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The power of working and learning in circles

After six months of implementation, this is a reflection and lessons learned on the power of working and learning in 'circles' or the new management concept of 'holacracy'

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The power of working and learning in circles

  1. 1. The power of working and learning in circles New ways to connect @ work Alexandra Lederer Learning & Organisation Development Manager NSW Trade & Investment Knowledge Community Regional Event 29 May 2015
  2. 2. 02 Feb 2011 “We need …
  3. 3. Reduce costs Increase reach & consistency Increase levels of [relevant] technical skills [Smash silos of (hidden) expertise] [Create connections between experts] [Transfer critical knowledge] (90% core competency training) (90% external training) What was behind this ‘solutions-driven’ request? [Be engaging and appealing to staff]
  4. 4. Let’s experiment something different The Learning Curve Team (May 2011) Connect experts and volunteers No hierarchical reporting No required contributions No monetary reward, $0 budget
  5. 5. The Learning Curve delivers micro internal knowledge transfer sessions for staff, by staff
  6. 6. The Learning Curve has multiplied relevant & low cost learning opportunities $1,079 $957 $778 $774 FY11 FY12 FY13 FY14 28% savings on Personal Development spent/FTE PD budget/FTE Actual PD/FTE 11 12 28 30 13 18 8 14 14 24 16 11 6 14 146 225 232 233 230 246 131 146 130 158 155 296 92 FY13: 206 events - 2,420 participants Learning opportunities Nb participants Highest area of improvement in Employee Engagement Survey 2013
  7. 7. "All staff regardless of background or location have access to our new educational program. Colleagues are encouraged to get involved in L&D by sharing their knowledge with others, which is turn also improves their own skills. This year alone I would hazard a guess that our internal education program has saved Genea upwards of $50 000. Education the most powerful tool we have at hand, now at a price we can all afford." The Learning Curve concept is an effective, efficient, relevant and engaging way of working Linda T., Laboratory Manager at Genea – December 2012
  8. 8. Thank you
  9. 9. It’s getting bigger! (Mar 2014) “We need …
  10. 10. Increase staff engagement Increase reach & consistency [Improve development opportunities for staff] Attract new employees[Create connections between teams] Develop and target Employee Value Proposition What was behind this request? Retain staff
  11. 11. Let’s expand the concept! The Genea Circles (Oct 2014) Connect volunteers from each business area No hierarchical reporting No required contributions No monetary reward, $5K budget Join the [serious] fun! Celebrate what we believe in: Values Team Welcome our newbies: Genea Buddy Pass on your knowledge: Learning Curve Team Foster our wellness: Good for You Team Encourage us to do the right things: Good for All Team Cultivate the fun and build bonds: Social Club
  12. 12. Genea Circles is a new way to empower our staff to make their wishes come true Genea WishBox Survey (Oct-Nov 2014) – 116 responses (37%) “If there’s one survey to answer, it is this one! We’re keen to make 2015 a year to engage and inspire you at Genea. Our newly formed – or refreshed – Genea Circles are eager to hear your wishes for 2015” Which well being initiatives? Which fun-runs? Which charities to support? How would you like to show your support? How much can you contribute? Your ideas / suggestions to better represent and incorporate our values?
  13. 13. What’s in it for staff? A range of opportunities like never before Jan-15 Feb-15 Mar-15 Apr-15 May-15 Jun-15 Good for You Good for All Social Club Values And more to come!
  14. 14. What’s in it for Circles Members? The opportunity to shape their work environment Diversity to day to day job Step-up Visibility Learn & grow Work with others Have fun Get promoted! Develop leadership competencies Strategic thinking | Innovation | Planning | Execution | Engage and inspire | Collaboration | Building relationships | Adaptability
  15. 15. What’s in it for HR? Deliver an employee proposition beyond expectations Involve Democratic representation Hit the ‘EVP’ target Shared responsibility Reduced costs and FTE Engaged workforce Innovation Deliver, deliver, deliver
  16. 16. What’s in it for Genea (‘the business’)? Get all benefits from a new way of working Agile and flexible Fast and iterative Collaboration Innovation Results & cost savings Employer Brand Culture of accountability
  17. 17. Why ‘circles’ are working Because there’s lots in it for everyone CEO / Execs Organisational culture & results Staff Day to day | Individual benefits Leaders Staff engagement | Team building Community, external providers, stakeholders and networks
  18. 18. Why ‘circles’ are working Because we focus on purpose & outcomes
  19. 19. Why ‘circles’ are working Thanks to a few tricks Regular meetings with Reps from each Circle Informal setting & round table format Innovation & accountability is in people’s hands Sponsored & driven by HR
  20. 20. Why ‘circles’ are working Because we work smarter together to get things done Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Corporate L&D (4) Nursing L&D (3) Labs L&D (3) WHS L&D (2) ‘Underground’ or ‘under-the radar’ conception, design and development work Regular learning deliverables by: ‘abovetheline’‘belowtheline’
  21. 21. Why ‘circles’ are working We we go with the flow of members’ contributions cycles Lurkers Opportunists Contributors Creators •+80% •Seem inactive •Read, click, transact •May be ambassadors •10-20% •Seem annoying but useful •Provide feedback, ask questions, vote, forward to others, ambassadors •3-10% •Review, provide feedback, ask questions, do as told •Contribute as told •0-3% •Establish, create, innovate •Drive, plan, organise •May become bored once in order Source: The four levels of community engagement, Gartner 2008
  22. 22. 11Q2 11Q3 11Q4 12Q1 12Q2 12Q3 12Q4 13Q1 13Q2 13Q3 13Q4 14Q1 14Q2 14Q3 14Q4 Why ‘circles’ are working When we go with the flow of members’ contributions cycles Forming Storming Norming Performing Creating Creating members Creating member uneasy with uncertainty (‘anti- storm’) Continuity gap Members come & go continually New and always ‘anti- norm’ member
  23. 23. Why ‘circles’ are working Because it’s becoming part of our culture Integrity + Knowledge Sharing awards Participation in circles recognised in L&D plan Celebrate people, contributions & achievements Organic growth of ideas & volunteers
  24. 24. New ways to connect & work Effective, efficient, relevant and engaging Empower staff to shape their environment Focus on purpose & outcomes There’s lots in it for everyone We’re smarter together Multiplied innovation It’s [serious] fun! The power of working and learning in circles
  25. 25. Each step on our journey is an opportunity to learn, and that learning is enriched when shared … … thank you for your attention. Alexandra Lederer alexandra.lederer@genea.com.au

After six months of implementation, this is a reflection and lessons learned on the power of working and learning in 'circles' or the new management concept of 'holacracy'

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