The “Small Fish Everywhere” team evaluated their project with our changemaker Hilde De Brandt, using a questionnary and an interview. Our changemaker focused on the personal growth of each team member.
De questionnary covered 4 subject fields:
-> Operational skills
-> Taking responsability
-> Attitude towards relevance of the project
-> Personal (emotional) attitude
-> For oneself
-> For the colleagues
-> For the organisation
-> Personal engagement/potential for personal growth
-> Potential for quality improvement within the organisation
The team used their personal skills with a lot of enthousiasme. We could count on the contribution of professional skills and insights of the colleagues. Most of the colleagues took responsability, although this was not easy, considering the hectic corona times.
At the beginning of the project, there was no distinct final goal. The team members struggled with this. Half of the respondents did not feel involved from the beginning. But their involvement grew throughout the project.
Two out of five members said they gained new information. All members said there was a great opportunity to learn on the workplace, but perhaps it would have been better to do the exercise in calmer times.
The team members have a better view at the competences of their colleagues, so they can ask for help more easy. And all team members engaged to make their expertise available for colleagues and to participate in other projects. All colleagues want to participate in a next project. Four out of five team members state that they and the organisation became better through participation at the project.
Learning points from the interview:
Learning points from the changemaker
Evaluation with focus on the growth:
Next step:
The exercise of the corona challenges was effective. The urgency to set huge steps in a more digitale public service has increased. Now we have to work on the learning points. For starters, the team members of the challenge could act like ambassadors to other colleagues. Each colleague should act like a “Chief digital officer”. Because the library is an excellent place to reach target groups and guide them in the social transformation that is accelerated through corona.
Therefore the library of Ostend needs to continue the challenges, as guardians of the continuous learning- and changing process on behalf of the organisation, its professionals, visitors and social purpose.