1. Switch jobs with someone for an afternoon. Then support them when that person goes on leave.

2. Congratulate someone, and then find out what that person deserves congratulations for.

3. Post your RGB profile chart. Ask co-workers if they see you that way.

4. Mention something in the news this week that is a connection to the workplace and discuss it.

5. Ask a co-worker who is especially good at something to help you improve your skills in that area.

6. Give feedback to someone "up the line" about something that person has done well that has impacted you in a positive way.

7. Review the graphics from your Phase 1 (Data Collection) report with a co-worker. Discuss anything that has changed since the last survey.

8. Be a good listener for a co-worker struggling with an issue or a problem… (Build your ProZone!)

9. Initiate a dialogue about the Purpose stated in your Beliefs Set at a meeting.

10. Offer to teach people a tip of yours that gets work done faster and makes it more enjoyable.

11. Ask someone with a preference for "red" work to help you with a "red" task that you find difficult.

12. Initiate a request for a focus group to address a longtime concern of yours.

13. FIND OUT! Identify a problem in your work area. Consider it a symptom and collaborate with two others to find the root.

14. When less than acceptable results are provided, check the Work Model elements- process, content (skills) performance, culture- and identify the breakdown.

15. Tell a co-worker what part you see him/her playing in your group's vision attainment.

16. Document something that others may not know or think to do in your absence.

17. Squelch a rumor - circulate the facts.

18. Have a face-to-face information exchange with each person you work with at least once a day.

19. Document an idea using 3 RGB methods: Blue - bullets, Green - outline, Red - the specifics.

20. Bring flowers from your garden to put by the coffeepot.

21. Take a risk - ask a hard question, or say what is on everyone's mind but is not being said at a meeting.
A quadrant 3 activity.

22. Express appreciation to someone who has solved an equipment problem.

23. Ask a co-worker to help you improve something related to your Division's lowest UHS* score.
*Unifying Human Systems model

24. Thank someone in leadership for an action or decision that is congruent with the Beliefs Set.

25. Have lunch with a "Blue" - talk about the vision articulated in your Beliefs Set.

26. Acknowledge the unique contribution that a co-worker has made to the workplace.

27. Give 3 co-workers "Get Out of Jail Free" cards to redeem when they goof.

28. Review your notes from a training event that occurred at least one year ago.

29. Change a bad work habit and ask someone to congratulate you for it.

30. Explain to someone why the structure of your organization works.

31. Send a thank you note to someone who asked you for help.

32. Identify a task that benefits the Cultural Realignment process. Just do it!

33. Talk with a co-worker about what part you each play in improving your Work Regimen.

34. Review one piece of technology or written guidance for relevance and efficiency.

35. Give a small reward or award to honor a co-worker's success - choose something that matches his/her RGB profile.

36. Follow a report you helped produce to its end-user and get suggestions for improvement.

37. Ask someone with a preference for "Green" work to help you with a "Green" task that you find difficult.

38. Clean your desk and organize your workspace.

39. Document an idea using the OMR model (Outcomes, Methods, and Resources) and present it to someone in that format.

40. Read the instruction manual and learn how to use one more feature on a piece of equipment.

41. Use a value word from your Beliefs Set at work three times in one day.

42. Put up a cheerful "welcome" poster for visitors entering your workplace.

43. Talk with 2 co-workers about what you each like best about your work/what you like least about your work.

44. Send a "thank you" to someone who supports you at work for a job well done.

45. Lunch with someone who has a green-dominant RGB profile. Talk about strategies to relieve stress.

46. List and rank the tools (tangible and intangible) you use by their value and utility.

47. Help someone new make a meaningful contribution to the current efforts of your work group.

48. Use break time to share tips ("water cooler training").

49. Talk with someone you work with often about how to recognize each other's stress cues.

50. Visit a shift change or section briefing and just listen.

51. Have lunch with a co-worker and talk about a long-term goal you each have.

52. Post a rough flow chart of a common procedure and ask for comments/suggestions.

53. Ask someone you work with what his or her most difficult-to-find resource is, and help him or her find it.

54. Ask yourself, "How does what I'm doing right now contribute to a better organization culture?" Share your answer with a co-worker!

55. Using the Basic Model, talk with someone you work closely with about what comes to mind for each of you in each quadrant - Q1, Q2, Q3, and Q4.

56. Put up blank butcher paper and post-its. Let people play with different organization designs.

57. Initiate a 3-person brainstorm session on improving your lowest UHS* score.
*Unifying Human Systems model

58. Talk with someone outside your immediate work group about the strategic initiative on your Strategy Bridge that you most look forward to implementing.

