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Managing and Succeeding Under Any Condition A Change Management Learning Workshop. Lead, Engage, Align, Do! (LEAD). What is Change?. The PROCESS of BECOMING DIFFERENT - PowerPoint PPT Presentation
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Managing and Managing and Succeeding Under Succeeding Under
Any ConditionAny Condition
A Change Management Learning A Change Management Learning WorkshopWorkshop
Lead, Engage, Align, Do! (LEAD)
• The PROCESS of BECOMING DIFFERENT
• To MAKE the form, nature, content, future course , etc. of
something DIFFERENT from what IT IS or from what it
WOULD HAVE BEEN IF LEFT ALONE
• Risk or fear of change to the unknown
• Loss of connection to others identified with the old way
• No role models for the new activity: “Walang
magagayahan”
• Fear and or lack of competence to change: “Kaya ko ba
yan? Matanda na ako sa ganito.”
• Feeling and or fear of being overloaded/overwhelmed
• Skepticism and want to be sure the new idea is sound: “ano
yan…magaling ba yan …”
• Hidden agenda among would be reformers: “siya kasi …
sabi ni … pakulo ni …”
• Change might change notion of self
• Fear of loss of status and or quality of life
• Genuine belief it will not workAJ Schuler
Doctor of PsychologyLeadership and Organization Change Expert
• Create a Sense of UrgencyHelp others see the need for change and the
importance of acting immediately
• Pull Together the Guiding TeamMake sure there is a powerful group guiding
the change
Competencies needed: leadership skills, credibility, communications ability, authority, analytical skills, a sense of urgency
• Develop the Change Vision and Strategy
Clarify how the future will be different from the past, and how to make that future a reality
• Communicate for Understanding and Buy InMake sure that many understand and accept the vision and strategy
• Empower Others to Act Remove barriers as possible
• Produce Short Term Wins Create some visible, unambiguous successes
• Don’t Let up
• Create a New Culture
Hold on to the new ways of behaving
Make sure they succeed until they become strong enough to replace old traditions
Communication Communication PlanPlan
Lead, Engage, Align, Do! (LEAD)
• Any change in the organization must be communicated properly to ensure buy-in and eventual implementation of any new program.
• The Results - based Performance Management System (RPMS) intends to bring about change in the way we assess our performance and competencies to become better public servants.
The overall tagline for all HROD
interventions is “EduGaling tungo sa
Edukalidad.” This speaks of the ultimate
objective of achieving quality in basic
education through effective and efficient
strategic planning, performance
management system and total quality
management.
Project Objectives
Improve performance management system of DepEd personnel and teachers
Communication Challenges
Lack or absence of buy-in of RPMS
Negative attitude
Lack of skills in using RPMS
Communication Objectives to Support Project Objectives
Increase awareness and understanding of DepEd personnel on RPMS as a management tool for performance planning, control and improvement
Improve skills in using RPMS through capability-building, mentoring and coaching
Communication
Intervention
Mount advocacy and communication campaigns thru face-to-face meetings, internet, newsletters, etc.
Conduct regular training on the use of RPMS
Outcomes
DepEd personnel and teachers have become more knowledgeable and skilled in the use of RPMS
DepEd personnel and teachers have internalized their roles as partners of management and co-employees in meeting organizational performance goals
Impact
Alignment of individual employee’s goals with DepEd’s strategic goals
Accountability is recognized through improved culture of performance.
• RPMS wants to adopt Lead, Engage, Align and Do (LEAD) as
its specific tagline to show results in everything that a
DepEd employee or teacher does.
• We therefore would like to launch
DepEd goes RPMS: Lead, Engage, Align and Do! (LEAD)
Ito’y EduGaling tungo sa Edukalidad.
• L – Lead co-employees or co-teachers through change by
inspiring and influencing them to understand and
appreciate the new RPMS
• E – Engage and get involved in the new RPMS. Read
information materials and attend orientation seminars to
further understand how the new system works.
• A – Align everything that you do with the institutional
direction of DepEd to achieve its goals and strategic results.
• D – Do what is required of you to do through individual
planning, consultations with the supervisor and
coordinating with co-employees or co-teachers and get
evaluated and rewarded for a job well done.
•Increase awareness and understanding of DepEd officials and
personnel on RPMS as a management tool for performance
planning and improvement; and
•Improve skills in using RPMS through capability-building,
mentoring and coaching.
DepEd employees and
teaching personnel to
understand and appreciate
the importance of RPMS as a
means to assess their
contributions to the
attainment of DepEd mandate
and organizational goals.
DepEd officials, regional directors
and supervisors who are expected
to champion RPMS; and
• RPMS is needed to align individual employee’s goals with
the strategic goals of DepEd;
• RPMS is designed to ensure a fair and objective way of
assessing individual performance based on agency targets
and recognize meritorious performance with a rewards and
incentives system such as productivity bonus, scholarships,
training and development;
• RPMS shall recognize the important role of employees and
teachers in meeting the DepEd mandate and organizational
goals.
• Based on the communication objectives, audiences and key messages, RPMS will be implemented through the following communication activities:
- Briefing with DepEd leadership through consultation meetings
- Announcement of the new RPMS and its overall tagline through circulars, memos or emails- Solicitation of support and designation of RPMS
Focal Persons meetings, emails, circulars and memos- Briefing with the TWG through presentations
• Trainer’s training workshops
• Media blasts and campaigns
• Simple launching
• Roadshow cascades