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BUILDING ON SUCCESS – DIVERSITY CHAMPIONS

BUILDING ON SUCCESS – DIVERSITY CHAMPIONS. Adrian Kerr Chief Executive Local Government Staff Commission for NI. BUILDING ON SUCCESS Change Champions in Practice. History Research Recommendations Implementation Plan Model Development Framework for Champions. HISTORY.

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BUILDING ON SUCCESS – DIVERSITY CHAMPIONS

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  1. BUILDING ON SUCCESS –DIVERSITY CHAMPIONS Adrian Kerr Chief Executive Local Government Staff Commission for NI

  2. BUILDING ON SUCCESSChange Champions in Practice History Research Recommendations Implementation Plan Model Development Framework for Champions

  3. HISTORY Established a network of champions to advance the Women in Local Councils initiative Evaluated their success and made recommendations Roles, Skills, Barriers and Development Needs

  4. RECOMMENDATIONS FROM THE RESEARCH ROLES: Network Composition-Continue and expand Appointment Procedure-Self selection/ongoing basis Partnership Working-Encourage and form alliances- Cross traditional boundaries

  5. RECOMMENDATIONS FROM THE RESEARCH ROLES cont’d: Structured Action Planning- Central but creative and responsive to local needs Maintaining Commitment- To the change itself, improve information and recognition

  6. RECOMMENDATIONS FROM THE RESEARCH SKILLS: Utilise Previous Change Experience- Retain existing Champion knowledge and recruit experience in other areas Succession Planning- Introduce a system/self selection and encouragement

  7. RECOMMENDATIONS FROM THE RESEARCH SKILLS cont’d: Utilise in Support of Other Change Initiatives Coaching and Mentoring- Management Development Programmes – redesign to place emphasis on coaching and mentoring

  8. RECOMMENDATIONS FROM THE RESEARCH BARRIERS: Encouraging Support- Awareness raising events, create involvement opportunities Resource Provision- Target support and equitable distribution of funding, etc.

  9. RECOMMENDATIONS FROM THE RESEARCH BARRIERS cont’d: Communications Strategy and Readinessfor Change-Communications Strategy designed, ‘Readiness for Change’ Audit/Action Plan Member/Officer Relationships-Development Programme and opportunities to work together

  10. RECOMMENDATIONS FROM THE RESEARCH BARRIERS cont’d: Trade Union Consultation and Commitment-Permanent TU/Management Forum – consult on planned change

  11. RECOMMENDATIONS FROM THE RESEARCH DEVELOPMENT NEEDS Build on Existing-Obtain buy-in to the programme and evaluate Worklife Balance-Include in Development Programme

  12. RECOMMENDATIONS FROM THE RESEARCH DEVELOPMENT NEEDS cont’d. Support Groupings-Pilot self selecting groups for shared learning Mentoring and Coaching-Awareness training followed by a mentoring/coaching programme

  13. MATCHING RECOMMENDATIONS TO THELGSC IMPLEMENTATION MODEL Inception Phase(managing) Operational Phase(managing) Development Phase(supporting) Development Phase(developing and supporting)- Culture Changes Phases are not mutually exclusive

  14. MATCHING RECOMMENDATIONS TO THELGSC IMPLEMENTATION MODEL INCEPTION PHASE Composition Appointment Utilise previous experience Succession planning Support other initiatives Coaching and mentoring – in ManagementDevelopment Programme

  15. MATCHING RECOMMENDATIONS TO THELGSC IMPLEMENTATION MODEL OPERATIONAL PHASE Partnership Working Plan of Work (flexibility) Maintain Commitment Resource Provision

  16. MATCHING RECOMMENDATIONS TO THELGSC IMPLEMENTATION MODEL DEVELOPMENT PHASE Member/Officer Relationships Worklife Balance Support Groupings Mentoring and Coaching Personal Development Plans Build on Existing Development Interventions

  17. MATCHING RECOMMENDATIONS TO THELGSC IMPLEMENTATION MODEL DEVELOPMENT PHASE – CULTURE CHANGES Encourage Support Communication Strategy Readiness for Change Project Trade Union Consultation Supporting Development and Learning Experiences

  18. MODEL DEVELOPMENT FRAMEWORK Set in three developmental levels 1. General Targeted Personal

  19. MODEL DEVELOPMENT FRAMEWORK

  20. MODEL DEVELOPMENT FRAMEWORK

  21. MODEL DEVELOPMENT FRAMEWORK

  22. MODEL DEVELOPMENT FRAMEWORK

  23. WAY FORWARD Journey begins today Refer to Implementation Plan and prioritise within Categories Champion initiation event Agree priorities – within OD Framework Place emphasis on Development Win – Win Ambition

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