Co-Design for innovation - Keynote address @ SSPA (Social Service Providers A...Chris Jansen
An opportunity to share the co-design processes we are developing at www.leadershiplab.co.nz and their application in several case studies - Grow Waitaha, the LinC Project and the Leading Collaborative Partnerships programme
LinC Project: Parlimentary Select Committee to Mental Health Social ServicesChris Jansen
This presentation firstly focussed on an "outside view" such as the LinC Project objectives, deliverables and outcomes before moving to an "inside view" as a summary of emerging learning from the LinC Project Case Study including the benefits of collaborative funding, governance, delivery and evaluation
http://www.leadershiplab.co.nz/current-projects/linc-leadership-in-communities-project-2015-2016/
http://www.lincproject.org.nz/projects
Adaptive strategic planning shifting from and ‘either-or’ to a ‘both-and’ app...Chris Jansen
1. Adaptive strategic planning involves shifting from an "either-or" approach to a "both-and" approach when dealing with polarities in organizations. Polarities have interdependent alternatives that tend to oscillate with no definitive solution, requiring management rather than resolution.
2. Examples of polarities include stability and change, flexibility and structure, planning and action. Managing polarities involves mapping out the upsides and downsides of each, identifying early warnings signs, and actions to balance both sides of the polarity.
3. The advantages of managing polarities include being less caught up in power struggles, greater ability to engage with others, and appreciating multiple perspectives to create new ideas. Leaders validate both options,
The Future: Change as Advantage not FunctionJeff Gandolfi
This document discusses the need for change management to evolve from a focus on managing individual change projects to promoting structural change within organizations. It argues that current change management practices will become ineffective as the world and business landscapes change rapidly. To adapt, change management must look at an organization's structural elements and drive change as a continuous process, not just for projects. It also must directly connect to and improve operations. The document provides a new model for structural change management that embeds flexibility and fluidity. It suggests organizations recruit people with diverse skills and promote roles and jobs that cross locations and functions. Structural change management measures an organization's ability to change, not just its readiness for change.
This document contains summaries of presentations from a 2006 paving conference on CSS (Context Sensitive Solutions) trends in transportation planning, NEPA processes, design, construction, and maintenance. The first presentation discusses how good transportation planning considers all users and modes of transportation, incorporates stakeholder input and community values, works with the natural environment, and evaluates alternatives. The second presentation discusses how NEPA processes are similar to CSS and emphasize stakeholder involvement and considering impacts. The third presentation outlines key CSS activities like stakeholder involvement and environmental reviews, as well as performance measures and goals like meeting commitments and preserving resources. It also emphasizes harmonizing planning, NEPA, design, construction and maintenance.
Leveraging Change Leadership to Find Success in your IRM ProgramResolver Inc.
Making the decision to implement a change across your organization and actually seeing that change take effect are two separate challenges, with the latter often being much harder to achieve. This is where change management comes into play. Change management is a proven success strategy for disseminating the changes you want made within and throughout your organization - so everyone is ‘bought-in’. As an expert in organizational leadership, culture, and coaching Amanda demonstrates how you can leverage change management and change leadership to ensure your integrated risk management process is adopted across your organization.
The document outlines rules for listening according to the Carlos Gracida Institute. It states that when listening one should look at the person speaking, pay attention to what they are saying without interruptions or side conversations, think about the information given, sit in a focused area allowing others to focus, use facial expressions and body language to show you are listening, ask questions about the topic, and summarize or restate what other people have said. It concludes with the team number.
