Harvard Case - Setting The Stage For Service - Drama-based Workshops For Soft Skills Development
"Setting The Stage For Service - Drama-based Workshops For Soft Skills Development" Harvard business case study is written by Beng Geok Wee, Ivy Buche. It deals with the challenges in the field of Human Resource Management. The case study is 14 page(s) long and it was first published on : Jul 2, 2006
At Fern Fort University, we recommend implementing a comprehensive strategy to enhance the effectiveness of the drama-based workshops for soft skills development. This strategy will involve a multifaceted approach encompassing talent management, leadership development, organizational development, and strategic HR planning. By leveraging the power of drama, we aim to create a transformative learning experience that fosters employee engagement, employee retention, and career advancement opportunities.
2. Background
Fern Fort University, a prominent educational institution, faces a challenge in developing the soft skills of its employees. While traditional training methods have proven insufficient, the university has adopted a novel approach: drama-based workshops. These workshops, facilitated by professional actors, aim to enhance communication, teamwork, problem-solving, and leadership skills through interactive role-playing and improvisation.
The case study highlights the initial success of these workshops, with positive feedback from participants. However, the university faces challenges in scaling the program, ensuring its effectiveness, and integrating it into the broader organizational culture.
3. Analysis of the Case Study
Strategic HR Planning: The university must align its HR strategy with its overall strategic objectives. This includes identifying the critical soft skills needed for success in various roles and departments, and ensuring the drama-based workshops address these specific needs.
Organizational Development: The workshops should be integrated into a broader organizational development framework that fosters a culture of continuous learning and improvement. This can involve creating opportunities for employees to apply their newly acquired skills in real-world scenarios.
Talent Management: The university should leverage the workshops to enhance its talent management practices. This includes using the workshops to identify high-potential employees, provide them with targeted development opportunities, and create a clear pathway for career advancement.
Leadership Development: The workshops can be adapted to develop leadership skills at all levels of the organization. This can involve creating dedicated workshops for managers and senior leaders, focusing on topics such as strategic thinking, decision-making, and conflict management.
Performance Management: The university should incorporate the skills developed in the workshops into its performance management system. This can involve setting performance goals related to soft skills, providing feedback on the application of these skills, and using the workshops as a tool for development planning.
Employee Engagement: The workshops can be a valuable tool for boosting employee engagement. By providing a fun and interactive learning experience, the workshops can increase employee motivation, satisfaction, and commitment to the university.
Diversity and Inclusion: The workshops can be designed to promote diversity and inclusion by incorporating scenarios that address different perspectives and experiences. This can help create a more inclusive work environment and enhance communication and collaboration among employees from diverse backgrounds.
4. Recommendations
1. Develop a Comprehensive Soft Skills Development Strategy:
- Conduct a needs assessment: Identify the critical soft skills required for success in different roles and departments.
- Align the workshops with strategic objectives: Ensure the workshops directly address the identified soft skills gaps.
- Create a clear framework for soft skills development: Define the desired outcomes, learning objectives, and assessment methods for each workshop.
- Develop a communication plan: Effectively communicate the value and benefits of the workshops to all employees.
2. Enhance the Effectiveness of the Drama-Based Workshops:
- Tailor the workshops to specific roles and departments: Offer customized workshops that address the unique needs of different teams.
- Incorporate feedback mechanisms: Regularly collect feedback from participants to identify areas for improvement and ensure the workshops remain relevant and engaging.
- Develop a robust evaluation system: Measure the impact of the workshops on individual and organizational performance.
- Consider using technology: Explore the use of online platforms or virtual reality to enhance the learning experience and make the workshops more accessible.
3. Integrate the Workshops into the Organizational Culture:
- Create opportunities for application: Encourage employees to apply the skills learned in the workshops in their daily work.
- Recognize and reward the use of soft skills: Incorporate soft skills into performance evaluations and reward systems.
- Promote a culture of continuous learning: Encourage employees to participate in ongoing development opportunities, including the drama-based workshops.
4. Leverage the Workshops for Talent Management:
- Identify high-potential employees: Use the workshops to identify employees with strong potential for leadership and career advancement.
- Provide targeted development opportunities: Offer tailored workshops and mentoring programs to support the growth of high-potential employees.
- Create a clear career path: Develop a clear framework for career progression that incorporates the skills learned in the workshops.
5. Enhance Leadership Development:
- Offer dedicated workshops for managers and senior leaders: Focus on developing leadership skills such as strategic thinking, decision-making, and conflict management.
- Create opportunities for leadership coaching: Provide one-on-one coaching and mentoring to help leaders develop their skills and apply them effectively.
- Promote a culture of leadership development: Encourage all employees to develop their leadership potential and take on leadership roles.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The workshops align with the university's mission to provide a high-quality education and develop well-rounded individuals.
- External customers and internal clients: The workshops benefit both students and faculty by enhancing communication, collaboration, and problem-solving skills.
- Competitors: The university can differentiate itself by offering innovative and effective soft skills development programs.
- Attractiveness ' quantitative measures: The workshops can be evaluated using metrics such as employee satisfaction, performance improvement, and retention rates.
6. Conclusion
By implementing a comprehensive strategy that leverages the power of drama-based workshops, Fern Fort University can significantly enhance its soft skills development program. This will create a more engaged, effective, and productive workforce, contributing to the university's overall success.
7. Discussion
Alternatives:
- Traditional training methods: While traditional training methods may be less engaging, they can be more cost-effective.
- External consultants: Hiring external consultants can provide expertise in soft skills development, but it can be more expensive.
Risks and key assumptions:
- Resistance to change: Some employees may resist the use of drama-based workshops.
- Cost of implementation: Implementing a comprehensive soft skills development program can be costly.
- Effectiveness of the workshops: The workshops may not be effective for all employees.
Options Grid:
| Option | Advantages | Disadvantages |
|---|---|---|
| Drama-based workshops | Engaging, interactive, and effective | Costly, may require specialized facilitators |
| Traditional training methods | Cost-effective, widely available | Less engaging, may not be as effective |
| External consultants | Expertise in soft skills development | More expensive, may not be as familiar with the organization |
8. Next Steps
Timeline:
- Month 1: Conduct a needs assessment and develop a comprehensive soft skills development strategy.
- Month 2: Implement the first phase of the strategy, including the launch of the drama-based workshops.
- Month 3-6: Monitor the effectiveness of the workshops and collect feedback from participants.
- Month 7-12: Refine the program based on feedback and expand the reach of the workshops to all employees.
Key milestones:
- Develop a comprehensive soft skills development strategy.
- Launch the first phase of the drama-based workshops.
- Collect feedback from participants and evaluate the effectiveness of the workshops.
- Integrate the workshops into the organizational culture and talent management practices.
By taking these steps, Fern Fort University can successfully implement a drama-based soft skills development program that will enhance employee performance, engagement, and retention.
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Case Description
In 2004 and 2005, The Theatre Practice (TTP), an established theatre company in Singapore conducted a series of drama workshops for service staff of InterContinental Singapore. In the absence of performance metrics, TTP had to convince managements of other hotels and service firms that theatre techniques could help to build the soft skills critically needed by service workers in Singapore.
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