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Balanced Diversity A Portfolio Approach to Organisational Change (2012)

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This presentation will explore what we mean by cultural change; the challenges that we face when trying to embed a change into our organisations.

It proposes the adoption of a new and innovative framework which provides a portfolio approach to embedding change.

This provides a balanced approach using a wide range of practices. It is the adoption of a diverse set of practices within a balanced portfolio that is required to achieve sufficient penetration and traction that will ensure successful organisational change.

The framework can be used for strategic, tactical and operational changes of all sizes and complexity. It can be used for any type of change but we will look at its application for IT Service Management and some practical steps you can take back in the workplace to apply the framework and achieve successful change.

Published in: Technology, Business, Career
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Balanced Diversity A Portfolio Approach to Organisational Change (2012)

  1. 1. Balanced Diversity A Portfolio Approach to Organisational Change Karen Ferris Director, Macanta Consulting© Macanta Consulting 2012 Balanced Diversity
  2. 2. Outline •  Culture change •  The challenge •  The solution –  a portfolio approach –  a balanced and diverse set of practices •  Application and next steps •  Questions© Macanta Consulting 2012 Balanced Diversity
  3. 3. Culture Change© Macanta Consulting 2012 Balanced Diversity
  4. 4. Culture Change Culture = Behaviour The behaviours that represent the general operating norms in your environment “The way we do things around here”© Macanta Consulting 2012 Balanced Diversity
  5. 5. The Challenge It is not just about making a cultural change It’s about creating a culture FOR change© Macanta Consulting 2012 Balanced Diversity
  6. 6. © Macanta Consulting 2012 Balanced Diversity
  7. 7. Some people will embrace change - others will resist itEvery one will respond differently to every changeIt depends on the nature of the change and how it willimpact them© Macanta Consulting 2012 Balanced Diversity
  8. 8. OK,  maybe   I’ll  do  a   It’s  going   different  job.   I’ll  listen.   to  be  ok   What’s  in  it   Can’t  it  wait  a   for  me?   while?  THE CHANGE CURVE Why  me?  It’s   not  fair.  Why   not  you?   There’s  no   What’s  the   need  for   point?  Why   change  –  the   bother?   way  we  do   things  is  just   fine   © Macanta Consulting 2012 Balanced Diversity
  9. 9. Some people will embrace change - others will resist itEvery one will respond differently to every changeIt depends on the nature of the change and how it will impact themEvery one will adapt to change at varying speedsand everyone will adopt and embrace change ata different pace© Macanta Consulting 2012 Balanced Diversity
  10. 10. The Framework http://nbs.net/knowledge/culture/systematic-review/•  13,756 academic and practitioner articles andreports•  Narrowed down to 197 for inclusion in thesystematic review•  59 distinct practices grouped in categories•  Adopted for use in service management inconsultation with NBS and S. Bertels© Macanta Consulting 2012 Balanced Diversity
  11. 11. Intent What you are trying to accomplish Compliance Should do FULFILMENT Operational excellence Targeted reinforcement Experimenting Could do INNOVATION Listening Trying new things© Macanta Consulting 2012 Balanced Diversity
  12. 12. Approach How you are doing it INFORMAL FORMAL Discussion Codes of conduct Experiences Procedures Modelling desired behaviours Systems and training materials Implementing programmes© Macanta Consulting 2012 Balanced Diversity
  13. 13. FULFILMENT INFORMAL FORMAL INNOVATION© Macanta Consulting 2012 Balanced Diversity
  14. 14. Build and reinforce the Integrate the change importance of the into the core of the change for the organisation’s strategies organisation and to and processes support and encourage those who Equip and encourage are making efforts to employees via training embed the change and incentives Measure, track and report on the organisation’s progress Support a culture of change innovation by developing the new ideas needed to bring the organisation closer to its long-term goals Create structures or supports that will form a Inspire and reassure foundation for future employees so that they changes in the can experiment, try organisation new things, and build on each other’s ideas© Macanta Consulting 2012 Balanced Diversity
  15. 15. © Macanta Consulting 2012 Balanced Diversity
  16. 16. Portfolio Approach© Macanta Consulting 2012 Balanced Diversity
  17. 17. Current Change Initiatives –Gap Analysis Heavily Used Partially Used© Macanta Consulting 2012 Balanced Diversity
  18. 18. Future Change Initiatives –Planning© Macanta Consulting 2012 Balanced Diversity
  19. 19. Applying the Framework© Macanta Consulting 2012 Balanced Diversity
  20. 20. Fostering Commitment Ensure that the Emphasize the Build and reinforce the importance of importance of the change tasks the change for the organisation and to are completed change motivate, support and encourage those through who are making efforts to embed the monitoring, Reinforce the change reviewing and message enquiring on the status of key Embed in hearts and tasks minds Regular checkpoints and reviews Keep on the agenda Maintain momentum Contribute to the community and encourage and enable employees to do the same Practices that serve to identify the change as a priority for the organisation Organisation’s actions send strong messages© Macanta Consulting 2012 Balanced Diversity
  21. 21. Clarifying Expectations Integrate the change into the Expand existing core of the organisation’s roles or develop strategies and processes new roles within the organisation Equip and encourage employees to capture via training and incentives essential responsibilities Measure, track and report on relating to the progress change Allocate responsibility for the change to new or existing roles including roles at most Organisational senior levels members examine their own systems, Demonstrating commitment processes, to the change projects or products for Formal evaluations that reliability, examine systems, processes, accuracy, projects or products for adherence to standards and reliability, accuracy, compliance adherence to standards and compliance© Macanta Consulting 2012 Balanced Diversity
  22. 22. Building Momentum for Change Support a culture of Envision a change innovation different future by developing the and identify the new ideas that will actions required bring the organisation in order to closer to its long-term reach it goals Inspire and reassure employees so that they can experiment, try new things, and Initiate; create build on each other’s events that help ideas set things in motion; disrupt the status quo Stepping back from everyday operational issues and thinking holistically and prospectively Imagining an ideal future and allowing vision to drive current actions Techniques used to encourage or convince individuals of the importance of the change and the need to take transformative action© Macanta Consulting 2012 Balanced Diversity
  23. 23. Instilling Capacity for Change Create structures and supports that will form a foundation for future changes in the organisation Make use of systems or processes to perceive and recognise external information Create new products or services that realise the organisations commitment to change Creating processes and mechanisms to gather knowledge or skills Create or implement new mechanisms to support future initiatives© Macanta Consulting 2012 Balanced Diversity
  24. 24. Summary•  Use the framework for all types of changes•  Embed it into the PDCA cycle•  Ensure a balanced portfolio approach•  Choose a diversity of practices•  Revisit on a regular basis It is not just about making a cultural change It’s about creating a culture FOR change© Macanta Consulting 2012 Balanced Diversity
  25. 25. Email: Karen.Ferris@macanta.com.au Website: www.macanta.com.au Twitter: @karen_ferris Facebook: http://www.facebook.com/MacantaConsulting Mobile: +61 (0)425 728 498© Macanta Consulting 2012 Balanced Diversity

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