Julie Evans HR Director Intelligent Energy Limited
|
|
- Dana Bryant
- 6 years ago
- Views:
Transcription
1 Julie Evans HR Director Intelligent Energy Limited
2 So why does change sometimes appear complicated? Why does change fail?
3 Unclear Objectives Divisions in leaders / lack of alignment of leadership Too much energy front end lose sight of end game Ask the question Lack of on-going commitment Lack of visible progress Wrong or insufficient measures Leader changes Over identification with 1 leader Try to do too much in 1 go Natural entropy Story changes part way through Real drivers for change not understood People don t identify with the real drivers / make the connection Lack of capability people / processes Lack of resources All areas of change not aligned / in conflict with each other Initiative fatigue
4 Turn the reasons why change has failed in your organisation into positive statements and build them into how you manage change. It is important to focus on what is right for your organisation. It is not one size fits all.
5 What needs to be in place or considered for a major change programme to be successful?
6 Embedding Change Ask the question
7 Processes & Systems Strategy, Vision & Goals Resources & Capability Embedding Change Organisation shape, size & location Reward & Recognition Leadership
8 Consider change holistically as a system Ensure all elements of the change are aligned You can use the change wheel as a tool to ensure you have considered everything you need for successful change Where you want to start or drive the change from initially It can be useful for engagement too
9 Organisation/Business Change Individual Change
10 Establish & Articulate need Prepare the ground Plan Implement Embed & Measure Establish & Articulate need Pre par e the gro und Plan Im pl e m en t Embed & Measure
11 Unclear objectives Real drivers for change not understood People don t identify with the real drivers / make the connection Establish & Articulate the Needs Define clear objectives for the change Understand what the burning platform is Describe where you are now, where you want to be and the gap Work out what this means to those impacted by the change Articulate the need start with the end in mind What are we trying to do? Why are we doing this? Do we have a shared understanding of what change is needed? Where are we trying to get to? What will the future look like if we are successful? What will we see people doing, saying, behaving differently? Business Strategy Current Performance metrics Organisational Review Culture Web Understanding where to drive change from
12 Create the climate for change Step 1 Create a sense of urgency Step 2 Build a guiding team Decide what to do Step 3 Develop the change vision & strategy Make it happen Step 4 Communicate for understanding & buy-in Step 5 Empower/ enable action in others Step 6 Create short term wins Step 7 Don t let up Make it stick Step 8 Make change stick
13 Make It Stick Make It Happen Decide What To Do Set the Stage Stage What does it mean? What might you be doing? 1 Create a sense of urgency Help others to see the need for change and the importance of acting immediately 2 Pull together the guiding team Make sure there is a powerful group guiding the change one with leadership skills, credibility, communication ability, authority, analytical skills, and a sense of urgency. 3 Develop the change vision and strategy 4 Communicate for understanding and buy-in Clarify how the future will be different from the past, and how you can make that future a reality. Make sure as many others as possible understand and accept the vision and strategy 5 Empower others to act Remove as many barriers as possible so that those who want to make the vision a reality can do so 6 Produce short-term wins Create some visible, unambiguous successes as soon as possible. 7 Don t let up Press harder and faster after the first successes. Be relentless with initiating change after change until the vision is a reality. Examining the market and competitive realities Identifying crises, potential crises, or major opportunities. Pulling together a steering group with power in the organisation. Key stakeholder map Establishing a project team to work through the details of the change. Agreeing terms of reference for those involved. Team building activities to get the groups to work together Visioning session exploring ideas and then narrowing down to the main points. Strategy development sessions involving key people to agree how the vision will be achieved. Using communication planning tools Consider a variety of comms vehicles Steering group and project team to identify and role model new behaviours to support the vision and strategy. Change systems and structures which undermine the vision and strategy Encourage risk-taking and non-traditional ideas brainstorming, focus groups, ad-hoc coffee machine discussions with as many as possible to help identify and tackle barriers. Planning and communicating visible changes Rewarding people visibly for making changes. Steering group & project team to role model new world. Consolidate changes and introduce more changes Use increased credibility of the change programme to challenge and change further systems, processes and policies which don t fit with the vision Recruit and promote people who live the vision Re-energise the teams involved with new people and ideas regularly. 8 Create a new culture Hold on to the new ways of behaving, and make sure they succeed, until they become strong enough to replace old traditions. Retain changes by constantly rewarding those who display the right behaviour. Don t publicly penalise those who may falter a little at first, instead provide extra support, training, guidance&clarity on the consequences of continued failure. Articulate links between achievement of the vision and organisational success Develop means to ensure leadership succession reflects the vision.
