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Learning and Development

Conference

Managing and Embedding

Change Successfully !

Yvonne Castle

What are your change issues?

A Tool in the Tool-Box

• Purpose

• Process

• People

• Partnerships

• Performance

• PR

Our “6P Model” for

managing change

Purpose

• Have a clear strategy for the need for change

• Be clear on the why, what, how and when

• Be clear what success looks AND feels like

• Integration into everything ! Ensure your

strategy is an integral thread throughout all

your business strategies / projects – i.e.

nothing else is an ‘add on’

Process

• Have the mechanisms in place to put in motion

the “how”

• Resources – finance / people / systems

• Clear approach to risk management

• Robust project management in place

• Policies and procedures aligned to outcomes

• No need to procrastinate – ensure your decision

making frameworks are enabling

People (your customers)

• Customers drive the outcomes

• Your culture is real in its focus on customers

• Your intelligence should drive / endorse your

objectives for change e.g. customer insight,

geographical info, feedback, other partner info

• Keep testing the reality - track how satisfied

customers are with your progress – shape

further change and improvements

People (your staff)

• Be clear on the culture required both for

delivering change – and then living it !

• Develop commercial, flexible, performing, self-

serving staff (competencies, 360, development)

• Keep testing motivation levels - staff feedback/

satisfaction – deal with the results promptly

• Your organisational structure reflects your

desired outcomes – not the other way round!

Partnerships

• Engage with your partners in developing your

vision

• Ensure they are clear on their responsibilities

in delivering the change required

• Get the most from your relationships e.g. joint

prioritisation of resources, avoiding duplication,

sharing of knowledge/data, potential for

leveraging external funding

Performance

• Provide clarity in terms of expectations - at a

strategic and operational level - set

outcomes and targets

• Integrate into robust performance

management for individuals and teams

• Deal with poor performance - quickly

• Use your intelligence / data / management

info to the max to ensure still on track

PR

• Plan your external and internal PR carefully

• Celebrate your successes often and provide

feedback – staff, Board, customers, partners

• Discuss the change programme at every

opportunity e.g. team/partner meetings,

briefings/conferences, newsletters, social media

• Clarity is key – their input, their progress, their

feedback, their results

• Be clear on ‘what next’ in your journey

Will your staff thrive or despair?

INNOVATION INTUITIVE

SENSORY

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Complete Talent

Dynamics Square

It’s all about accelerating

Trust and Flow

The 5 Levels of the

Talent Dynamics Pathway

INDIVIDUAL

TEAM

DEPARTMENT

ORGANISATION

STAKEHOLDER/CUSTOMER

8

Creator

Trader

Mechanic

Lord

Accumulator

Supporter

Deal Maker

Star

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SENSORY TIMING

INNOVATION INTUITIVE

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Thank You

Yvonne Castle : Tel 01422 893 496 or 07974 218726