Change Management for Constitutionalism

Change Management for ConstitutionalismA Toolkit for Promoting Constitutionalism Through Change Management

Consultant: Eva Muthuuri

CIC The institution charged with overseeing the implementation of the Constitution.CIC provides technical backstopping to public institutions to undertake these three stages.Commissioned a consultant to develop a Change management Toolkit for Promoting Constitutionalism

Strategic Direction for Constitutional Change ManagementGoal: To inculcate constitutional values and principles in the service delivery and operations of a public institution, and to ensure that the institution defends, respects and upholds the letter and spirit of the Constitution.Outcomes:Constitutional values and principles modeled by the employees of the institution and other actors within its sector/industry.Employees of the institution and other actors within its sector/industry appreciate and take up their role in implementing the Constitution of Kenya 2010.

Constitutionalism through Change Management Objectives of the ToolkitThis toolkit seeks to provide guidance to public institutions on how to develop a strategy for Change Management for Constitutionalism and how to effectively manage change for constitutionalism. Target Audience Institutional managers and change champions at the organizational level. It will also act an information material on how to manage constitutional change for any other interested persons.

Basics of Change Management

6Implementing Change Management for Constitutionalism (3 stages & 5 steps)Stage 1 Setting the stage for ChangeStep 1: Setting the Agenda for ChangeStep 2: Building Support Internally and ExternallyInformation development and passing

Stage 2 Managing the Change and TransformationStep 3: Roll Out for Implementing the Change ProcessTransformation and motivation

Stage 3 Measuring the Change and TransformationStep 4: MeasuringStep 5: Reporting PlanMonitoring

Information Passing1. Describing The Ideal Public Service11 Articles of the Constitution Article 10 (Shared Values)Article 41 (Labour Relations)Article 73 (Responsibility and Leadership)Article 74 (Oath of the Office of State Officers)Article 75 (Conduct of State Officers)Article 76 (Financial Probity of State Officers)Article 232 (Values and Principles of Public Service) Article 234 (Functions and Powers of the Public Service Commission)Article 235 (Staffing for the County Government)Article 236 ( Protection of a Public Officer) Article 259 ( Interpretation of the ConstitutionIts essential to understand both the desired future (as described in the 11 articles of the constitution above) and the current status, so as to gain a clear picture of the magnitude and nature of the gap that must be closed to achieve change

3 crucial questions for the transformative actionWhat does ideal state of constitutional compliance look like for us and our sector/industry?(see the 11 articles)

Where are we now?(use the constitutional audit tool)

What do we need to move from where we are now to the ideal state of constitutional compliance?(The 3stage and 5 steps process)

The Transformation ApproachTransformation requires that the change practitioner be willing and able to do the following:Address the context as well as the content of information about the new change process. In a bureaucratic system like the government a top down approach is recommended. From the board to the senior management to the technical experts. The formation of a core group to push the process is essential. Transformation or a Reset the persons priorities entrenched in performance contracting.Motivation or how the person responds effectively to the change process putting in place reward and punitive measures in this case through performance contractingClarify the indicators of success and put in place monitoring processes. Lobby support both internal and external

10Stage 1 Setting the stage for ChangeActivities:Identifying the core team of change champions to drive changeSetting the customized change agendaLeadership orientationTop Management Training Staff and Stakeholder Induction Development of the customized Change Management Strategy

Outputs: Fostered urgency and collective agreement/ understanding in the need for change(1)Change management core team and (2) sector/ industry change agents appointed Action plan for implementing the strategy

Stage 2 Managing the ChangeActivities:Implementation of the Change Management for Constitutionalism Strategy

Recruit Change ChampionsThe team leader to share the vision and mobilize resources.The communicator - to create, share and report the change narrative.The analyst to monitor and evaluate the progress of change.

Outputs:Finalized change management activities through the Change Champions

Stage 3 Measuring the ChangeActivities:Monitoring and evaluating the change management for constitutionalism Communicating /Reporting the change Develop the work plans and envisioned change

Outputs:Set of indicators for measuring the progress of change.Periodic M&E reports to be submitted to CIC Learning, reflection and adjusting

The Toolkit ClusterInstitutionsCentral Support Ministries The National TreasuryMinistry of Devolution and PlanningMinistry of Interior and Coordination of National Government Central Support Ministries Ministry of Information Communications TechnologyMinistry of HealthMinistry of AgricultureMinistry of LabourMinistry of Lands International Affairs Ministry Ministry of Trade and International Affairs County Governments Kisumu County Eldoret County Meru County Nairobi City CountyKilifi County Parastatals and State Corporations Regional Development AuthoritiesWater Service Boards Insurance Regulatory AuthorityState Corporations Advisory CommitteeRetirement Benefits AuthorityKenya Ports Authority The toolkit will be rolled out on a pilot basis to public institutions as per the clustering below:14Change Management for Constitutionalism

Worksheets

Stage 1Setting the Stage for Change

Step 1: Back Ground Preparation in Setting the Agenda for Change:Tool 1: Annex 1 Worksheet: Identifying Potential Change IssuesTool 2: Annex 2 -Setting the Change GoalTool 3: Annex 3. Developing Change Objectives Tool 4: Annex 4. Developing Change Outputs and Outcomes Tool 5: Annex 5. Mapping the Organization onto the Constitution of Kenya 2010

Step 2: Building Support Internally and Externally

Tool 6: Annex 6: Worksheet: Identifying Decision-makers and Influencers

Tool 7: Annex 7: Worksheet: Identifying Decision-makers Key Interests

Tool 8: Annex 8: Worksheet: Identifying and addressing the Opposition

Tool 9 : Annex 9: Worksheet: Selecting Partners

STEP 3: Implementing the Change Process

Tool 10: Annex 10. Worksheet: Developing a Work PlanTool 11: Annex 11: Worksheet: Taking Inventory of Assets and GapsTool 12: Annex 12: Worksheet: Overcoming Obstacles Tool 13: Annex 13. Worksheet: Crafting Change MessagesTool 14: Annex 14. Worksheet: Identifying Change Messengers

Step 4: Measuring

Tool 15: Annex 15: Worksheet: Planning to Measure ChangeTool 16: Annex 16: Info-sheet: Overview of Constitutional Change Frontiers Tool 17: Annex 17: Tool For Conducting A Constitutional Audit

Step 5: Roll Out and Reporting Plan

Tool 18: Annex 18: The rollout plan National Levels of Reporting and Supervision

Tool 19: Annex 19: The Roll Out Plan Following the Change Management Pillars

Tool 20: Annex 20: Monitoring and Reporting Tool for Implementation of The Change Management Strategy

See The Hand Outs