14 It is important to recognise that we all react differently to change This applies equally if you are driving change involving others or the change is being done to you
15 Consider a big change that was presented to you or a sudden major change in your personal circumstances How did you feel? What emotions did you go through?
16 Anxiety Happiness Fear Threat Guilt Depression Disillusionment Hostility Denial Gradual acceptance Moving forward
17
18 Recognise where people are in the transition & help them to recognise where they are Work through strategies with them to help move them through the phases Communicate the reasons for the change and what it means for them Understand their anxieties Focus on the positives of the situation but also be realistic Engage them/ involve them What help/ training would help them adapt to the change People who get stuck perpetuate old ways of working.
19 This is useful when someone feels powerless or weighed down with lots of things that are not going well. It is also useful when people focus on why everything that is wrong is caused by someone else. Steven Covey encourages you to focus on what you can do instead of worrying over stuff that you have no real control. The one thing that we can control is our conscious choice on how we respond to Where you can focus your energy & time Circle of Concern Where do you choose to focus your energy & time? Generally, where do people typically focus their energy & time? Circle of Influence Where do highly effective people focus their energy & time? They focus on things they cannot control. This can be a waste of time & energy. They think & act primarily on things they can influence & hence make a difference to. Not on things they cannot control. This has the added effect of expanding their circle of influence as they gain more power & respect.
20 Change Wheel Phases of change Kotter s 8 step change model Transition curve Circle of influence Stakeholder mapping Culture web
21
22 High Able to block the change Do not ignore Key target group Focus on gaining their support Potential champions Enlist their support Degree of power & influence Likely to resist but with little effect Monitor Potential support Engage Likely to support Aim to increase their influence Low Opposed Neutral/undecided Supportive Stakeholder position
23
24 Cultural Mapping The aim of cultural mapping is to understand how an organisation's culture will affect its ability to change and adapt to new policies or environments. Faced with similar environments organisations respond differently. The collective behaviour of managers and employees can be described as the culture of the organisation (deeper level of basic assumptions and beliefs). Using the cultural web can help to: understand that culture; understand how the culture contributes to the problem; and work out how it needs to change in order for the organisation to deliver the strategy effectively.
John Kotter. Leading Change Heart of Change Our Iceberg Is Melting A Sense of Urgency. Slide 2
5 John Kotter Leading Change Heart of Change Our Iceberg Is Melting A Sense of Urgency Slide 2 Succeeding in a Changing World Did not try to change They tried and failed They tried and succeeded but did
More informationCHAPTER 3: CHANGE MODULE 4: CULTURE & SYSTEMS MASTERY
Change MODULE 4: CULTURE & SYSTEMS MASTERY CHAPTER 3: CHANGE LEADING CHANGE Facts: Change is constant. The rate of change is accelerating. We work in an increasingly uncertain environment. We face increasing
More informationChange and Transition. Individuals And Organizations
Change and Transition Individuals And Organizations Sources of Resistance Uncertainty Anxiety Fear What will happen (to me)? Normal Reactions to Change Denial Anger Bargaining Depression Acceptance [Management
More informationIf the rate of change on the outside exceeds the rate of change on the inside, the end is near." Jack Welch.
An eight-stage change process If the rate of change on the outside exceeds the rate of change on the inside, the end is near." Jack Welch. The big idea John Kotter (born 1947) is a leading consultant and
More informationNSAP CQI Webinar Implementing Change: Tips for making change so that there is ongoing and comprehensive assessment and care planning - Standard 3
NSAP CQI Webinar Implementing Change: Tips for making change so that there is ongoing and comprehensive assessment and care planning - Standard 3 Helen Vaz NSAP Quality Manager 31.7.14 Purpose of Session
More informationVolunteer Management In-House Course Outlines
Volunteer Management In-House Course Outlines Contents About our courses... 3 Volunteer Management The Essentials... 4 Planning for Volunteering... 7 Attracting Volunteers... 8 Supporting Volunteers...
