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In this session:

In this session: We will unpack the idea that “Change is about doing with and through the people – not to the people” and what this looks like from a practical point of view.

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In this session:

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  1. In this session: • We will unpack the idea that “Change is about doing with and through the people – not to the people” and what this looks like from a practical point of view. • Further, we will examine the critical role that OD/HR have to play in this re-orientation of how change efforts are best realised. You will discover: • The benefits are getting to grips with a practical approach to organisation change and development.

  2. Explore… Discuss….. Provide context….. Creative debate….. Model… Experience…. Benchmark…. Test…. Play…. Create….. Innovate….. Concretize….. Do…..

  3. Seen it before? … Heard it before?... Done it before?.... ‘Experienced’ it before?.. Future orientated – what I think will happen Past orientated –what I learned -what I'm experiencing Present ‘here and now’ orientation

  4. Few competencies ….. Learning ……Competent ……. Seasoned Professional ….. Guru Each one teach one!

  5. World Class Delivery World Class Business Practices and Processes World Class Leadership Practices and Processes Authentic Values Foundation

  6. ‘Culture’ How People Think and Choose What People Say and Do Results • Results • External/Measureable • Size • Speed • Savings • Improvements….. • Behaviours • External/Visible • Decision making • Meetings • Spend • Participating • Sharing….. • Thought Process • Internal/Unseen • Values • Preferences • Perceptions • Beliefs • Future • Mental models…

  7. Spirit Process Outputs

  8. Protein from Thin Air: Breeding Fly Maggots for Poultry Feed

  9. World Class Delivery World Class Business Practices and Processes World Class Leadership Practices and Processes Authentic Values Foundation

  10. P o s i t i o n i n g P e r f o r m a n c e P e o p l e 1 2 3 4 5 deliver delight sameness differentiation Exceeds all expectations acceptable with some improvement actions getting there exceeds some reasonable expectations exceeds most reasonable expectations unacceptable 80 90 100 110 120 Uncompetitive Doing What’s Required Setting the Benchmarks World Class Benchmarks learner competent/accomplished performer Seasoned professional

  11. The Change Process Celebrate Successes Communicate Progress The Burning Platform Where are We ? Our Destination Vision Mission Action Plans and Measures of Success Performance The Business Case for Change

  12. Life Cycles + Birth Growth Maturity Death + - Return/reward for effort + + - + _ Effort over time

  13. Systemising Interdependence Vision Action

  14. Life Cycles and Team Life Birth Growth Death Maturity Transforming V Performing V Forming A I Storming S Norming Continuous Change

  15. Phase 1 Phase 2 Phase 3 Phase 4 Initiation Maturity Growth Death Leverage & Harvest Vision ideal Transformation Strategies Consolidate & Build Launch & Embed Performance Culture Values Foundation

  16. Unfolding Strategy Let go Initiate Continue

  17. Hope ? Fear coercive cooptive codetermination cocreation Using fear and manipulating hope Creating hope and dealing with fear

  18. Change : The ‘ESP’ of Change Pressure Empathy Space Time

  19. Unfocused change Focused change

  20. Innovation and Change THE BUSINESS Products, Market, Systems, Practices Future! innovation Current THE PEOPLE People, Culture, Perceptions, Behaviour

  21. The Human Response to Change Leading Change Human Response Reward/Recognition Proaction Create Capacity Acceptance Flight/Fight/Freeze Bargaining Share the ‘big picture’ Reinforce the Values Confirm Interdependence Projected Aggression Cause Discomfort Denial Create Awareness Unaware

  22. Knowledge /Skills mobocracy autocracy Knowledge /Skills input Knowledge /Skills

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