CULTURE OF EXCELLENCE INITIATIVE TEAM - …...Culture of Excellence Project Deliverables and Success...
Transcript of CULTURE OF EXCELLENCE INITIATIVE TEAM - …...Culture of Excellence Project Deliverables and Success...
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CULTURE OF EXCELLENCE INITIATIVE TEAM
Kickoff Meeting August 24, 2017
Colorado School of Mines
By Easal22 - Own work, CC BY-SA 3.0, https://commons.wikimedia.org/w/index.php?curid=18644720
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Colorado School of Mines has been proactively assessing its current environment to ensure that it is delivering the highest quality education and services to its students, and that its operations are efficient and financially sound • Sibson Consulting was engaged to conduct an assessment of administrative functions across
the campus • The review was conducted to ensure organizational and operational efficiency in functions
across campus to support the University’s overarching mission • The scope of the review included all functions across campus that impact student, staff, and
faculty success
The review was conducted in March and April 2017 and involved the following: • An examination of various documents, organizational charts, policies, previous process
improvement initiatives, and other related materials
• 149 one-on-one and focus group interviews with identified stakeholders, including faculty, staff, and students
• Four town hall events in which 407 responses were gathered by individuals across campus
Background and Context
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Our Methodology
The organization’s structures, people, policies, rewards,
measures, capacity and culture
The cost to deliver and support services, programs,
processes and systems
The tools and technologies used to support functions and
services
The alignment of practices, services, structures, processes, and policies with the institution’s
strategic vision and goals
The processes by which services, programs, and transactions are
developed and delivered
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Based upon the findings, Sibson recommended that Colorado School of Mines complete the following:
High Level Recommendations
Establish a shared services function to combine transactional processes for
Human Resources, Finance, Institutional Research and Procurement
Complete a detailed assessment and redesign of the Registrar to
ensure proper staffing levels, process efficiencies, and policy
effectiveness
Complete a detailed assessment and redesign of Research
Administration to reduce barriers to efficiency for research faculty
Kickoff a Culture of Excellence Initiative to
assess and address cultural challenges on
campus
Conduct a complete policy assessment and redesign
to be consistent with federal/state laws and
cultural priorities
Assess current technology environment at Mines and
develop a strategic technology roadmap for the
future
Complete a Human Resources Strategic Planning Initiative to
create enhanced strategic and consultative HR
services
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The Teams will be guided by an organized leadership structure so that the effort is comprehensive and efficient
Leadership Structure
President
Shared Services Team
Leader
Team
Sibson
Registrar Team Leader
Team
Sibson
CCIT Team Leader
Team
Sibson
HR Team Leader
Team
Sibson
Culture Team Leader
Team
Sibson
Research Team Leader
Team
Sibson
Policy Team Leader
Team
Sibson
Project Sponsors
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Project Sponsor(s)
Project Team Leaders
Project Team Members
• Provide thought leadership and vision • Establish and communicate project goals and objectives • Remove barriers to team progress • Monitor progress • Create excitement for change
• Support project goals and objectives • Provide formal and informal leadership • Build consensus and buy-in • Communicate progress to Sponsor
• Develop plans and strategies that will allow the unit to realize its vision
• Participate in team meetings • Provide ideas and suggestions for addressing critical
issues
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Project Management
Each team will be managed through the following structure:
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Provide thought leadership throughout the process
Ensure that the Team, its activities, and its designs are aligned to the University’s mission
Work with other Team Leaders to surface and coordinate cross-team issues and opportunities
Communicate frequently to other Team Members and Project Sponsors about the Team’s progress and direction
Participate as a member of the Team
Encourage innovation and creative approaches to the organization’s challenges
Foster collaboration and teamwork within the Team
Coordinate communications with other Team Leaders and the Project Sponsors
Team Leader Role
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Understand the goals, objectives and structure of the initiative
Be open, honest, candid and collaborative
Assess the current environment
Create recommendations for a future state
Identify organizational risks and challenges associated with implementing recommended changes
Support development of the implementation plan
Build on the ideas, thoughts, and suggestions of others
Participate fully
Team Member Role
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Storming • Resistance, change in attitude • Arguing between members, establishing unrealistic goals, disunity
Forming • Excitement, anticipation, and optimism • Defining tasks, determining acceptable group behavior
Storming • Resistance, change in attitude • Arguing between members, establishing unrealistic goals, disunity
Norming • Ability to criticize constructively, acceptance of members • More friendliness, team cohesion, establishing &
maintaining team goals
Performing • Satisfaction with team progress • Close attachment to the team
The Evolution of Teams
Effective Teaming
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• Highly visible project involving roles and jobs
• Organizational curiosity on how the project will impact individuals
• Lack of information breeds insecurity, uninformed speculation and rumors
Balancing Communications and Confidentiality
The Demand for Information The Demand for Confidentiality • Content is sensitive and communications
need to be accurate • Designs are evolutionary and premature
communication is irresponsible • Teams are developing
recommendations – not making final decisions
Communications