More informationProposal for Company - Project Title
1 Leadership of Complex Change in a Productivity Improvement Proposal for Company - Project Title Environment Date: 21 st October 2015 Authors: Simon Leadership Grogan of Complex Change Productivity Improvement
More informationJohn Doris 6 December Managing People Through Change
John Doris 6 December 2016 Managing People Through Change Change is always happening There is nothing permanent except change. Heraclitus (circa 500 BC) Sometimes change appears gradual. Other times change
More informationInstitute of Public Care. Outcome-focused Integrated Care: lessons from experience
Institute of Public Care Outcome-focused Integrated Care: lessons from experience January 2017 Outcome-focused Integrated Care: lessons from experience 1 Introduction The IPC Partnership Programme supports
More informationDefining And Building A Culture Of Sustainability
Defining And Building A Culture Of Sustainability An overview of the determinants and enablers of a culture of sustainability and how to identify and develop them Tim Cotter Organisational and Environmental
More informationGetting fit for the future
Getting fit for the future With you today Grace Ayoub Partner Stephen Smith Partner +1 514 985 1257 gayoub@kpmg.ca +1 416 777 3194 stephensmith@kpmg.ca 2 Getting Fit for the Future 2017 KPMG LLP, a Canadian
More informationChange Management. Agenda
Change Management Michael A. Fors, Ph.D. 1 Agenda Exercise: Your Change Management Experience What it is Why important The Organization: Change Management Steps The People: Transition Management Phases
More information2014 Software Global Client Conference
Technology Adoption: Complicated not Impossible Jason Vick Manager, Mobility Technical Sales Consultants Mobile App: Please take a moment Check into Session by: Select Detailed Schedule Select the specific
More informationCHRISTIAN AID GLOBAL COMPETENCY MODEL
CHRISTIAN AID GLOBAL COMPETENCY MODEL Christian Aid s global competency model describes the main skills and abilities that everyone needs to demonstrate in order to perform effectively in their role at
More informationSurviving and Thriving in Times of Constant Change
Surviving and Thriving in Times of Constant Change Brought to you by the Schedule 2 Employers Group October 9, 2013 Workbook & Tools Table of Contents Taking Stock Circle of Influence Four Common Responses
More informationChange Adoption. the people side of change. September 2010
Change Adoption the people side of change September 2010 Objective Implementing change successfully means more than just making the change. To do it successfully you need to understand why you are making
More informationPutting our behaviours into practice
Putting our behaviours into practice Introduction Our behaviours are an important part of One Housing. They are designed to shape how we work - they are the ideas and approaches that form the foundation
More informationImplementing an Employee Engagement Programme
Implementing an Employee Engagement Programme A People & Culture White Paper Introduction Over the last decade, employers focus has moved away from employees who are satisfied with their working conditions,
More informationManaging People Through Change
Managing People Through Change Content 1. Some reflections on change 2. Identifying the need for change 3. Planning for change 4. Leading change 5. Final thoughts Personal reflections 1. Can you think
More informationA Leader s Guide to Change Management
A Leader s Guide to Change Management FOSTERING A CRITICAL MANAGEMENT SKILL Change Leadership... 2 Beliefs and Behaviors... 2 The Natural Cycles of Change...3 Aligning Key Stakeholders... 4 Engaging the
More informationSupply Chain Transformation...a Change Process
Supply Chain Transformation......a Change Process Gerry Tominey CPO ABF CIPS Southern Africa Pan African Conference What is case for change? Who are the agents of change? Is Procurement any different to
More informationImpact of Agile on Change Management
Impact of Agile on Change Management Author Melanie Franklin Director Agile Change Management Limited Introduction Agile approaches and techniques are having significant impact on the volume, frequency
More information10 STEPS TO SUCCESSFUL. Change Management. George Vukotich
0 STEPS TO SUCCESSFUL Change Management George Vukotich C o n t e n t s Preface ix Introduction xi Step One Understand Change Step Two Assess the Impact of Change 5 Step Three Assemble a Change Management
More informationLEADERSHIP COMPETENCY FRAMEWORK
LEADERSHIP COMPETENCY FRAMEWORK 1 Introduction to the Leadership Competency Framework The Leadership Competency Framework focuses on three levels of management: Team Leaders/Supervisors responsible for
More informationThe future of Learning and Development - what will it look like in 10 years time?
The future of Learning and Development - what will it look like in 10 years time? building communities Tony Williams Executive Director People Orbit Group 27 September 2013 But what are we talking about
More informationChange Management. Change happens, in fact it is the new norm MARKET INSIGHTS
Change Management Change happens, in fact it is the new norm MARKET INSIGHTS Change happens in fact it s the - new norm... Whatever your market sector, whatever your particular product offer or service
More informationChange Management Training The Practitioners' Masterclass Series
The Human Side of Change "The human side is much harder than the technology side and harder than the process side. It's the overwhelming issue..." [Mike Hammer - "Re-engineering the Corporation"] TARGET
More informationLEADER. Develop remarkable leaders who deliver amazing results
LEADER Develop remarkable leaders who deliver amazing results LEADER Develop remarkable leaders who deliver amazing results by Antoinette Oglethorpe the leader system 3 Here s the bottom line: companies
More informationImpact of Agile on Change Management
Impact of Agile on Change Management Author Melanie Franklin Director Agile Change Management Limited Introduction Agile approaches and techniques are having significant impact on the volume, frequency
More information1/11/2017 GOAL SETTING WITH YOUR TEAM TEAM MEMBERS IN TODAY S WORLD WHY? PERSONAL AND GROUP
GOAL SETTING WITH YOUR TEAM TEAM MEMBERS IN TODAY S WORLD ENDLESS OPTIONS FOR SECONDARY INCOME INCREDIBLY TIME-CHALLENGED ARE LESS LOYAL THAN IN ANY TIME IN OUR HISTORY A SHORT ATTENTION SPAN WANT SUCCESS
More information1 CHANGE VS. TRANSFORMATION
1 CHANGE VS. TRANSFORMATION TYPES OF CHANGES Change is constant. Change is both progressive and educational and can be both good and bad, depending on who observes the change. Change can mean political
More informationDay of Learning for Next-Generation HR Leaders
Day of Learning for Next-Generation HR Leaders Don t Bother if You Can t Commit What leaders need to do to make change happen Anne Beutler and Daniel Imbeault Discussion outline Why is change so difficult?
More informationMAKING THE CASE FOR CHANGE
MAKING THE CASE FOR CHANGE WHAT COULD HELP? New ways of thinking about change management Leadership for change Creating a culture of improvement Using proven methods to ensure sustainable change UNDERSTANDING
More informationChanging the System or the Relationship?
Changing the System or the Relationship? Price? Product? People? Financials? Jealousy? WHY DO VENUES CHANGE SYSTEM? DO VENDORS WANT VENUES TO CHANGE? Venue Staff Customers Promoters Vendor No Referral
More informationChange Management Specialist (CMS)
Change Management Specialist (CMS) An organization's ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage. Jack Welch What is This Course About? By the
More informationKotterʼs 8-STEP CHANGE MODEL
Kotterʼs 8-STEP CHANGE MODEL Kotter s 8-Step Change Model 1 2 3 4 Sense of Urgency Coalition Clear Vision Vision 5 6 7 8 People to Clear Obstacles Shortterm Wins e and Keep Moving Change Contents Overview
More informationA SHORT GUIDE TO RESILIENCE FOR NGOs
RESILIENCE WITHIN A SHORT GUIDE TO RESILIENCE FOR NGOs A collaboration between research & industry Understand what it means to be resilient, reflect on your NGO s resilience, and take steps to improve
More informationCHANGE MANAGEMENT INTRODUCTION
CHANGE MANAGEMENT INTRODUCTION Copyright @ Tools4management.com 2015 Version 1.1 This ebook is protected by international copyright law. Please contact the copywrite department for any queries: Tools4management.com
More informationLEADING IN A CHANGING WORLD. Tom Flick November 3, 2015
LEADING IN A CHANGING WORLD Tom Flick November 3, 2015 awareness Leadership is the name of the game. The speed of the leader determines the rate of the pack. Opportunities vs. Hazards Leadership vs. Management
More informationLeadership is a key enabler of change. THE THEORY AND PRACTICE OF CHANGE MANAGEMENT, 3 rd Edition, John Hayes, Palgrave
Leadership is a key enabler of change. THE THEORY AND PRACTICE OF CHANGE MANAGEMENT, 3 rd Edition, John Hayes, Palgrave 2010 1 There is marked difference in the orientation between management and leadership.
