the role of l&d in supporting change and transformation programmes adrian terry stand 182
TRANSCRIPT
The Role of L&D in Supporting Change and Transformation Programmes
Adrian TerryStand 182
What we will cover
• Case example of
transformation
• The role of the L&D
professional during the
change
• What worked, what didn’t
• Lessons learnt
Thales Group – Global Reach
???
Whole system view
Cultural & business
transformation
Process-led improvement
Unstructured turnaround
Leadership & operations
Education
Discovery
Context for transformation
6500+ people
30+ countries
70+ offices
Technical professional
services
3D matrix
Transformation
1. Behaviour and cultural
transformation
2. Project delivery
improvement
3. Client relations
development
4. Bid strategy and strike
rate
Some of the challenges…
• Effects not considered
• Underestimated complexity
• Lack of leadership and support
• Budget and resources
• L&D involved too late
• Communication lacking
• Resistance
• L&D survival amid constraints
Business transformation: the facts…
• 30% - show bottom line results
• 50% - show added market value
• 2/3rds consistently fail to deliver
Only:
Various studies quoted from, Isaksen, S & Tidd, J (2000)‘Meeting the innovation challenge’ Wiley
Project Resources
Training Environment
DelegateSelection
CommunicationsPlan
Accurate Timeline
Modular Approach
L&D added value in change
Making the simple complicated is commonplace.
Making the complex elegant and awesomely simple, that’s
stimulating, creative and highly valuable!
• Joining up• Asking questions• Driving strategy• Coaching the change team• Coaching the senior
leadership• Providing the process
people linkages
Lessons learnt and applied
• Create pace in building capacity
• Work holistically
• Develop Creative Facilitative
Leadership capability early on
• Assess the ‘climate’ for change
• Build strong foundations
• Work strategically and politically
Better learning
Motivation
Ability
Opportunity
Performance =speed of changing
paradigms x climate
_____________Whole system
action
© The APS Partnership Ltd, 2011 – all rights reserved, used with permission
Work holistically
© CPSB, Inc
Develop creative facilitative leadership
You can have creativity without innovation
but
You cannot have innovation withoutcreativity
Assess and improve workplace climate
• Challenge & Involvement
• Freedom
• Trust & Openness
• Idea Time
• Playfulness & Humour
• Idea Support
• Debate
• Risk Taking
Build strong foundations
• Creating ‘pull’
• Encourage and develop pro-activity
• Build personal effectiveness and collaboration skills
Work Strategically and politically
How do you measure success…
• Efficiency – doing things with less (including the transformation itself)
• Effectiveness – Doing the right things
• Elegance – simple and beautiful
• Empowerment – freeing people’s creativity, innovation
• Engagement – creating involvement
Our outcomes?
50-70%
1:4 to 1:2
3rd to best
Worst to best
30+% improvementAnd…
Transformation to business partner with hi-leverage and visibility
Carpe diem
It’s your best chance to shine!
Thank You
Contact us: Stand 182
thales-trainingconsultancy.com
twitter.com/thalestraining