A change platform, to deliver initiatives collaboratively

The question

Speed of change

Employee / customer expectations

Inclusive and innovative

response

Faster, cheaper

transformationWar for

talent

External pressures Internal responses What is on offer from:

• Recent thinking in change management

• Socially inclusive and innovative technologies

“Whoever can adapt fastest will win?”

De-briefEvolution of change• The Power of Engagement• History of Change – the Business Perspective• History of change – the HR Agenda• Emergent Ideas – Organisation Design and Development• Case Study in Action

The evolution of change

Project discipline User adoption Engagement

80s 90s 00s 10s

Collaboration

Digitally enabledEmployee-ledProcess-lite/ adaptable

The evolution of change

Project discipline User adoption Engagement

80s 90s 00s 10s

Collaboration

Informed case for changeEmpowered by leadersOwners of the change

CHANGE FUNDAMENTALS – THE POWER OF ENGAGEMENT

Leading ChangeJohn Kotter

The evolution of change

Project discipline User adoption Engagement

80s 90s 00s 10s

Collaboration

-> ‘Flexible workforce’

-> De-layering & rationalising

-> Outsourcing

-> 24*7 Global / networked organisations

Employment law reviews => Competitiveness & globalisation = Service based economy

Charles Handy: flexible workforce / Strategic HRM

Technological exploitation

Customer led

BUSINESS CHANGE

People and Organisational Development: A New Agenda for Organisational EffectivenessHelen Francis, Linda Holbeche and Martin Reddington

Increasing pace of change

The evolution of change

Project discipline User adoption Engagement

80s 90s 00s 10s

Collaboration

-> ‘Flexible workforce’

-> De-layering & rationalising

-> Outsourcing

-> 24*7 Global / networked organisations

Employment law reviews => Competitiveness & globalisation = Service based economy

Charles Handy: flexible workforce

Technological exploitation

Customer led

-> Employment relationship Breaking of unions ‘Job for life’ to ‘employability’ Scarcity of specialist talent => employee ‘value proposition’

-> HR discourse Personnel & training Ulrich: Strategic v operational role of HR/change

Organisation design / development+ employee engagement to release discretionary effort

BUSINESS CHANGE

HR AGENDA CHANGE

People and Organisational Development: A New Agenda for Organisational EffectivenessHelen Francis, Linda Holbeche and Martin Reddington

Jeremy Corbyn?

Emergent ideas

Politically savvy

Leadership and capability

Able to listen and intervene

Emergent ideas for the HR practitioner

Organisation design

Organisation development

• Governance and decision-making• Power, structure and sponsorship

• Engagement of those impacted*• Richer & sounder solutions

• Leadership coach• Capability and sustainability

Accelerate: A Dual Operating SystemJohn Kotter

* Digitally enabled – through platforms such as pinpa

Case study in actionNHS Whitepaper :

‘New era of thinking and practice in change and transformation.‘

Helen Bevan and Steve Fareham

Glassdoor:

With your HR / Employer hat on:

One word to explain how you feel about Glassdoor

Today’s example

Exploiting glassdoor:

“How can you leverage the opportunities and manage the threat of Glassdoor for your organisation?”

15 mins: discuss in your table groups and add ideas in Pinipa

Putting into into practice

People and Organisational Development: A New Agenda for Organisational EffectivenessHelen Francis, Linda Holbeche and Martin Reddington

Accelerate: A Dual Operating System John Kotter

NHS White paper – New Era of Thinking and Practice in Change and TransformationHelen Bevan and Steve Fareham

Faith Forster Geoff PuddephaCEO, Pinipa Org Design and Development

For more inspiration

Explore emerging trends in organisational change in a shared learning forum spanning the globe

11th & 12th November 2015 London | Sydney | Globally online

www.cmiconference.com