Welcome to The Beech Consultancy’s Institute M ember C onference Lost in Translation? 14 th March 2013

1. Welcome to The Beech Consultancy’s Institute Member Conference Lost in Translation? 14th March 2013 Proud to be in Partnership:

2. Lost in Translation? Proud to be in Partnership:

3. Welcome!! • Inaugural Conference – membership - heart of Beech • Institute Strategy • Consultancy Practice – UK top 2! • Centre for Performance Development – accredited OD practitioner programmes • Membership – from zero to 12 and beyond to 25! • Research – translational research into practice • Voice – authority and expert view of OD • So what is OD? No really, what is it? • 9000 members and OD practitioners aren’t sure! Proud to be in Partnership:

4. “Organisational Development is the process of enabling an organisation to shift its performance by working on the health and well being of the organisational system”. The Beech Consultancy “An OD intervention is an activity designed to work on shifting part(s) of the system from one state to another” The Beech Consultancy Proud to be in Partnership:

5. Organisational Development Model Proud to be in Partnership:

6. Ian Andrew CMgr, FCMI, MIC Head of Member Engagement, Chartered Management Institute Proud to be in Partnership:

7. What is OD? • According to a consultant? • “creating sustainable competitive growth by creating a culture of accountability “ • “Developing effective people and practices” • “Change management” Proud to be in Partnership: Proud to be in Partnership:

8. What is OD? • According to a manager & leader? • “Change and driving forward” • “Using your people to develop your organisation” • “Training, learning, developing people” • “Just common sense not rocket science” Proud to be in Partnership:

9. Tough times for managers & leaders • Prolonged crisis in economic performance & employee morale • 6 out of 10 have little faith in the Government’s current economic policy. • 9 out of 10 organisations have experienced change in the past year • Only 1 in 2 satisfied with their Jobs in 2012 • Managers are more stressed, more depressed and more likely to • move on Proud to be in Partnership: Proud to be in Partnership:

10. The effects of good management & leadership • Builds Business • Delivers Improved Management Performance & ROI • Attracts and Retains Talent • Boosts Well-Being Proud to be in Partnership:

11. The effects of bad management & leadership • Creates the Majority of Corporate Failures • Costs UK £19 Billion per year • Has Badly Damaged Trust in Business & Government • Harms Well Being Proud to be in Partnership:

12. MLD builds business. Fact 32% 23% • Increase in organisational performance People performance Proud to be in Partnership:

13. EFFECTIVE INVESTMENT IN MANAGEMENT AND LEADERSHIP 80% effective managers in high performing organisation – twice that of low performing organisations A small improvement makes a BIG difference to performance: Equals a 25% boost to workforce or a 65% increase in capital True for large organisations and true for SME’s- globally WELL MANAGED ORGANISATIONS GROW Proud to be in Partnership:

14. Only 1 in 5 managers are qualified – 4 in 5 think they should be. Only 2500 Chartered Managers out of 3.5 million Only 34 % organisations deliver management training and 12% offer national qualifications 64% of organisations say they have ‘no need’ to train staff Less than one in five managers expect MLD budgets to increase over the next six months & 77% of CEOs will CUT Spend! UK lags behind many other countries in management training Proud to be in Partnership:

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16. WELL BEING WELL DOWN VS 5 YEARS AGO • Negative Management Styles More Common • Lower Levels of Trust • Managers Less Positive about Managers and Organisations Ability • Stress, Illness and Depression Higher • Job Satisfaction Lower Proud to be in Partnership:

17. Megatrends in Management • From Exclusive to Inclusive • From Controlling to Coaching • From Competitive to Collaborative ...What Can Successful Leaders Do to Use Them? Proud to be in Partnership:

18. Times are tough: low growth, low morale, increased change • OD & MLD more Important than ever for UK PLC, Individuals & Firms • Builds Business • Attracts & Retains Talent • Improves Manager’s Performance • Yet: Far too Few Firms Practice! • To Change this we Need : • Right Attitudes • Right Tools • Right Measurements & Expectations Proud to be in Partnership:

19. Where to start? • 1. Bring Your Ethics to Work: • Examine your own ‘Moral DNA’ (www.moraldna.org) • Link your Organisation’s Principles & Values to Personal Principles & Values • Develop an Ethics Framework for Decision-Making • Become More Diverse! Proud to be in Partnership:

20. Where to start? • 2. Line Management: Too Little Too Late? • Evaluate your Line Managers on their Management Skills • Train Every Manager: • Make Sure Learning is Put into Practice • Use the Right Tools & Methods • Work relevant • It’s everyone's Issue: Measure & Link Outcomes to your Business Strategies Proud to be in Partnership:

21. Where to start? • 3. Team structure • Ensure Teams are based on Competencies not Org. Structure • Encourage Teams to make a commitment to each other and the strategy • Tailor the Commitments according to their Contribution & make them Dynamic not Static • Peer Review Team Progress after each Meeting • Experiment with Agile Techniques: Trial & Error, Fun and Instant Feedback & Web Sharing to help drive Innovation • Acknowledge Failures as well as Celebrating Successes Proud to be in Partnership:

22. Where to start? • 3. Collaborative Change Management: • Follow the Olympic example • Use Collaboration, Openness & Communication • Focus on a Shared Goal & Aligned Interests • Encourage Political Awareness & Positive Peer Pressure • Be Prepared to Change Course Proud to be in Partnership:

23. The Beech Consultancy’s Institute Member Conference Experiencing OD in Action Proud to be in Partnership:

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29. Leadership is about networks Proud to be in Partnership:

30. Circles of Concern & Influence Proud to be in Partnership:

31. Collective Leadership Proud to be in Partnership:

33. Language and Semiology Contemporary semioticians study signs not in isolation but as part of semioic 'sign systems‘ (such as a medium or genre). They study how meanings are made: as such, being concerned not only with communication but also with the construction and maintenanceof reality Semioticians for Beginners by Daniel Chandler Adapted from: Cobley & Jansz (1997), SemioFcs: A Graphic Guide, p.14 Proud to be in Partnership:

34. Individual Interpretation Smoliar, Stephen W Business Process Management Journal Vol. 9 No. 3, 2003 pp. 337-­‐353 Proud to be in Partnership:

35. The Importance of Context? Proud to be in Partnership:

38. The Beech Consultancy’s Institute Member Conference Lost in Translation? 14th March 2013 Proud to be in Partnership:

39. The Beech Consultancy’s Institute Member Conference Workshops Proud to be in Partnership:

40. The Beech Consultancy’s Institute Member Conference Triad Working to Review Conference ROI/E Proud to be in Partnership:

41. The Beech Consultancy’s Institute Member Conference Q & A Session Proud to be in Partnership:

42. Thank you, • close • and • Safe Journey Home! Proud to be in Partnership: