Supporting Teams Through Transformation Pamela Hadfield Organisational Development & Learning Manager

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  • 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

    Prefrontal Area

    Thalamus

    Brain Stem

    Amygdala

  • 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.

  • TRANSITIONAPPRECIATIVEINQUIRYTEAMCONVERSATION

    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.

    HEAD OF

    SERVICE

    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.

    HEAD OF

    SERVICE

    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

    INDIVIDUAL TEAMS

    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

    DISCOVERY

    Appreciating what is best about the team & what is working well.

    DREAM

    Identifying what possibilities to create a positive future image.

    DESIGN

    Co-constructing how to make it happen & committing to action.

    DESTINY

    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

    EI Leadership

    Managing Difficult Behaviour

    Building a Flourishing Team

    Signature Strengths

    Embracing Chaos

    Taking Control & Making Sound Decisions

    Working with Other Peoples Maps

    Representational Systems

    Metaprograms

  • 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.

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