达图模板
  • 思维重构卡片（信念-语言-行为）
  • 四步回应错误脚本与倾听自评表
  • 案例包与因果回路图模板
  • 团队学习节律方案模板（AAR/看板/试验周）
  • SBI-G与Feedforward脚本卡
  • 精益试验画布与30-60-90行动计划表
  • 即时评估表与NPS问卷
• 可选数字工具：在线投票（Mentimeter/Slido）、协作白板（Miro/白板软件）、视频录制（手机/相机）
• 场地布置：混合编组圆桌（4–6人/桌）、静音角（反思与写作）

预期学习成果

• 能清晰区分并识别固定型与成长型思维的语言与行为
• 掌握至少三种营造心理安全的领导者行为，并能在错误场景中使用“四步回应”
• 产出一套可落地的团队学习机制（AAR模板、学习看板与试验周安排）
• 能运用SBI-G与Feedforward进行高质量跨层级反馈
• 完成一个30天的领导试验计划与个人/团队的30-60-90天行动路线图
• 形成可衡量的指标清单（如AAR频次、反馈质量评分、返工率/满意度变化）

培训效果评估方法

• 会前（T-3天）：5分钟在线自评与基线数据
  • 成长型思维自测（10项，1–5分）
  • 团队学习现状：过去30天AAR次数、反馈频次、试验活动有无
  • 心理安全简表（5项）
• 现场（当天）：
  • 知识测验（10题选择/情景判断）
  • 角色演练观察评分（倾听、回应错误、反馈技能等，行为量表1–5）
  • 产出物审核（机制模板完整度、试验画布质量）
  • 学习NPS与“最有用的一个动作”收集
• 会后（30/60/90天）：
  • 30天：试验结果复盘（完成度、指标变化、学习总结）
  • 60天：机制固化检查（AAR成为会议固定议程？学习看板是否更新？）
  • 90天：业务相关指标联动（返工率/缺陷率/员工满意度/跨部门协作评分）
  • 追踪指标示例：
    • 过程：人均AAR次数≥4次/月；人均有效反馈≥2次/周；学习看板更新≥1次/周
    • 结果：返工率下降≥10%；团队心理安全评分提升≥0.5分（满分5）
• 反馈闭环：
  • 建立学习同盟（每组指定“学习推进官”）
  • 三次线上复盘会议（第2、4、8周），共享试验结果与阻碍清单
  • 管理者一对一支持清单（每两周15分钟，问三题：学到了什么？下次尝试什么？需要我提供什么支持？）

附加提示（混合层级适配建议）

• 编组策略：每桌混合不同层级与职能；小组轮换时调换角色与权力位置（如由初级成员担任讨论主持）
• 话语平衡：引入“等时发言卡”（每人至少发言一次），高层自觉在讨论中最后发言
• 案例选择：避免涉及在场人员的敏感历史，使用匿名化或外部行业案例，聚焦过程与系统而非个人评价
• 行动落地：为每位参与者指定一个“支持者”（同组或跨组），建立每周轻量化跟进节奏

推荐延伸资源（自学）

• 《Mindset》Carol Dweck（成长型思维）
• 《The Fearless Organization》Amy C. Edmondson（心理安全与团队学习）
• 《The Fifth Discipline》Peter Senge（学习型组织核心修炼）

该议程聚焦思维转变，兼顾理论框架与实践演练，确保每一环节都有可交付的产出与后续可衡量的行动，从而推动混合层级团队向学习型组织演进。

Workshop Theme & Goals

• Theme: Vision-Driven Strategic Communication and Alignment
• Audience: Senior Executives
• Focus: Strategic Planning
• Purpose: Equip senior leaders to translate vision into a cohesive strategy, architect clear communication across the enterprise, and build alignment mechanisms that sustain execution.

Core Learning Objectives:

1. Convert a compelling vision into a concise, testable strategy cascade (vision → strategic choices → strategic pillars → initiatives → metrics).
2. Design a stakeholder-specific communication architecture that clarifies the “why,” “what,” and “how” of strategy.
3. Craft executive-level messaging and narratives that drive understanding, commitment, and action.
4. Install alignment mechanisms (OKRs, decision rights, meeting rhythms) that keep strategy coherent across functions.
5. Build a 30-60-90 day plan to embed strategic communication and alignment in the organization.

Detailed Schedule

Session Activities & Key Learning Points

1. Opening, Context & Pre-Assessment (09:00–09:30)

   • Activity: Poll current clarity of vision, coherence of strategy, and alignment pain points; set personal learning goals.
   • Learning Points:
     • Senior leaders are leverage points for coherence; misalignment often stems from unclear choices and mixed messages.
     • Outcome focus: What must be measurably different in 90 days?

2. From Vision to Strategy Cascade (09:30–10:30)

   • Activity: Use “strategy-on-a-page” to articulate vision, strategic choices (where to play/how to win), 3–5 strategic pillars, major initiatives, leading/lagging metrics.
   • Learning Points:
     • Strategy is a set of choices under constraints; clarity reduces noise.
     • Cascading connects enterprise vision to team-level work and metrics.