More informationRisk Culture. Reflections of Risk Managers March Sally Bennett Managing Director Enhance Solutions
Risk Culture Reflections of Risk Managers March 2013 Sally Bennett Managing Director Enhance Solutions The Think Tank As Risk Managers we are tasked with the objective to embed a risk management culture
More informationGUIDANCE ON CHOOSING INDICATORS OF OUTCOMES
1 GUIDANCE ON CHOOSING INDICATORS OF OUTCOMES 1. The Basics 1.1 What is the relationship between an outcome and an outcome indicator? 1.2 How are outcome indicators different from other types of indicators?
More informationKnowledge for your next job
Knowledge for your next job Author Melanie Franklin Director Agile Change Management Limited Contents Executive Summary 3 Initiative 1 Building the skills for change 3 Initiative 2 Creating added value
More informationImplementing The Wellbeing and Performance Agenda
In House seminars from: The Implementing The Wellbeing and Performance Agenda Contact: for further details Telephone: Email: Page 1 Programmes for Leaders and Managers that Promote Wellbeing and Performance
More informationSeven Principles for Performance
Seven Principles for Performance Measurement What is excellent performance measurement really based on? by Stacey Barr introduction There are seven principles which are the criteria that define excellence
More informationClosing the Referral Loop Conference Call July 11, Sustaining and Spreading the Referral Process Connie Sixta, PhD
Closing the Referral Loop Conference Call July 11, 2014 Sustaining and Spreading the Referral Process Connie Sixta, PhD Objectives Discuss centralized process for managing surveys related to patient satisfaction.
More informationInto Leadership Skills
Into Leadership Skills The Foundation of Leadership Leaders need to have values and vision and to be authentic and agile, aligned and on purpose Values Our true values reside within us at the deepest
More informationAon Hewitt Performance, Rewards & Talent. Engagement Solutions. Employee Engagement for the Real World. Risk. Reinsurance. Human Resources.
Aon Hewitt Performance, Rewards & Talent Engagement Solutions Employee Engagement for the Real World Risk. Reinsurance. Human Resources. Employee Engagement for the Real World Regardless of size, industry
More information1 P a g e MAKING IT STICK. A guide to embedding evaluation
1 P a g e MAKING IT STICK A guide to embedding evaluation Table of Contents Page 3 Page 4 Page 5 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 12 Page 15 Page 16 About this guide Why embed? How to use
More information[Insert Date] Leadership & Management Skills. Business Training Skills. Teambuilding Skills
Lorem 2014 Training Ipsum Catalog Dolor [Insert Date] Business Training Leadership & Management Teambuilding Training What s In It For You Many employers do not have the time or expertise to develop and
More informationTalent Management & Maximising Potential Conversation Tools
Talent Management & Maximising Potential Conversation Tools Implementation/Pilot Guide for Organisations July 2014 [Type text] Contents Page Implementation Guide Overview 2 Introduction to the Talent Management
More informationCHANGE MANAGEMENT. A Presentation by Ian Creery - January 30, The environment we re in How does change work?... 2
CHANGE MANAGEMENT A Presentation by Ian Creery - January 30, 2012 Table of Contents The environment we re in... 2 How does change work?... 2 Roles in a change process... 3 Change leadership... 3 Change
More informationThis is copyright of UBT 2012
This is copyright of UBT 2012 Turning Your Vision into Results Through Effective Execution...Because Change Happens... You can have the best vision in the world, but if you can t put it into effect, you
More informationAddressing mental health in the workplace: A guide for employers
Addressing mental health in the workplace: A guide for employers Cycle Against Suicide. Table of Contents Introduction... 2 Why is Mental Health Important for A Successful Business?... 3 Establishing a
More informationREL Data Collection: Building Organizational Momentum
REL Data Collection: Building Organizational Momentum Brooke Cunningham, MD, PhD Department of Family Medicine and Community Health University of Minnesota bcunning@umn.edu 1 2014 2009 Indicators with
More informationTwelve Habits of Highly Collaborative Organizations
less conflict, lower stress, an improved competitive advantage, a higher level of performance, and a healthier bottom line. Twelve Habits of Highly Collaborative Organizations 1. Lead by example. In highly
More informationbritish council behaviours
british council behaviours Mat Wright Mat Wright Mat Wright CREATING SHARED PURPOSE I gain the active support of other people so they are fully engaged and motivated to contribute effectively. I do this
More informationAcknowledge that strategy delivery is just as important as strategy design.