59. Have lunch with someone who has a red-dominant RGB profile. Ask what part of the work routine he/she likes best and why.

60. Reinforce something the "boss" did for the right reason. Compliment him/her on it.

61. Congratulate someone who is displaying a new behavior that you like.

62. Ask someone to help you identify a time-waster that you unintentionally yet frequently use.

63. Think of a service that you provide and brainstorm with a co-worker what product could/should be included.

64. What process in your own Work Regimen needs to be understood by someone in your absence? Choose someone and explain it to him/her.

65. Form an ad-hoc team to implement an immediate change - something simple that will have an impact.

66. Find a Cultural Facilitator for a meeting that is not usually facilitated but should be!

67. Write down at least one functional unwritten rule and post it in the rest rooms (Ex. Wash your own coffee cup daily.)

68. What information would be helpful to have on hand that isn't currently handy? FIND OUT and make it available to those who need to know.

69. Show up early for a meeting and start creating a posted list of important topics to be talked about.

70. Get up a game of Spoons (or markers or pencils or wrenches) during lunch break. Have FUN with it!

71. Post a copy of the Work Model and a comment sheet asking for input on how your group is doing in each area - skills, content, performance, culture, results.

72. Share a fond memory* about "the good old days" with a co-worker who wasn't around then.
*A Quadrant 1 dialogue

73. FIND OUT! Ask your Realignment Coordinator what has happened in the past month that is evidence of a cultural shift.

74. Spruce up your work area in some small way (e.g. Post a meaningful quote outside your office, hang a photo board, etc.)

75. Post a sign: "The answer is YES!" Reward all that notice in some small way and ask them what question they hope "YES" will answer.

76. Find out who should be copied on a memo thanking someone outside your Division.

77. List your top four priorities for the week. Check back on Friday to see how well you did.
(Work Regimen task)

78. Tell someone on the outside why your organization is a good place to work.

79. FIND OUT! Validate an assumption you have about a decision made recently.

80. Honor contractors and their employees with heartfelt thanks and small awards.

81. Learn something new about a piece of office equipment you use infrequently.

82. Learn the name and some background about the supplier with whom you interact the most.

83. Talk with a co-worker about a value of yours that is not in the Beliefs Set.

84. FIND OUT! Ask someone whose work you admire at work for feedback.

85. Identify an improvement you see (or that you would like to see) in your quality of work life. Make it happen!

86. Practice business as unusual! A Quadrant 3 activity!

87. Be pro-active about ProZones! Increase at least one daily!

88. Post the RGB profiles of those you work with on the wall together and talk about the implications of the cluster of your different color dominance.

89. Identify a barrier to good information exchange between you and a co-worker and ask him/her to address it with you.

90. Take a risk - Call for collaboration on a decision that is usually made by a single person.
A Quadrant 3 activity!

91. Record your lessons learned at the end of each day for three days in a row.
A Quadrant 2 activity!

92. Talk with a co-worker about each other's three proudest moments at work in the past year.

93. Learn from someone else's experiences - ask 2 co-workers what they know now that would have been helpful to know ten years ago.

94. Surprise a co-worker with a wacky award and instruct him/her to pass it on.

95. List 3 problems you're facing at work. Define a solution that depends only on you to implement for at least one of them.

96. Make and post a list of 5 "Rules of the Road" for working around here. Ask others to add to it.

97. FIND OUT! Ask a Cultural Facilitator to explain the implications of the latest survey results!

98. Catch someone doing the right thing for the right reason and give him/her a pat on the back for it.

99. Collaborate with co-workers and make a list of at least 5 value-added tasks you've completed for your customers recently.

100. After a crisis, initiate a "We Survived" Celebration. Have the team review what happened, note lessons learned, and celebrate getting through it together.

101. Look for a new way to perform an old procedure more efficiently and document it for others to try.
A Quadrant 4 activity!

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BONUS ACTS

102. Identify someone that you believe has hard feelings toward you (baggage) that need to be reconciled and approach them with a genuine desire to resolve old issues that are "in the way" of a productive relationship.

103. Arrange to have a one-on-one meeting with anyone who you believe does not understand the advantages of solving a problem identified by the RGB initiative [improve RELATIONSHIPS, LEARN and DO things to improve the organization and UPGRADE ACCOUNTABILITY] and help them understand your perspective as well as genuinely try to understand theirs.

_________________________


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