3. Stakeholder Mapping & Communication Architecture (10:45–12:00)

   • Activity: Map influence/interest of key stakeholders; design the communication architecture (audiences, messages, channels, cadence, formats, feedback loops).
   • Learning Points:
     • Different stakeholders need tailored “why/what/how/impact/ask.”
     • Architecture prevents ad hoc messaging and ensures consistency.

4. Messaging Framework & Executive Storytelling (13:00–14:15)

   • Activity: Build a messaging matrix (core message, proof points, risks/assumptions, calls to action); practice 2-minute narrative targeting a skeptical audience.
   • Learning Points:
     • Executive narratives should be simple, evidence-backed, and actionable.
     • Anticipate and name trade-offs to build credibility.

5. Alignment Mechanisms: OKRs, Decision Rights & Rhythms (14:15–15:15)

   • Activity: Convert pillars into 2–3 enterprise OKRs; align key cross-functional OKRs; map decision rights using a RACI; set operating rhythms (QBRs, portfolio reviews, town halls).
   • Learning Points:
     • OKRs clarify outcomes and focus; decision rights avoid rework and delays.
     • Meeting rhythms are the backbone of sustained alignment.

6. Cross-Functional Alignment Simulation (15:30–16:45)

   • Activity: Teams simulate launching a strategic initiative while facing constraints (capacity, regulatory, competing priorities). Rotate roles (Finance, Product, Ops, HR, Customer). Resolve conflicts, update OKRs, and adjust the communication plan.
   • Learning Points:
     • Alignment is a continuous negotiation of priorities, resources, and risks.
     • Use structured escalation paths and “one message” principles.

7. Strategic Communication Plan & 30-60-90 Roadmap (16:45–17:15)

   • Activity: Document target audiences, messages, senders, channels, cadence, artifacts, and feedback loops; define 30-60-90 milestones, owners, and metrics.
   • Learning Points:
     • Ownership and time-bound checkpoints drive adoption.
     • Measure understanding, adoption, and impact—not just activity.

8. Commitments, Metrics & Close (17:15–17:30)

   • Activity: Post-assessment; personal commitments; define three enterprise metrics to track alignment and communication effectiveness; schedule governance check-ins.
   • Learning Points:
     • Visible executive commitment accelerates alignment.
     • Governance creates accountability for coherence and impact.

Materials & Resources

• Strategy-on-a-page template (vision, choices, pillars, initiatives, metrics)
• Strategy cascade toolkit (choices grid, initiative prioritization canvas)
• Stakeholder map template (influence/interest matrix)
• Communication architecture blueprint (audience, channel, cadence, artifacts)
• Messaging matrix (core message, proof points, risks, calls to action)
• Executive storytelling cue cards (structure, credibility, empathy, call to action)
• OKR toolkit (objective quality checklist, KR design guide, alignment map)
• RACI template for top 5 cross-functional decisions
• Operating rhythm planner (meeting purpose, frequency, inputs/outputs)
• Simulation scenario pack (constraints, role briefs, conflict cards)
• Pre/post assessment forms (confidence scale, knowledge checks)
• Flipcharts, markers, sticky notes, timers
• Projector, slides, handouts, digital collaboration board (optional)
• Evaluation forms and follow-up survey link

Expected Learning Outcomes

By the end of the day, participants will:

• Produce a strategy-on-a-page that clearly connects vision to choices, pillars, and metrics.
• Build a stakeholder-specific communication architecture and messaging matrix.
• Deliver a concise executive narrative that increases understanding and commitment.
• Define an initial enterprise OKR set and clarify decision rights for critical cross-functional decisions.
• Establish a practical operating cadence that sustains alignment.
• Commit to a 30-60-90 plan with owners, milestones, and metrics to embed strategic communication.

Evaluation Methods

• Level 1 (Reaction): End-of-day survey on relevance, practicality, and confidence increase; qualitative feedback on sessions.
• Level 2 (Learning): Pre/post assessment measuring:
  • Clarity in articulating strategy cascade
  • Quality of messaging and narrative (rubric-based)
  • Design of OKRs and decision rights (checklist compliance)
• Level 3 (Behavior/Application): 30/60/90-day follow-up:
  • Adoption metrics: % of business units with a validated strategy-on-a-page; % with aligned OKRs; % with published communication cadence
  • Quality metrics: Message recall scores from pulse surveys; alignment scorecard (cross-functional dependency clarity; decision latency)
  • Meeting rhythm adherence and effectiveness (agenda quality, decisions made, action closure rates)
• Artifacts Review: Facilitator review of final plans and templates with a rubric; feedback provided within 1 week.
• Business Impact Indicators (suggested): Reduced initiative slippage; improved NPS/employee understanding of strategy; faster cross-functional decisions; progress on top KRs.

Optional Follow-Up Support:

• Two 60-minute virtual clinics at 30 and 60 days to troubleshoot adoption issues and recalibrate OKRs and messaging.
• Executive peer exchange group to share lessons and refine alignment practices.