01 Acknowledge that strategy delivery is just as important as strategy design. Strategy delivery doesn t just happen automatically once it is designed! The importance of active and visible leadership cannot
More informationRespect Innovate Support Excel
SRUC Shared Values The work of every employee at SRUC contributes to the achievement of our strategic outcomes, it is therefore important that we all have a clear understanding of what our role is and
More informationExceptional vs. Average: What Top Leaders Do Best
Consulting Exceptional vs. Average: What Top Leaders Do Best 1 leadership drivers to move from vision to results. Exceptional vs. Average: What Top Leaders Do Best 1 leadership drivers to move from vision
More informationDiscovering the Leader in You
Discovering the Leader in You Course Objectives This course will equip you with strategies and skills necessary to craft and deliver both strategic and everyday communication and leadership for your team,
More informationCultural & Strategic Alignment
1 Cultural & Strategic Alignment Steven Boyd Director of Continuous Improvement Tokheim Global Adam Buckley Leadership & Enterprise Excellence Coach Excellence Through Design 2 3 4 5 2017 Continuous Improvement
More informationHow to be a CULTURE ARCHITECT. by Laura Hamill, Ph.D.
How to be a CULTURE ARCHITECT by Laura Hamill, Ph.D. About the author DR. LAURA HAMILL Laura is the Chief Science Officer of the Limeade Institute and Limeade Chief People Officer has spent more than 25
More informationService as a Business Strategy
Service as a Business Strategy 10 steps to being customer driven By Rowdy (Ron) McLean J.P, M.B.A, F.A.I.M, C.C.M Creating Excellence in Business, Service & People Service as a Business Strategy The purpose
More informationInstitute of Internal Auditors 2018
ACHIEVING CULTURAL TRANSFORMATION EILEEN ILES PARTNER, RISK SERVICES CRYSTAL JARESKE MANAGER, RISK SERVICES APRIL 9, 2018 AGENDA Topic Culture Defined The Importance of Assessing Culture Culture Assessment
More informationTo define the size and nature of the opportunity realisable by effecting: a) quantum change within the organisation;
The purpose of the Operational Due Diligence We firmly believe that packaged solutions, or predetermined outcomes, are an inadequate and inappropriate basis for a successful change process. In our experience,
More informationINTERNAL COMMUNICATIONS:
CIPR SKILLS GUIDE INTERNAL COMMUNICATIONS: COMMUNICATING CHANGE TO EMPLOYEES #CIPR @CIPR_UK INTRODUCTION Change is a fact of life inside organisations but, when the going gets tough, making it happen in
More informationOrganisational Development Action Plan
Organisational Development Action Plan Leadership Lack of visible leadership from CMT & CLG Role of CLG in the Rewiring Programme is not understood CMT is said to be out of touch with front-line service
More informationWhat is Culture? Culture assessment and change management questions you should be asking yourself. Culture Change Takes Time and Patience
Culture Change Takes Time and Patience Practical Insights on the use of Ethics Ambassadors to Catalyse and Support Change (and a few other things ) SCCE ECEI Frankfurt 28 March 2018 Ruth Steinholtz ruth@aretework.com
More informationCulture assessment and change management questions you should be asking yourself
Culture Change Takes Time and Patience Practical Insights on the use of Ethics Ambassadors to Catalyse and Support Change (and a few other things ) SCCE ECEI Frankfurt 28 March 2018 Ruth Steinholtz ruth@aretework.com
More informationAAP Fellows Conference Jennifer Maniscalco, Mary Ottolini
AAP Fellows Conference Jennifer Maniscalco, Mary Ottolini Challenge the Process The Dynamics of Change & Transition Preparing for Change Implementation The Impact of Culture on Change Let s Play a Game
More informationIMPROVEMENT SKILLS CONSULTING LTD. Simply, improvement. You don t need a Culture Change Programme
IMPROVEMENT SKILLS CONSULTING LTD. Simply, improvement You don t need a Culture Change Programme You don t need a Culture Change Programme Is it just me? How many times have we heard politicians, commentators
