Managing Change conference-Leatham Green presentation
•Download as PPTX, PDF•
0 likes•1,143 views
1) The document discusses the need for cultural change in organizations and the three core components required: a compelling vision, leadership, and systems and processes that create trust. 2) It notes that successful change requires a vision, skills, incentives, resources, and an action plan, and that if any of these are missing it can lead to confusion, anxiety, gradual change, frustration, or false starts. 3) The author argues that the traditional employee relationship is changing and organizations need new human leadership, employee relationships based on trust, and cultures where employees feel valued, treated as adults, empowered, and passionate.
Report
Share
Managing Change conference-Leatham Green presentation
- 1. Leatham Green Director: People and Change Orbis How Do We Respond to Change?
- 2. the compelling alternative A trusted partnership delivering value to customers and residents through our expertise, innovation and passion.
- 4. What does cultural change mean for you?
- 5. Leadership Systems Processes Creating Change Behaviours Three core components required for sustained cultural change
- 6. Compelling Vision Why should I care? What is in it for me?
- 8. Behaviour drives cultural change
- 12. Change won’t be embraced without Trust
- 14. Welcome to the ‘VUCA’ World
- 15. The informal conversation is often the most impactful
- 16. We need to build networks and spread change behaviours Social Networks
- 17. 1. New forms of competition 2. More networked and collaborative 3. Structural change 4. Rapidly changing business models 5. Financial challenges 6. Rise of social media and public scrutiny The Impact of ‘VUCA’
- 18. Conclusions: 1. The traditional relationship with employees is dead or dying and we have to respond to this 2. The people processes and policies we have been pedalling for years are not working and need to change 3. As individual leaders we have to change
- 19. The Future World 1. New form of relationship based on Adult to Adult and mutual trust 2. Employee as Consumer 3. New human leaders
- 20. What type of culture do our colleagues want? People feel valued People are treated like Adults Colleagues feel empowered and enabled People feel passionate about what they do Things happen quickly • Develop the right structure • Drive the right behaviours • Create systems and processes that create trust • Have honest conversations with people • Reward and recognise people for their contributions What type of culture do you want?
- 21. Vision Chart Managing Change Successfully requires: Vision Skills Incentives Resources Action Plan If any one of these are missing, the following situations are created: Change Skills Incentives Resources Action Plan Vision Incentives Resources Action Plan Vision Skills Resources Action Plan Vision Skills Incentives Action Plan Vision Skills Incentives Resources Confusion Anxiety Gradual Change Frustration False Starts