Office of Research iSTAR Initiative Update Debbie Flores 2/2009
iSTAR <ul><li>iSTAR.  In 2007, the Office of Research launched a unit-wide strategic and organizational improvement effort...
<ul><li>“ You have to get at ground truth before you can turn anything around” </li></ul><ul><li>-FIERCE CONVERSATIONS </l...
Survey & Focus Groups <ul><li>Gave a voice to our staff and stakeholders in a safe place </li></ul><ul><li>Provided us an ...
Mission * Vision * Values Organization Goals OSP HSD ORIS OR Central Office of Research Building organizational framework ...
 
Broadened our landscape <ul><li>Recognized process partners and stakeholders </li></ul><ul><li>In some cases, began to bui...
Turning Vision into Reality Improving Organizational Effectiveness <ul><li>Organizational cultural change </li></ul><ul><l...
What we are working on now <ul><li>Organizational  Climate </li></ul><ul><li>Establishing Culture, Norms, Values through: ...
Judith Hale of Hale Associates
Metrics By  Zach  Gemignani July 1, 2007 http://www.juiceanalytics.com/writing/2007/07/
A few next steps <ul><li>Identify metrics and a way to communicate them with staff and campus </li></ul><ul><li>Prioritize...
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Or update 1.09

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Or update 1.09

  1. 1. Office of Research iSTAR Initiative Update Debbie Flores 2/2009
  2. 2. iSTAR <ul><li>iSTAR. In 2007, the Office of Research launched a unit-wide strategic and organizational improvement effort called iSTAR (“Improving Services to Advance Research”) in order to transform our climate, processes, service, and interactions with our process partners and key stakeholders </li></ul><ul><li>The anticipated outcomes of these efforts are to increase service to researchers and their support staff; to increase efficiencies within OR; and to ensure that OR is providing a working climate that is respectful and supportive to staff, and offers staff development opportunities as possible </li></ul>
  3. 3. <ul><li>“ You have to get at ground truth before you can turn anything around” </li></ul><ul><li>-FIERCE CONVERSATIONS </li></ul>
  4. 4. Survey & Focus Groups <ul><li>Gave a voice to our staff and stakeholders in a safe place </li></ul><ul><li>Provided us an opportunity to examine everyone’s truth </li></ul><ul><li>Obtained insights into our organization and ourselves, as leaders </li></ul><ul><li>Provided us with a baseline from which to begin cultural change and process improvement </li></ul>
  5. 5. Mission * Vision * Values Organization Goals OSP HSD ORIS OR Central Office of Research Building organizational framework Fruit = Products & Services Leaves = Unit Goals Branches = Units of the same organization Trunk = Organizational Goals Roots = Mission, Vision, Values Unit Goals Products & Services
  6. 7. Broadened our landscape <ul><li>Recognized process partners and stakeholders </li></ul><ul><li>In some cases, began to build working relationships for the first time </li></ul><ul><li>Understood that we need accountability at all levels internally and externally to our process partners and stakeholders </li></ul>
  7. 8. Turning Vision into Reality Improving Organizational Effectiveness <ul><li>Organizational cultural change </li></ul><ul><li>Measuring products & services </li></ul><ul><li>Improving processes </li></ul>The Office of Research will create an outstanding climate of support for University of Washington researchers, broadly enabling stellar research advances.
  8. 9. What we are working on now <ul><li>Organizational Climate </li></ul><ul><li>Establishing Culture, Norms, Values through: </li></ul><ul><li>Leadership & staff development </li></ul><ul><li>Employee preparation & commitment </li></ul><ul><li>Change management </li></ul><ul><li>Customer Service </li></ul><ul><li>Employee performance </li></ul><ul><li>Employee recognition </li></ul><ul><li>Process </li></ul><ul><li>Improvement </li></ul><ul><li>Strategy & process </li></ul><ul><li>Prioritize projects </li></ul><ul><li>Apply project management elements as applicable </li></ul><ul><li>Involve appropriate groups and individuals </li></ul><ul><li>Metrics </li></ul><ul><li>Various measurements: </li></ul><ul><li>Organizational & performance metrics </li></ul><ul><li>Operational metrics </li></ul><ul><li>Technological metrics </li></ul><ul><li>Business process metrics </li></ul><ul><li>Business value metrics </li></ul><ul><li>Compliance Metrics </li></ul><ul><li>Satisfaction Metrics </li></ul>
  9. 10. Judith Hale of Hale Associates
  10. 11. Metrics By Zach Gemignani July 1, 2007 http://www.juiceanalytics.com/writing/2007/07/
  11. 12. A few next steps <ul><li>Identify metrics and a way to communicate them with staff and campus </li></ul><ul><li>Prioritize process improvement projects </li></ul><ul><li>Identify ways to constantly reinforce the organizational culture we want (reward particular behaviors, take care of problems, set employee expectations, allow for collaboration) </li></ul><ul><li>Communicate with campus </li></ul>

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