More informationTOOL 9.4. HR Competency Development Priorities. The RBL Group 3521 N. University Ave, Ste. 100 Provo, UT
TOOL 9.4 HR Competency Development Priorities The RBL Group 3521 N. University Ave, Ste. 100 Provo, UT 84604 801.373.4238 www.hrfromtheoutsidein.com [9.4] HR COMPETENCY DEVELOPMENT PRIORITIES Directions:
More informationthe Dr Eugene Dubossarsky zen Find out more! data science
the zen of data science Dr Eugene Dubossarsky 0414 573 322 eugene@presciient.com @cargomoose Find out more! https://presciient.com/media/ Are you a data scientist? Are you managing a data scientist? Are
More information7 Ways to Accelerate Your Go-to-Market Initiatives
7 Ways to Accelerate Your Go-to-Market Initiatives Go on, admit it: it s getting harder and harder to keep up with the speeds at which we are required to do business. Our business cycles are getting faster
More informationLeading and managing change at the University of East Anglia
Leading and managing change at the University of East Anglia change noun 1. An act or process through which something becomes different. 2. A transformation or transition from one state, condition, or
More informationOUR UNIVERSITY CONTRIBUTION
OUR UNIVERSITY CONTRIBUTION OUR UNIVERSITY CONTRIBUTION By always VALUING PEOPLE Leading myself and others Working together as a team ACHIEVING THE VISION... Delivering great service Taking a professional
More informationLeadership Development Survey
Leadership Development Survey LTP Name: V. Example Date: August 17, 2016 LTP BV 2016. All Rights Reserved. Your responses will be processed with utmost care to produce a fair and correct assessment of
More informationyou can lead change r here s how to do it.
8steps TO ACCELERATE CHANGE IN YOUR ORGANIZATION JOHN KOTTER S LEADING CHANGE IS WIDELY RECOGNIZED AS THE SEMINAL WORK IN THE FIELD OF ORGANIZATIONAL CHANGE. IT INTRODUCED THE 8-STEP PROCESS FOR LEADING
More information[Insert Date] Teambuilding Skills. Leadership & Management Skills. Business Training Skills
Lorem 2016 Training Ipsum Catalog Dolor [Insert Date] Business Training Leadership & Management Teambuilding Training What s In It For You Many employers do not have the time or expertise to develop and
More informationsteps for brand clarity + authenticity mezzanine.co transformation application of brand expression expression expression expression expression
2.3 visual expression mezzanine.co 1 / 13 steps for brand clarity + authenticity 2.4 internal expression 3.0 transformation phase 3.1 application of brand conscious branding phase delivery resource conscious
More informationSection 2.1 Developing Producer Objectives And Dealing With Change
Section 2.1 Developing Producer Objectives And Dealing With Change Tom Field and Brooke Enders Department of Animal Sciences Colorado State University Section Summary Planning for change The 8-stage process
More informationDeltek Insight 2016 Managing Your Change FAST. Andrea Caro November 14, 2016 OCM Lead/Deltek University
Deltek Insight 2016 Managing Your Change FAST Andrea Caro November 14, 2016 OCM Lead/Deltek University Greetings 1. Your Name 2. Your Organization and Role 3. One interesting fact about yourself 4. Tell
More informationBalanced Scorecard IT Strategy and Project Management
Balanced Scorecard IT Strategy and Project Management Managing Strategy is is Managing Change Glen B. Alleman Director, Program Management Office Kaiser Hill Company, LLC Rocky Flats Environmental Technology
More information3 Components to High-Performing Healthcare Facilities: Data, Communication & Engagement
3 Components to High-Performing Healthcare Facilities: Data, Communication & Engagement 3 COMPONENTS TO HIGH-PERFORMING HEALTHCARE FACILITIES: Data, Communication & Engagement As healthcare leaders seek
More informationCHARACTER ELSEVIER COMPETENCY FRAMEWORK
CHARACTER ELSEVIER COMPETENCY FRAMEWORK CHARACTER: DISPLAYS INTEGRITY AND HONESTY DEFINITION: Leads by example; walks the talk ; models core values; follows through on promises; trusted by others; honest
