‘How do we respond to change?’

1. Leatham Green
Director: People and Change Orbis
How Do We Respond to Change?

2. the compelling alternative
A trusted partnership delivering value to customers and
residents through our expertise, innovation and passion.

4. What does cultural change mean
for you?

5. Leadership
Systems
Processes
Creating
Change
Behaviours
Three core components required for
sustained cultural change

6. Compelling
Vision
Why should I
care?
What is in it
for me?

8. Behaviour drives cultural change

12. Change won’t be embraced without Trust

14. Welcome to the ‘VUCA’ World

15. The informal conversation is often the most impactful

16. We need to build networks and spread change behaviours
Social Networks

17. 1. New forms of competition
2. More networked and collaborative
3. Structural change
4. Rapidly changing business models
5. Financial challenges
6. Rise of social media and public scrutiny
The Impact of ‘VUCA’

18. Conclusions:
1. The traditional relationship with employees is
dead or dying and we have to respond to this
2. The people processes and policies we have been
pedalling for years are not working and need to
change
3. As individual leaders we have to change

19. The Future World
1. New form of relationship based on Adult to
Adult and mutual trust
2. Employee as Consumer
3. New human leaders

20. What type of culture do our
colleagues want?
People feel
valued
People are
treated like
Adults
Colleagues
feel
empowered
and
enabled
People feel
passionate
about what
they do
Things
happen
quickly
• Develop the right structure
• Drive the right behaviours
• Create systems and processes that create trust
• Have honest conversations with people
• Reward and recognise people for their contributions
What type of culture do you want?

21. Vision Chart
Managing Change Successfully requires:
Vision Skills Incentives Resources Action Plan
If any one of these are missing, the following situations are created:
Change
Skills Incentives Resources Action Plan
Vision Incentives Resources Action Plan
Vision Skills Resources Action Plan
Vision Skills Incentives Action Plan
Vision Skills Incentives Resources
Confusion
Anxiety
Gradual
Change
Frustration
False Starts