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@CIPD_Events
#CIPDOD
Exploring different OD approaches for better impact
Sharon Varney
Director
Space for
Learning Ltd &
Director
Henley Forum
Betony Kelly
Head of Behaviour
Change
Department for
Education
Jaimini Lakhani
Change Director
British Council
Rose Rolle-Rowan
OD Consultant
Oxfordshire
County Council
2© The Henley Forum 2018 #HenleyForum henley.ac.uk/henleyforum
T H E H E N L E Y F O R U MK N O W | L E A R N | A D A P T | I N N O V A T E
Exploring different OD approaches
for greater impact
Sharon Varney
space for learning ltd
• A framework for thinking about OD approaches – Sharon
• OD in action - real life stories – Jaimini, Rose, Betony
• Pulling it together - Sharon
• Questions?
• Discussion – getting the balance right
Where we’re heading today
3@DrSharonVarney [email protected]
4© The Henley Forum 2018 #HenleyForum henley.ac.uk/henleyforum
A framework for thinking about OD approaches
Sharon Varneyspace for learning ltd
A timeline of OD
5@DrSharonVarney [email protected]
Diagnostic OD
Dialogic OD
Dynamic OD
TIME
1950s 2000s1980s
A useful framework for thinking about different OD approaches
6@DrSharonVarney [email protected]
Diagnostic OD
Dialogic OD Dynamic OD
• Data
• Change for
• By specialists
• Intervention
• Behavioural science
• Conversation
• Change with
• In partnership
• Conversation
• Positive psychology
• Action
• Change by
• Thru networks
• Activism
• Complexity science
Learning from
Change logic*
Who’s involved
Mechanism*
Theory
* Adapted from Professor Cliff Oswick, CASS at The Henley Forum 2017
7© The Henley Forum 2018 #HenleyForum henley.ac.uk/henleyforum
Diagnostic ODTeam China
Jaimini LakhaniBritish Council
OD with Team China
CIPD Conference I October 18th 2018
Jaimini Lakhani, Change Director
British Council
British Council OD Approach
manage
change
UKs international organisation
for cultural relations and
educational opportunities
• 84 years – UK largest charity
• 194 offices in 110 countries
• Fragile and conflict areas
• 11k workforce – 90% overseas
• £1.2bn income last year
• 86% income self generated
• 758m people reached
• 75m direct interactions
London Mayor Sadiq Khan
Team China I A two year journey
7508% of global workforce
50% in Beijing
7% Senior Mgmt
15%of global income
96%from one business unit
£50mnew funds
Relationships
Legal Entities
Spotlight
Talent
What I know for sure
Why ‘Diagnostic’
• Disturbance process - starts at “Hello’
• Multisensory experience > data
• Experience guides the volume
• Calibrate the priorities
• Sequence a long term roadmap
• Transformation starts with Trust
Thank You
13© The Henley Forum 2018 #HenleyForum henley.ac.uk/henleyforum
Dialogic ODCommunity Safety
Rose Rolle-RowanOxfordshire County Council
Dialogic OD
Case study presented by
Rose Rolle-Rowan, OD Consultant
14
Appreciative Inquiry
15
Positive topic
Discovery(the best of
what is)
Dream(envisaging
the possible)
Design(building the ideal)
Destiny(empower,
learn, adjust and
do)
Using Appreciative Inquiry in team coaching
• Setting the scene
–Recently formed senior leadership team
–Early stages of developing a new strategic framework
–Approach for this group
• Aims & outcomes
16
Guided questions we used
• Consider a time when you made a difference in your community
• Background, who was involved?
• What did you do, what was the impact?
• What processes/principles/behaviours helped?
• What got in the way/was frustrating?
• Learning for the future?
• Group analysis/sense making
17
Benefits and impact
• Open discussions across management tiers
• Shift in style of conversations
• Sense that future is built on the best of the past
• Influencing behaviours
– unpicking the “meetings culture”
– providing recognition for good work
– encouraging ongoing reflection
18
19© The Henley Forum 2018 #HenleyForum henley.ac.uk/henleyforum
Dynamic ODA user-centric coalition
Betony KellyDepartment for Education
Betony Kelly
@betonykelly
Dynamic OD:
Embracing
chaos to
create
sustainable
change
We’re transforming DfE into a delivery
organisation where we can all be user-
centred, empowered, evidence-based
and focused on end-to-end delivery
From change champions…
The approach
Testing ideas and gathering input to feed back to the centre
A network of engaged, informed and motivated people
Amplifying central transformation messages and challenging resistance
The drawbacks
Perpetuates existing hierarchies
Unlikely to be the real influencers
Brought in late and with limited context
Used by the centre to validate their work
To a coalition
Move away from passive stakeholders to active participants
A clear shared purpose and identity
Positive deviants
Space and support to be creative and innovative
Reciprocity
Supported by adaptive leadership (not managed or done to)
Similar to diversity networks (Issue motivated, self-selected not nominated)
Avoid language that carriers a lot of baggage
Time limited
What we learnt
Do more
Spend time supporting and coaching a strong chair
Build and celebrate the community outside of meetings
Demonstrate impact and progress
Have a secretariat in place to make sure the basics are covered well
Do less
Agonising over the conflicting advice and personal investment
Pre-reading and preparation
Allowing fluidity of membership / deputies
Thanks!
Keep in touch
@betonykelly
Pulling it together
Sharon Varneyspace for learning ltd
• Good OD has a blend of all 3 approaches
• Without data... OD is ungrounded
(and potentially dangerous)
• Without dialogue... OD is imposed
• Without dynamism... OD is irrelevant
Pulling it together
27
What’s the right balance for your organisation?
@DrSharonVarney [email protected]
• DON’T just pick your favourite
approaches and apply them to
everything. It doesn’t work!
• DO focus on developing yourself
and advancing your OD practice in
all 3 areas...
• ...so you get the balance right
Advancing your OD Practice
28@DrSharonVarney [email protected]
The Henley Forum approach
to Advancing your OD Practice
29© The Henley Forum 2018 #HenleyForum henley.ac.uk/henleyforum
Discussion
Finding the right balance
Table discussion: Finding the right balance
30
Diagnostic OD
Dialogic OD
Dynamic OD
o What kinds of OD approaches do you use?
o What do you need to dial up/down?
o What balance of OD approaches does your organisation need?
o What’s the balance like between diagnostic, dialogic& dynamic approaches?
31© The Henley Forum 2018 #HenleyForum henley.ac.uk/henleyforum
Thank you everyone
Stay in touch:
@DrSharonVarney
mailto:[email protected]