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Establishing a Change Team.
Successes, challenges and
lessons learnt Katie Hellmann and Georgina Lyons
5 July 2013
∂
Background
• Efficiencies agenda
• Durham’s interpretation – make the best use of existing resources
• Change management: Different approaches considered
• Lean chosen because of focus on processes and people
• Change Team established in September 2011
• Support from Cardiff
∂
The Change Team
• A core team of 3
• Split roles
• Recruitment process
• Specific skills required, and tested
• Hub and spoke model:
• Change Network
• Position within organisation
• CIS?
• Strategic Planning and Change?
∂
Methodology
Our 5-step approach
to process
improvement
∂
Projects
• First, a UEC sponsored list
• The pilots: (1) Library and (2) Global learning tutor payments
• Procedures for visitors
• Fee status assessments
• Individual consultancy
• Then, ad hoc work:
• International Office
• CEM
• HR
∂
Change Network
• 10 members trained initially. Now around 50
• Support for change events, promotion of change work,
encouraging cultural change throughout the university
• Some members more engaged than others due to a lack of time
for delivery in own areas
• But good things happening
∂
Successes
• Where change must happen
• Where changes can be made by those involved in the project
• Where people have time to make the changes
• Where there is enthusiasm for change
∂
Challenges
• Where changes proposed would necessitate investment
• Lack of clear ownership
• Underlying staff management issues
• Business as usual
• Hidden agendas
∂
Lessons learnt
• Facilitation v project management
• Terminology
• Lean and the customer
• Choice of projects
• Ability to make changes
• Enthusiasm
• Time to change
• Ownership
∂
More lessons
• Training and development
• Split roles
• Leadership
• Cultural change takes time. Small steps can be more effective
than big leaps
∂
To conclude
• Bottom up support is important
• Top down support is a necessity
• Commitment from all involved is essential
• Change management is more than process improvement
• Be prepared to address staff management and cultural issues
∂
Finally…
• Process improvement (and change work more generally) can be
fun, rewarding and successful
• Engaging staff and building relationships
• Improving ways of working
• Cultural change
• Any questions?