Co-Design for innovation - Keynote address @ SSPA (Social Service Providers A...Chris Jansen
An opportunity to share the co-design processes we are developing at www.leadershiplab.co.nz and their application in several case studies - Grow Waitaha, the LinC Project and the Leading Collaborative Partnerships programme
LinC Project: Parlimentary Select Committee to Mental Health Social ServicesChris Jansen
This presentation firstly focussed on an "outside view" such as the LinC Project objectives, deliverables and outcomes before moving to an "inside view" as a summary of emerging learning from the LinC Project Case Study including the benefits of collaborative funding, governance, delivery and evaluation
http://www.leadershiplab.co.nz/current-projects/linc-leadership-in-communities-project-2015-2016/
http://www.lincproject.org.nz/projects
Adaptive strategic planning shifting from and ‘either-or’ to a ‘both-and’ app...Chris Jansen
1. Adaptive strategic planning involves shifting from an "either-or" approach to a "both-and" approach when dealing with polarities in organizations. Polarities have interdependent alternatives that tend to oscillate with no definitive solution, requiring management rather than resolution.
2. Examples of polarities include stability and change, flexibility and structure, planning and action. Managing polarities involves mapping out the upsides and downsides of each, identifying early warnings signs, and actions to balance both sides of the polarity.
3. The advantages of managing polarities include being less caught up in power struggles, greater ability to engage with others, and appreciating multiple perspectives to create new ideas. Leaders validate both options,
The Future: Change as Advantage not FunctionJeff Gandolfi
This document discusses the need for change management to evolve from a focus on managing individual change projects to promoting structural change within organizations. It argues that current change management practices will become ineffective as the world and business landscapes change rapidly. To adapt, change management must look at an organization's structural elements and drive change as a continuous process, not just for projects. It also must directly connect to and improve operations. The document provides a new model for structural change management that embeds flexibility and fluidity. It suggests organizations recruit people with diverse skills and promote roles and jobs that cross locations and functions. Structural change management measures an organization's ability to change, not just its readiness for change.
This document contains summaries of presentations from a 2006 paving conference on CSS (Context Sensitive Solutions) trends in transportation planning, NEPA processes, design, construction, and maintenance. The first presentation discusses how good transportation planning considers all users and modes of transportation, incorporates stakeholder input and community values, works with the natural environment, and evaluates alternatives. The second presentation discusses how NEPA processes are similar to CSS and emphasize stakeholder involvement and considering impacts. The third presentation outlines key CSS activities like stakeholder involvement and environmental reviews, as well as performance measures and goals like meeting commitments and preserving resources. It also emphasizes harmonizing planning, NEPA, design, construction and maintenance.
Leveraging Change Leadership to Find Success in your IRM ProgramResolver Inc.
Making the decision to implement a change across your organization and actually seeing that change take effect are two separate challenges, with the latter often being much harder to achieve. This is where change management comes into play. Change management is a proven success strategy for disseminating the changes you want made within and throughout your organization - so everyone is ‘bought-in’. As an expert in organizational leadership, culture, and coaching Amanda demonstrates how you can leverage change management and change leadership to ensure your integrated risk management process is adopted across your organization.
The document outlines rules for listening according to the Carlos Gracida Institute. It states that when listening one should look at the person speaking, pay attention to what they are saying without interruptions or side conversations, think about the information given, sit in a focused area allowing others to focus, use facial expressions and body language to show you are listening, ask questions about the topic, and summarize or restate what other people have said. It concludes with the team number.
This document covers various topics related to leadership and administration, including strategic planning, SWOT and PEST analyses, logic models, vision and mission statements, goals and objectives, and knowledge management. It discusses elements of effective vision and mission statements, and components of goals and objectives. It also covers principles of community design, group exercises, and analyzing organizational culture and values.
The document discusses factors that contribute to project failure and success. It notes that 75% of IT projects fail according to Gartner, failing to meet goals for time, cost, or quality. Common causes of failure include lack of senior management support, poor stakeholder engagement, weak requirements definition, and inadequate risk management. The document emphasizes that successful projects focus on people and process, prioritizing engagement, clear requirements, planning, testing, and tracking benefits realization. Managing both the technical and human aspects of change is key to maximizing the chances of project success.
Esta presentación retoma el métodos de planeación por escenarios para definir la estrategia corporativa, esta presentación es tomada del análisis de la guía de planación por escenarios de shell.
