© Macanta Consulting 2012 Balanced Diversity
Karen Ferris Director, Macanta Consulting
Balanced Diversity
A Portfolio Approach to Organisational Change
© Macanta Consulting 2012 Balanced Diversity
Outline
• Culture change • The challenge • The solution
– a portfolio approach – a balanced and diverse set of practices
• Application and next steps • Questions
© Macanta Consulting 2012 Balanced Diversity
Culture Change
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Culture Change
Culture = Behaviour
The behaviours that represent the general operating norms in your environment
“The way we do things around here”
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The Challenge
It is not just about making a cultural change
It’s about creating a culture FOR change
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© Macanta Consulting 2012 Balanced Diversity
Some people will embrace change - others will resist it
Every one will respond differently to every change It depends on the nature of the change and how it will impact them
© Macanta Consulting 2012 Balanced Diversity
THE
CH
AN
GE
CU
RVE
There’s no need for
change – the way we do things is just
fine
Why me? It’s not fair. Why not you?
I’ll do a different job. Can’t it wait a
while?
What’s the point? Why bother?
OK, maybe I’ll listen. What’s in it for me?
It’s going to be ok
© Macanta Consulting 2012 Balanced Diversity
Some people will embrace change - others will resist it
Every one will respond differently to every change It depends on the nature of the change and how it will impact them
Every one will adapt to change at varying speeds and everyone will adopt and embrace change at a different pace
© Macanta Consulting 2012 Balanced Diversity
The Framework
• 13,756 academic and practitioner articles and reports
• Narrowed down to 197 for inclusion in the systematic review
• 59 distinct practices grouped in categories
• Adopted for use in service management in consultation with NBS and S. Bertels
http://nbs.net/knowledge/culture/systematic-review/
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Intent
FULFILMENT
INNOVATION
What you are trying to accomplish
Should do
Could do
Compliance Operational excellence Targeted reinforcement
Experimenting Listening Trying new things
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Approach How you are doing it
INFORMAL FORMALDiscussion
Experiences Modelling desired behaviours
Codes of conduct Procedures Systems and training materials Implementing programmes
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INFORMAL FORMAL
FULFILMENT
INNOVATION
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Build and reinforce the importance of the change for the organisation and to support and encourage those who are making efforts to embed the change
Integrate the change into the core of the organisation’s strategies and processes Equip and encourage employees via training and incentives Measure, track and report on the organisation’s progress
Support a culture of change innovation by developing the new ideas needed to bring the organisation closer to its long-term goals Inspire and reassure employees so that they can experiment, try new things, and build on each other’s ideas
Create structures or supports that will form a foundation for future changes in the organisation
© Macanta Consulting 2012 Balanced Diversity
© Macanta Consulting 2012 Balanced Diversity
Portfolio Approach
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Current Change Initiatives – Gap Analysis
Heavily Used Partially Used
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Future Change Initiatives – Planning
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Applying the Framework
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Fostering Commitment
Contribute to the community and encourage and enable employees to do the same
Ensure that the change tasks are completed through monitoring, reviewing and enquiring on the status of key tasks
Build and reinforce the importance of the change for the organisation and to motivate, support and encourage those who are making efforts to embed the change
Practices that serve to identify the change as a priority for the organisation Organisation’s actions send strong messages
Emphasize the importance of the change Reinforce the message Embed in hearts and minds Regular checkpoints and reviews Keep on the agenda Maintain momentum
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Clarifying Expectations Expand existing roles or develop new roles within the organisation to capture essential responsibilities relating to the change
Organisational members examine their own systems, processes, projects or products for reliability, accuracy, adherence to standards and compliance
Integrate the change into the core of the organisation’s strategies and processes Equip and encourage employees via training and incentives Measure, track and report on progress
Allocate responsibility for the change to new or existing roles including roles at most senior levels Demonstrating commitment to the change
Formal evaluations that examine systems, processes, projects or products for reliability, accuracy, adherence to standards and compliance
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Building Momentum for Change
Initiate; create events that help set things in motion; disrupt the status quo
Envision a different future and identify the actions required in order to reach it
Support a culture of change innovation by developing the new ideas that will bring the organisation closer to its long-term goals Inspire and reassure employees so that they can experiment, try new things, and build on each other’s ideas
Techniques used to encourage or convince individuals of the importance of the change and the need to take transformative action
Stepping back from everyday operational issues and thinking holistically and prospectively Imagining an ideal future and allowing vision to drive current actions
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Instilling Capacity for Change
Make use of systems or processes to perceive and recognise external information
Create new products or services that realise the organisations commitment to change
Create structures and supports that will form a foundation for future changes in the organisation
Creating processes and mechanisms to gather knowledge or skills
Create or implement new mechanisms to support future initiatives
© Macanta Consulting 2012 Balanced Diversity
Summary
• Use the framework for all types of changes • Embed it into the PDCA cycle • Ensure a balanced portfolio approach • Choose a diversity of practices • Revisit on a regular basis
It is not just about making a cultural change
It’s about creating a culture FOR change
© Macanta Consulting 2012 Balanced Diversity
Email: [email protected] Website: www.macanta.com.au Twitter: @karen_ferris Facebook: http://www.facebook.com/MacantaConsulting Mobile: +61 (0)425 728 498
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