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Culture of Excellence Team Members Team Sponsors: Kirsten Volpi, Exec. VP & COO, CFO, Treasurer Tom Boyd, Interim Provost Peter Han, Chief of Staff Dan Fox, VP Student Life
Team Leader: Katie Johnson, Associate Professor EE
Team Members: Gyasi Evans, Research Librarian Jahi Simbai, Asst. Dean Grad. Studies Colin Terry, Assoc. Dean of Students Timeri Tolnay, Faculty Developer, TIIC Terri Hogue, Dir., HSEP, WE2ST, Professor, CEE Caroline Fuller, Admin. Coordinator, CASA Jonatan Bjoerk, Facilities Management Emilie Rusch, Public Information Specialist Amy Landis, Professor, CEE Katie Schmalzel, Prevention Program Manager Deb Lasich, Executive Director, Strategic Development
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Project Definition: Develop a baseline of the existing work climate followed by a targeted set of strategies and plans for driving a culture of excellence at every level of the institution, and ensuring high levels of morale and engagement for faculty and staff across the institution
Project Scope: Policies, practices/procedures, structures/hierarchies, data, programs and norms/behaviors that define the work climate and levels of faculty and staff morale, engagement, and satisfaction across the campus
Culture of Excellence Project Definition, Scope, and Goals
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Goals/Objectives: 1. Enhanced morale/engagement and supporting data 2. A cohesive, inclusive campus with higher levels of collaboration and
innovation 3. Improved quality of recruiting and retention of faculty and staff 4. Formal recognition as an employer of choice
Culture of Excellence Project Definition, Scope, and Goals
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Project Deliverables: 1. Clear identification of most significant cultural issues and challenges 2. A formalized culture transformation plan 3. Identification and design of solutions and strategies that enhance the work
culture and elevate employee morale, engagement, and productivity 4. Effective change management strategy that aligns the culture to broader
redesign efforts Success Metrics: 1. Increase employee engagement levels 2. Inclusive composition of faculty, staff, and students 3. Improved recruitment/retention of top talent
Culture of Excellence Project Deliverables and Success Metrics
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Working Team Approach
• Gain a shared view of the current state of the function
• Evaluate the Division’s strengths, weaknesses, opportunities, and threats
• Understand and confirm the case for change
• Develop recommendations for improving the quality, efficiency and effectiveness of services in the function
• Assess operational, organizational, financial and cultural risks, benefits and impacts of each recommendation
• Create a high level plan to implement the recommended changes
• Identify required investments and develop timelines, milestones, tasks and activities required to support the implementation
• Identify the imperatives for success in developing and delivering the change
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Team Orientation
Assess Current
Environment
Develop The Plan
Finalize Recommendations
• Communicate project goals and objectives
• Review Project Plan and timeline
• Review Project member roles
• Build excitement • Demonstrate
senior level commitment and importance of the program
• Establish a shared view of the current strengths and weaknesses in the Division
• Develop a common view of the current environment including barriers to change
• Assess and clarify project goals and success metrics
• Identify the essential strategies, initiatives and activities necessary to achieve the vision
• Assess feasibility of draft plans
• Identify barriers to implementation
• Ensure horizontal and vertical integration
• Assess plan risks and benefits
• Test draft plans with sponsor and other leaders
• Gather additional input
• Modify plans as appropriate
• Create implementation strategies
Project Timeline
August 24 Kickoff Meeting By 1-15-18 By 5-1-18
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Culture of Excellence Data Request Status Data Items Received
climate survey • Previous climate/engagement surveys or exit surveys that involve culture
• Any relevant data or metrics
• Culture committees or organizations with the charge of impacting culture
• Previous employer of choice applications or submissions (if applicable)
• Exit survey data that mentions culture
Received Policy Library
• Relevant policy documentation
• Miscellaneous (i.e., any other data or information relevant to help assess the quality and or efficiency of the unit, department or function)
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Describe the current culture at Mines and its key elements
• How would you describe the culture at Mines?
• Is there any important historical context that we should be aware of?
Outline Strengths, Weaknesses, Opportunities, and Threats
• Strengths identify the key internal strengths. An indication of the practices, processes, efforts, structures, organizations, cultures, facilities, capabilities, competencies, individuals, leaders, outcomes, results, etc. that perform effectively, efficiently and at high levels. May be considered among the best things within or about the culture
• Identifies the key internal weaknesses. An indication of the practices, processes, efforts, structures, organizations, cultures, facilities, capabilities, competencies, individuals, leaders, outcomes, results, etc. that are in need of improvement or that are not performing effectively, efficiently, or at a high level. May be considered among the worst things within or about the culture
• Identifies the best external opportunities. An indication of the opportunities to improve the quality of the culture
• Identifies the biggest external threats. An indication of market forces, economics, regulatory, competitive issues, etc. that pose the most daunting threat to the success of the culture
Describe the Current State
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Thursday, August 24, 2017 8:00 AM-10:00 AM
Thursday, September 7, 2017 8:00 AM-10:00 AM
Thursday, September 21, 2017 8:00 AM-10:00 AM
Thursday, October 5, 2017 8:00 AM-10:00 AM
Thursday, October 19, 2017 8:00 AM-10:00 AM
Thursday, November 2, 2017 8:00 AM-10:00 AM
Thursday, November 16, 2017 8:00 AM-10:00 AM
Thursday, November 30, 2017 8:00 AM-10:00 AM
Thursday, December 14, 2017 8:00 AM-10:00 AM
Meeting Schedule
Can’t make a meeting? Email [email protected] and [email protected]