More informationFRAMEWORK FOR SUSTAINABLE ORGANISATIONAL BEST PRACTICE
FRAMEWORK FOR SUSTAINABLE ORGANISATIONAL BEST PRACTICE Prof. John PARKER, Chair of FIG Commission 1, Australia Key words: Quality, assessment criteria, best practice, organisation. INTRODUCTION Today every
More informationKeys to Creating a Culture of Preparedness
Use existing culture to build readiness throughout the organization UNPREPARED Whether you call it business continuity, disaster recovery or risk management, it all leads towards the same thing a culture
More informationChange Management. Objectives. 8 Steps of Change CHANGE MANAGEMENT: HOW TO ACHIEVE A CULTURE OF SAFETY. TeamSTEPPS 06.1 Change Management
CHANGE MANAGEMENT: HOW TO ACHIEVE A CULTURE OF SAFETY Objectives Identify and discuss the Eight Steps of Describe the actions required to set the stage for organizational change Identify ways to empower
More informationEXECUTIVE SUMMARY INTRODUCTION. Break through any business challenge: Prioritise the right tasks and manage for success
Break through any business challenge: Prioritise the right tasks and manage for success EXECUTIVE SUMMARY All management teams are faced with similar challenges when it comes to building and growing a
More informationDeveloping the Mind of a Leader: Building Strong Teams
Developing the Mind of a Leader: Building Strong Teams Building Teams Energizing Teams Two Truths & A Lie Building Strong Teams Agenda The Team Tree Fundamentals of Building Teams Team Building Activities
More informationCITB-ConstructionSkills BEHAVIOURAL COMPETENCY FRAMEWORK
STRATEGIC AWARENESS Definition The ability to stand back and think about the broader perspective in order to visualise the way forward. Thinks ahead and plans for the future Continuously looks for better
More informationBehavioural Attributes Framework
Behavioural Attributes Framework There are eight attributes in the University of Cambridge Behavioural Attributes Framework: Communication; Relationship Building; Valuing Diversity; Achieving Results;
More informationIML 360 O Feedback Survey
IML 360 O Feedback Survey MANAGE AND LEAD OTHERS PREPARED FOR Steven Smith Smith Enterprises 1 August 2017 Page 0 Institute of Managers and Leaders (Group) Limited ACN: 163 376 921 Reproduction of this
More informationOur purpose, values and competencies
Our purpose, values and competencies Last updated October 2013 The work we do and how we behave and carry out our work at The Pensions Regulator are driven by our purpose, values and competency framework.
More informationIf it is worth doing, it is worth doing slowly Mae West CREATING FOLLOWERSHIP DURING CHANGE MARCH, 2011 SUSAN L. NEWTON
If it is worth doing, it is worth doing slowly Mae West 1 CREATING FOLLOWERSHIP DURING CHANGE MARCH, 2011 SUSAN L. NEWTON HOW PREVALENT IS RESISTANCE TO CHANGE? It is generally acknowledged that in an
More informationINSTITUTE FOR COALITION BUILDING
INSTITUTE FOR COALITION BUILDING» Handout Materials and Tools www.coalitionbuilding.org 2012 Institute for Coalition Building Coalition building is the practice of bringing together a diverse collective
More informationCustomised Solutions 2018
Customised Solutions 2018 Equipping leaders to build the future Customised Solutions 2018 Equipping leaders to build the future 1 Customised Solutions Create your own butterfly effect. Propel your organisation
More informationChange Leadership for Place Attractiveness
Toolbox Change Leadership for Place Attractiveness The Eight Steps of Change method for cities and regions Leading change for place attractiveness Kanter s Law: Everything can look like a failure in the
More informationEXECUTION. The Gap Nobody Knows. The Authors THE DISCIPLINE OF GETTING THINGS DONE. In This Summary
EXECUTION THE DISCIPLINE OF GETTING THINGS DONE An Executive Book Summary by Jennifer Haywood The Gap Nobody Knows According to authors, Larry Bossidy and Ram Charan, there is a big gap that many people
More information