Supporting Teams Through TransformationPamela HadfieldOrganisational Development & Learning Manager
A Guarding SystemAn Emotional SystemA Thinking SystemA GROWING, EVOLVING SYSTEM
THE TRIUNE BRAINNeocortexPATTERN MATCHING & PROBLEM SOLVING
THE HUMAN BRAIN
TEAM DEVELOPMENTOne Derby One Council transformation programme.Change vs TransitionOD&L offer managers a people centred development package.Transition & Appreciative Inquiry Awareness.Use this awareness to build ownership and a sense of community.
7-STEP PROCESS TO SUPPORT TRANSFORMATION
One Derby, One Council Transformation Process
STEP 1 - 90 minute workshop on TRANSITION which is a 3-phase psychological re-orientation that people go through as they come to terms with change.
STEP 2 Head of Service rolls out transition message to management team
STEP 3 90 minute workshop on the basics of APPRECIATIVE INQUIRY which is a powerful, people-centred change model.
Process will be supported by the Organisational Development & Learning Team but owned by the management team.
STEP 4 -Creating The Future Embedding Our Values 3 hour appreciative inquiry workshop undertaken by Head of Service with their management team.
Positive Outcomes from AI forwarded to all teams through the Team Briefing Process
STEP 5 90 minute TEAM CONVERSATION workshops shorter version of the appreciative inquiry process for all Tier 4 managers within the service.
STEP 6 One hour team conversation process Finding The Positive Core Within Our Team undertaken by managers and their teams.
Head of Service to take an active interest in this process and become familiar with each teams identified Positive Core.
STEP 7 Each team to display their Positive Core as they think fit.
BUILDING OWNERSHIP & A SENSE OF COMMUNITY
TRANSITION OBJECTIVESBy the end of the workshop participants would:Have a clear understanding of the transition process linking the theory to what was really happening within each service.Begin to shape a transition plan.Be clear about the next steps in the process.
The THREE phases of the transition processENDINGSNEUTRALZONENEWBEGINNINGSTHE TRANSITION MODEL
AI OBJECTIVESBy the end of the workshop participants would:Have a clear understanding of the appreciative inquiry process.Begin to shape an AI question specially focussed on each individual service.Be clear about the next steps in the process.
THE AI MODEL
APPRECIATIVE INQUIRY 4-D CYCLE
Appreciating what is best about the team & what is working well.
Identifying what possibilities to create a positive future image.
Co-constructing how to make it happen & committing to action.
Sustained energy for continued renewal through empowerment, & learning
AI is based on the simple assumption that every team has something that works well and that these strengths can be the starting point for creating a positive future.
Inviting people to participate in dialogue and share stories about their past and present achievements through positive questions can identify a positive core.
This positive core creates energy and excitement and a desire to move toward a shared dream.
AI focuses on imagination and innovation instead of the negative, critical and spiralling diagnoses commonly used in organisations.
It starts with the creation of an AFFIRMATIVE TOPIC. An affirmative topic is carefully chosen to move you towards where you want to be.
Based on AI 4-D Cycle (Cooperrider, Whitney & Stavros, 2008)
LEADERSHIP DEVELOPMENTLeadership development which focussed entirely on a work based approach.Partnership with University of Derby leading expert on work based learning.Concentrated 90 minute bite sized workshops.Supporting & Leading Transformation which would be formally accredited.
LEADING DURING UNCERTAIN TIMES
THE CONFIDENT LEADER
THE RESILIENT LEADER
THE CONNECTING LEADER
Managing Difficult Behaviour
Building a Flourishing Team
Taking Control & Making Sound Decisions
Working with Other Peoples Maps
CURRENT POSITIONProgramme began in January this year.Over 130 managers already going through the process. The trend is for specific teams/service areas to go through the process together rather than attend open, cross organisation sessions.As more new teams come on line the number is expected to increase.Initial feedback is very encouraging.Kirkpatricks four stage process is the evaluation model being used.