The document summarizes a conference on restorative leadership and organizational change. It discusses key questions around what organizational change looks like on different levels and the challenges, barriers, and how to develop restorative leadership styles. It emphasizes the importance of relationships in change processes and outlines 5 key steps to building a restorative organization including establishing a strategy, research and evaluation, self-evaluation, performance management, and an implementation plan. Finally, it provides contact information for the Hull Centre for Restorative Practice.

1. Hull Conference – 1st and 2nd November 2011
A restorative strategy for leading
change
Estelle Macdonald and Mark Finnis

3. What is one change that you
could make that would create
the biggest results?

4. Key questions
 What does organisational change look like
on all levels?
 What are the challenges we face?
 What are the barriers and how do we
break them down?
 How do we develop restorative leadership
styles?
 What do they look like?

5. Relationships,Relationships,
Relationships!!
Build, maintain and repair

6. SOCIAL DISCIPLINE WINDOW – This is it !!!
WITH

7. Change requires energy…

8. ‘People don’t resist change: they resist
being changed’
Peter Senge

10. Whose responsibility is it ?

13. The right behaviours…
• Taking responsibility: personal effectiveness, impact,
providing direction
• Sharing responsibility: joined up thinking, inter
personal, coaching
• Challenge and support: resilience, providing direction,
customer and community focus
• Openness and fairness: positive role model, respect,
managing excellence

14. “For changes to be of any true value, they've
got to be lasting and consistent.”
Anthony Robbins

15. Building a Restorative Organisation – 5
Key Steps
Strategy
(What we want)
Research &
Evaluation
(How will we know Self Evaluation
the impact and (Where are we
outcomes) now?)
Performance
Management Implementation
(How will we know Plan
we are doing it (How do we do it?)
well)

16. Towards a Restorative &
Collaborative System
Child,
Young
Person,
Adult
Community
Restorative Practices, Inter
agency work, User
involvement, Citizen panels,
community conferences &
participation

17. Way of Working
Identify 3 children’s homes Establish Geographical Area i.e. CYP Complaints
with the most issues or Work Area
Strategic meeting using Meeting all relevant
data and professional Run Local Conference managers and staff
knowledge
Sit with managers/
Trainers work with Produce Local Implementation Plan staff and plan
teams - embedding In response to local need and knowledge targeted response
Implementation Group - Working with managers,
working model to use
Establish Local Implementation
providing training for
elsewhere Management Group them and challenge to
parents etc
Monitor, adapt and review implementation in
relation to developing needs

18. City-wide strategy
 What you model in a setting can be replicated across an
area/region
 You must build capacity in areas/ settings – use a
trainer/practioner model
 Establish a management group that can make decisions
representative of all agencies.
 Think the big picture – deliver through the small things
 Use data to target effectively – work in hot spots – build
around the most effective /sympathetic hub
 Leadership needs to model the behaviours – early
leadership training is important.

19. Leadership that inspires…
“When the best leader’s work is done, the
people say: we did it ourselves.”

20. “Vision without
action is
hallucination”
Andy Law, St.Lukes

21. Hull Centre for Restorative Practice
Office : +44 (0)1482 594347
estellemacdonald1@me.com
markfinnis@mac.com
www.hullcentreforrestorativepractice.co.uk
Twitter: @hullrestorative