Change Management

1. Change Management • These slides provide an insight into why change can often be variable in its impact. It is in two parts – the first two slides provide a simple overview on the importance of balancing system and passion and initiates discussion on the pitfalls- the remaining six slides take a more systematic look at the pitfalls through the various stages of change, and categorises the underlying causes as catalysts and poisons. • Please do not attempt to use these slides as part of a presentation until you have read and fully understood the relevant sections of the website, you know how each slide builds, and you are clear on the points you wish to make with them

2. Anarchy Where we want to be Where weare now Bureacracy IMPLEMENTING A CONTINUOUS IMPROVEMENT CULTURE Passion Systems

3. Passion Where we want to be Where weare now Systems IMPLEMENTING A CONTINUOUS IMPROVEMENT CULTURE Neglect Shoestring Blame Pride Hypocrisy Cynicism

4. Implementation Exploitation • Introduction Awareness Preparation Commitment Building Effecting Change Solving Problems Developing People Incorporation Reinforcement Maximising Value THREE PHASES OF BEHAVIOURAL/CULTURAL CHANGE Time

5. Ideal Typical People Effects:Up DriversDown Drivers System Effects:CatalystsPoisons Enthusiasm Steady Progress New insights Concern/Fear Unresolved Issues Old Habits PERFORMANCE DURING BEHAVIOURAL/CULTURAL CHANGE Performance Time Introduction Implementation Exploitation

6. Introduction INTRODUCTION PHASE Sense of Purpose Complete Picture Personal Benefit Confidence / Commitment Clear / Worthwhile Objectives Communication / Education Fundamental Involvement Consistent Approach Historic Exploitation Ambiguity / Politics Secrecy / Rumours Mixed Messages Ignorance / Uncertainty Isolation Lack of Trust Self Protection

7. Implementation IMPLEMENTATION PHASE Personal Ownership Positive Attitude Required Skills Knowledge Achievement / Contribution Clear / Confident Strategy Coordination / Measurement Team Based Involvement Recognition / Reward Bureaucracy Infeasible Tasks Lack of Support Parochialism Us and Them Stress / Overload Lack of Confidence Habit / Vested Interests

8. Exploitation EXPLOITATION PHASE Desire to Contribute Sense of Ownership Positive Reinforcement Intelligent Experimentation Alignment Feedback / Recognition Review / Measurement Incorporation Loss of Focus Changing Priorities Autocracy Confused ‘Reward’ System Opportunism Complacency Bad Habits Loss of Interest

9. PLANNING CHECKLIST Have we communicated clear / worthwhile objectives, which we own Have we provided the appropriate training and education Do we have a way to involve people and engage their ideas Is the management team prepared to provide a consistent approachDo we have a clear strategy which outlines each person’s role Have we the mechanisms in place to coordinate & measure progress Have we exploited the potential for teamworking and self-learning Do we have the means to stimulate, recognise & reward good efforts Do we have the management processes to align people to our goals Have we the means to identify and deal with performance issues Are our Human Resource & Appraisal systems aligned to our needs Have we planned to ensure the new practices are fully incorporated Have we provided space for further individual creative development Have we ensured that the poisons in each phase are under control