Delivering Transformational Culture Change

1. Delivering Transformational Culture Change Development Programme Quote NBI Associates www.nbiassociates.co.uk

2. NBI ASSOCIATES...optimize individual, team and business potential... Director: David E Watters E: connect@nbiassociates.co.uk T: 07800813189 Skype: never.blend.in

3. Outline ENDORSEMENTS

4. WHO ARE NBI ASSOCIATES? NBI Associates are an inclusion-focussed specialist training company with a reputation for providing organisations with the tools to achieve meaningful and lasting cultural change. • We cater for Corporate and Academic clients and tailor our provision to ensure that your unique requirements are fulfilled. • We build strong and effective relationships with each client company and provide consultative support to identify opportunities, interventions, and initiatives for improvement. • Through principled and practical leadership, we collaboratively decide upon and develop common goals and guide clients and their staff towards the shared-ownership and realisation of an agreed vision which will ultimately and organically nurture and drive key business outcomes.

5. Delivering TransformationalCulture Change Our role is to ease the journey towards successful new ways of working by considering the wider impact of change initiatives upon the organization and all key stakeholders. We collaboratively plan and carefully build the proper foundations, ensuring that change is implemented smoothly and with lasting benefits. We support organisations in identifying and recruiting influential change leaders, building and communicating a shared vision, and advise on how to effectively remove obstacles to securing that vision. Throughout the change process, we specialise in creating quick wins, and build upon this momentum to make the desired changes a more lasting part of organizational culture. The beneficial impact of NBI is far reaching and profound in that, when individual self-concept is improved and collective habits, attitudes, beliefs and expectations are understood, organizational potential is enhanced on every level.

6. PROCESS Step 1: Create Urgency Step 2: Form a Powerful Coalition Step 3: Create a Vision for Change Step 4: Communicate the Vision Step 5: Remove Obstacles Step 6: Create Short-term Wins Step 7: Build on the Change Step 8: Anchor the Changes in Corporate Culture

7. STRATEGIES (1) • Identify potential threats, and develop scenarios showing what could happen in the future. • Examine opportunities that should be, or could be, exploited. • Start honest discussions, and give dynamic and convincing reasons to get people talking and thinking. • Request support from customers, outside stakeholders and industry people to strengthen your argument. • Identify the true leaders in your organization. • Ask for an emotional commitment from these key people. • Work on team building within your change coalition. • Check your team for weak areas, and ensure that you have a good mix of people from different departments and different levels within your company.

8. STRATEGIES (2) • Determine the values that are central to the change. • Develop a short summary (one or two sentences) that captures what you "see" as the future of your organization. • Create a strategy to execute that vision. • Ensure that your change coalition can describe the vision in five minutes or less. • Practice your "vision speech" often. • Talk often about your change vision. • Openly and honestly address peoples' concerns and anxieties. • Apply your vision to all aspects of operations – from training to performance reviews. Tie everything back to the vision. • Lead by example.

9. STRATEGIES (3) • Identify, or hire, change leaders whose main roles are to deliver the change. • Look at your organizational structure, job descriptions, and performance and compensation systems to ensure they're in line with your vision. • Recognize and reward people for making change happen. • Identify people who are resisting the change, and help them see what's needed. • Take action to quickly remove barriers (human or otherwise).

10. STRATEGIES (4) • Look for sure-fire projects that you can implement without help from any strong critics of the change. • Don't choose early targets that are expensive. You want to be able to justify the investment in each project. • Thoroughly analyze the potential pros and cons of your targets. If you don't succeed with an early goal, it can hurt your entire change initiative. • Reward the people who help you meet the targets.

11. STRATEGIES (5) • After every win, analyze what went right and what needs improving. • Set goals to continue building on the momentum you've achieved. • Keep ideas fresh by bringing in new change agents and leaders for your change coalition. • Talk about progress every chance you get. Tell success stories about the change process, and repeat other stories that you hear. • Include the change ideals and values when hiring and training new staff. • Publicly recognize key members of your original change coalition, and make sure the rest of the staff – new and old – remembers their contributions. • Create plans to replace key leaders of change as they move on. This will help ensure that their legacy is not lost or forgotten.

12. QUOTE • Anticipated costs per programme, total costs, plus expenses. (subject to further information) • Programme duration. (subject to further information) • Delegate numbers per programme. (manageable number per programme, 15 – 20 delegates) • How quickly you could deliver the programme. (from July 2012) • Additional information not included above. (please refer to attached brochure or visit www.nbiassociates.co.uk)

13. ENDORSEMENTS (1) It's no shame to get help and inspiration from others, which is why David Watters 'Never Blend In’, is so timely. TRISHA GODDARD Stuart Milk, nephew of Harvey Milk and Equality Advocate, has said: “I love your work, which is vital to show the richness of embracing and celebrating our wonderful diversity. As Harvey would say, you’re bringing medicine into the world that the world needs! Thank you!”

14. ENDORSEMENTS (2) “David is a person of unrivalled integrity, who has great passion for his art and for whom I have the greatest respect.” Matthew Kolakowski, Curriculum Leader, Greenwich Community College “David Watters is a tireless advocate of social justice and engaging writing. Working with David on a community service project in San Francisco, with him in England, was a breeze, fun and highly effective. I recommend his services, charm and, most importantly, passion for any advocacy needing to be done.” Melton Cartes, Chief Ad Guy, AnAdGuy.com

15. ENDORSEMENTS (3) David had a great leadership styles that enable his staff to develop at their own pace, while maintaining a high standard for his team. His advice and support for CPD has been extremely beneficial which has resulted in me writing development programs. Furthermore, David's passion on the subject of equality and diversity was very inspirational. With this in mind, I recommend David as a leader who can write about our unique experience's in and outside the working environment. Hope to work with him in the near future.” Michael Noble, Owner, IyPSchool

16. ENDORSEMENTS (4) “David is an amazing being trying to make a difference in the world and is effective at doing so!” Liza Friendlander, President, Friedlander Investigative Services, LLC “I can highly recommend David for his ethics, his talent, and his dedication to nurturing individuality and originality while encouraging all of us to realize that we all have the power to change history ourselves on a grass-roots level with community outreach and activism.” Joe Mannetti, Contract Clinician, Waterford Youth Services Bureau

17. ENDORSEMENTS (5) “I have known David for Several years. His commitment and his absolute resolve to complete his task(s) for himself or his clients, even in the face of adversity is humbling. I would recommend David, if you are looking for a committed person who will follow through with his promises, regardless of the obstacles.” Neil Kohrn, President, Communications Strategists, Inc. “David Watters is a hard-working, tireless advocate for social justice and I recommend him highly in any capacity!” Lesléa Newman, Writer and Writing Consultant, Write from the Heart “David is a rare individual. Someone with a cause but also someone who is pragmatic. He understands his area but also the way the world thinks and is not judgemental but someone who looks for a 'win/win'. This is rare but is the measure of the man. I would heartily recommend him for his intelligence, people ability and pragmatism.” Gladeana McMahon, Director, Gladeana McMahon Associates David Watters is passionate in his work, inspiring others to become their best selves, and to value themselves and others. His considerable writing skills help create and promote inclusivity and equality for all people. Rev. David Weekley (Minister at United Methodist Church)

18. E: connect@nbiassociates.co.ukT: 07800813189Skype: never.blend.in Let us assist you in building an inclusive, creative, dynamic and profitable community