organization diagnosis and interventions
TRANSCRIPT
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How do you design an
intervention?
How do you Design an
Intervention?
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Lirio
Vicki
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§ Liked solving problems
§ From Math to Education
§ 8 Children
§ Mentor
Lirio’s OD Journey § P&G
• Organization Effectiveness
• Total Quality
• Corporate Training
§ 1st Asian to be accredited as a facilitator for the 7 Habits
Insert Lirio’s Photo here
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§ More artistic
§ Design instead of off the shelf
§ Psychology
§ Focus on the person
§ Psych vs. Socio
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Vicki’s OD Journey § BanCom
§ Unionbank x 3)
§ Department of Health
§ iBank (International Exchange Bank)
§ Focused on Filipino companies
Insert Vicki’s Photo here
INTERNATIONAL EXCHANGE BANK
HEAD CENTER FOR LEARNING
1995-2006
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iBank
§ Vision of owners was to be the epitome of service
§ Test: The Bank Run of May 2000
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Ingredients
1. Vision, Strategies, Values, Standards, Metrics Alignment. 2. Leadership Commitment: Champions & Models
Ingredients
3. Employee Centered HR Philosophy &Practices=Employee Engagement 4. Continuous Learning From Onboarding, Top To Guards, Messengers, Utility Personnel
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Ingredients
5. Enable, Empower, Measure, Feedback, Reward, Recognize, Celebrate!
Recipe for Success
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Interventions
Indicators integrated in the PMS
Standards tied to Measurable Indicators
Alignment of Standards & Moments of Truth
PMS based on Customer & Leadership Surveys
Interventions
Rewards & Recognition (even for guards)
Data from Surveys cascaded during Leadership Night every March
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KOTTER’S MODEL FOR CHANGE
Create a Sense of Urgency
Form a Powerful Coalition
Create a Vision
P R E P A R E
1
2
3
KOTTER’S MODEL FOR CHANGE
Communicate the Vision
Remove Obstacles
Create Short-Term Wins
I M P L E M E N T
4
5
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KOTTER’S MODEL FOR CHANGE
Build on the Change
Embed the Change into the Culture
M A N A G E
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PROCTER & GAMBLE
Head of Organization Development
1986 - 1996
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P&G
• High revenues, but low profits
• The GM had me report directly to him
• Pain Point: Misaligned organizational metrics & silo thinking
Interventions:
VMOS - OGSM & Teambuilding
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Strategy Deployment and Deployment System
Long Term Vision
Develop Strategy
Review & Adjust
(Monthly & Qtrly.)
Do the plans
Deploy Strategy &
Check Capability
Purpose
Values
Direction
O G S M Corporate
O G S M
ACTION PLANS
Action Target
Do The Plan
Reviews
Func-onal OGSM
Individual Performance Goals
Interventions
Shortened the approval process from 7 signatures to 3
Put in new shared measures (ex. Forecast Accuracy)
VMOS - OGSM & Teambuilding
Training & Employee Campaign on “0OOS”
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Recipe for Success
Ingredients § Putting on the GM’s hat vs. functional hat
§ Spirited collaboration & open communication through 7 Habits
§ Focus on systems & teams (alignment)
§ MBTI (personality awareness)
§ Winning Cultures!
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Winning Cultures
Designed intentionally
Leader-led
Established framework
Shared language
4
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How do I build a Business
Case?
Interviews with the
Influencers (Dominant Coalition)
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1. If the organization were a person, how would you describe this person? What and where are the pain points?
2. Where does this person want to be? What are her aspirations?
3. If you could grant this person 3 wishes, what would they be?
4. What are the organization’s strengths?
5. What do we have to work on to achieve our wishes?
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6. What external factors will help the organization achieve its aspirations?
7. What are the barriers or challenges to achieving our wishes?
ASSESSMENTS (OHA, OCS, EES, LQ, SLQ)
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HAPPINESS CHECKS
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People: Personal Leadership character * competence
Relationships: Interpersonal Leadership TRUST
Management: Managerial Leadership Style * Skills
Organization: Alignment Shared Mission, Vision & Values Strategy * Structure Systems (Decision Making, Work Process, Rewards, Information, development & Selection)
OHA Covers
Interpersonal
Managerial
Organization
Four Levels of Leadership
Center for Leadership & Change, Inc.
Personal
Alignment
Empowerment
Trustworthiness
Trust
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How do I link OD Findings with OD
Interventions?
What do I do with the findings?
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LEARNING NEEDS WORK ENVIRONMENT
NEEDS
PERFORMANCE NEEDS
BUSINESS NEEDS
Discover Deeper Causes & Connections: Use a Results Map
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SYNTHESIS 4 Phases: 1. Diagnosis 2. Pre-Solution 3. Solution 4. Measurement &
Sustainability
Summary of Best Practices • Buy-in and modeling of top Leadership
• Clear plan to cascade (Communication Plan)
• Start with your top performers and early adapters
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NOW, YOUR TURN FOR
AN OD ASSESSMENT
QUESTIONS?
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Thank you!