Result of change is that organizations now rely more heavily on projects to deliver on their strategic efforts. Instead of considering this a problem, project managers should look at it as a huge opportunity to act more strategically and add value to their roles and should work with executive leadership to help deliver successful projects aligned with the overall organizational strategy. Many organizations have just begun to incorporate project management into their strategic delivery.
Discover the secrets of managing the people side of change in content projects. This presentation will help you:
• assess and prepare for the impact the change will have on your team and your company
• set up a sponsorship network that has your back and does your bidding
• help resistors move through the change so they don’t sink the ship (do it right and they’ll float your boat).
This presentation is relevant both for agency and in-house content strategists, whether you’re struggling with post-implementation quality decline or are setting off on a brand new project.
The document discusses sustainable development and the need for professionals like engineers to reposition towards sustainability. It defines sustainable development as meeting present needs without compromising future generations' ability to meet their own needs. It identifies several challenges to sustainable development including ineffective communication, lack of collaboration, and lack of confidence among women professionals. The document provides solutions such as establishing strategic plans, collaborating with others, innovating technologies, and promoting effective advocacy and communication programs to evaluate audiences and goals. The overall message is that achieving sustainability requires concerted effort and cooperation across all sectors.
Beyond the Codes_Repositioning towards sustainable developmentNimot Muili
This paper "Beyond the Codes: Repositioning Towards a Sustainable Development," presented in 2013, underscores the crucial role of effective communication in driving sustainability within engineering practice. While traditional engineering approaches have relied heavily on codes of measurement and standardization to ensure safety and efficiency, the paper argues for a fundamental repositioning of engineering towards sustainability. This repositioning, depicted as going "beyond the codes," urges engineers to integrate sustainability principles into their work.
Engineers must recognize that sustainability encompasses environmental stewardship, social equity, and economic prosperity, transcending mere compliance with technical standards. This broader mandate requires engineers to engage in dialogue with diverse stakeholders, including policymakers, industry leaders, and communities. Effective communication becomes paramount in fostering collaboration and garnering support for sustainable initiatives.
Moreover, engineers must embrace a new mindset that positions sustainability as a core aspect of their profession. They must advocate for sustainability within their organizations, challenging existing norms, and championing innovative solutions. This shift in perspective requires engineers to become proficient communicators, capable of articulating the value proposition of sustainability to various audiences.
Internal communication within engineering firms is equally vital, fostering a culture of collaboration and innovation. Engineers must share knowledge, expertise, and best practices to accelerate the adoption of sustainable technologies and practices. Visual communication tools, such as data visualization, can aid in conveying complex technical information effectively.
Ultimately, the paper emphasizes that effective communication is essential for repositioning engineering towards sustainability. By embracing communication as a core competency and championing sustainability, engineers can navigate the complexities of the 21st century and pave the way for a more sustainable future.
In this pitch, I talk about my path as a social entrepreneur and what I see as the key factors for succeeding as a social entrepreneur, or as a social enterprise
This document discusses change management and provides information on various aspects of managing organizational change. It defines change management as a structured approach to transitioning individuals, teams, and organizations from their current state to a desired future state. It also lists common reasons for the need for change in organizations, such as new strategies, technology, competition, and mergers/acquisitions. The document outlines several models and approaches for managing change, including establishing a sense of urgency, creating a vision and communication plan, empowering others, and institutionalizing new approaches. It also discusses potential pitfalls to avoid and keys to leading successful change initiatives.
In this increasingly complex and uncertain world, companies must develop leaders who inspire and engage people to run a thriving business sustainably. This interactive session will provide OD and HR professionals, whether internal practitioners or external OD consultants, with a better understanding of the imperative for leaders to mainstream sustainability into their enterprises.
Change management in a project environment webinar
Monday 5 December 2022
APM Enabling Change Specific Interest Group
Presented by:
David Appleyard and Mark Vincent
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/change-management-in-a-project-environment-webinar/
Content description:
An introduction to change management principles, covering the relationship between project and change management and providing advice on how to apply change management in practice.
