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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
TIMING
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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
MA
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Thank You
Yvonne Castle : Tel 01422 893 496 or 07974 218726