Hard Work on Soft Skills: Building the Culture of Work Into Our Service Environment

Planning Sheet

“Culture of Work” STRATEGIES RATING Specific Actions We Can Take in Our Programs
(1 –
5)
1. Recreate the environment of work to
the fullest extent possible.

 Does our physical space reflect that of a

professional environment?

 Is it located where it is easy for

employers to participate?

 Is the “atmosphere” work-like?

 Is the language used “professional”?

2. Establish the expectations of the

workplace in all aspects of the program.

 Are there written policies and

procedures regarding attendance,
punctuality, dress, language, etc.?

 Do these reflect the norms of the

workplaces that trainees will be
entering?

 Are these policies consistently

implemented? Is there consistent
feedback?

 Is there a process for dealing with

“exceptions to the rule”? Does it
work?

 Do participants have the opportunity to

develop supervisor-like relationships
with at least one staff member?

3. Give participants lots of opportunities

to know successful people.

 Do participants develop strong

relationships with staff?

 Do they have the opportunity to form

relationships with people in the industry
in which they will be employed?

 Is an alumni support group offered?

 Are there potential “mentors”

 “Culture of Work” STRATEGIES RATING Specific Actions We Can Take in Our Programs
(1 –
5)
available?

 Do they get to meet successful

“graduates”?

4. Create work-like tasks, and establish

teams to complete them.

 Does instruction integrate workplace

terms and situations?

 Do assigned tasks reflect those that

might be required on the job? Are there
quality or quantity standards to be met?

 Do the tasks reflect the complexity of

work situations? Do they involve
participants in using technical and “soft
skills” together?

 Are participants required to work in

teams to accomplish tasks?

5. Put trainees in the employer’s role from

time to time.

 Do participants have the opportunity to

view situations through the
employer/supervisor’s eyes?

 Are they invited to deal with/experience

the “management dilemmas” of running
the program and setting policy?

 Do they function as “managers” for

projects?

6. Provide frequent opportunities for

reflection so that trainees identify
learnings from their experience.

 Do staff ask questions that help trainees

process their experience and make their
own decisions?

 Are there regular opportunities to “de-

brief” after events, training sessions,
interpersonal conflicts, etc.?

 Are there times built in to look back over

the day, the week, the module, etc. and
identify learnings and next steps?
 E-MAIL A COPY OF THE FILLED-IN FORM TO Mr. B. G. GUPTA AT bggupta@bol.net.in OR
SURFACE MAIL TO HIM AT 134, SOUTH PARK APARTMENTS, KALKAJI, NEW DELHI 110 019.