What do we mean by change management and how does this fit into a project context?
This session presented on Monday 5 December discussed the various elements of managing change within the context of a project environment.
During the session we covered how change impacts both individuals and organisations and introduce some of the tools and techniques that can make changes successful and sustainable.
This session was aimed at an audience seeking to learn more about how to manage change and we hope that this session will share both best practices and pitfalls to avoid.
The session was presented by experienced change and project management professionals.
Making communications land - how to leverage the best mediums webinar
Monday 4 December 2023
APM Enabling Change Specific Interest Group, APM People Specific Interest Group and Change Management Institute
Presented by:
Abimbola Oyekoya and Matthew Lawrence
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/making-communications-land-how-to-leverage-the-best-mediums-webinar/
Content description:
One of the most fundamental components of change delivery is communication. Whether that's the communications between project teams, to project sponsors or the impacted users, how effective we are as practitioners can have lasting impacts.
In this session, we reviewed how an awareness of your change delivery environment might impact and influence your selection of communication channels and their ultimate effectiveness.
Looking at case studies provided by APM and Change Management Institute practitioners, we will explore the following considerations:
1. The scale, scope and complexity of the project and how that should shape our comms approach
2. How mature the project is and what impact this might have on what you say, to who
3. Cultural nuances and their influence on what communication mechanisms are chosen, when, and why.
Engage with the series:
Making communications land - Pertinence and proximity webinar
Wednesday 6 September 2023
https://www.apm.org.uk/news/making-communications-land-pertinence-and-proximity-webinar/
This document discusses key factors for successful organizational transformation and change management. It identifies important elements such as designing change around business drivers, gaining emotional and intellectual support, modeling and reinforcing the new way of working, strong communication, and aligning all dimensions of management behind the change. It also outlines potential pitfalls to avoid, like a lack of coordination between change activities or a large gap between commitment at the top versus the middle of the organization. Effective change requires a compelling business case, a "burning platform" for change, and building a strong foundation by defining imperatives and assessing organizational readiness.
This document discusses key aspects of successful organizational change. It identifies features like designing change around business drivers, winning emotional and intellectual support, modeling the new way of working, investing in communications, and aligning management behind change. It also notes potential points of failure like a discrepancy between stated values and actions or a lack of coordination between change activities. The document emphasizes the importance of a compelling business case, a burning platform for change, and establishing a strong foundation. It discusses using the change equation and plotting shifts in commitment to change. It provides strategies for overcoming barriers, closing gaps, choosing effective communication tools, and building commitment through information and involvement.
This document provides an overview of change management concepts and best practices. It discusses how change management addresses the human side of change to help people successfully transition through change. It outlines common reasons for resistance to change and identifies clear communication, leadership commitment, training, and reinforcement as key factors for successful change implementation. The document also introduces the ADKAR change management model and framework as a systematic approach for preparing for and managing organizational change.
The document outlines principles for establishing a more collaborative relationship between citizens and the Swedish state in local government. It discusses the need for open data, crowdsourcing, co-design and transparency. The goals are to empower citizens as participants rather than customers and make the government more responsive to social change. It proposes testing these principles against current practice, having public discussions, and identifying innovators to pilot new collaborative projects.
This document discusses change management and the need for change in organizations. It defines change management as a structured approach to transitioning individuals, teams, and organizations from their current state to a desired future state. There are many reasons why change is needed, including new strategies, technologies, processes, competition, and continuous improvement. Effective change management involves gathering information, creating a change blueprint, communicating the vision for change, empowering others, and institutionalizing new approaches. Key aspects of leading change include enrolling others by making the future compelling and helping people find purpose, enabling change through challenging beliefs and building confidence, and energizing and exemplifying the desired behaviors.
This course on leadership in project management is provided by Project Management Training (PMT) Ltd. in New Zealand. The course covers key concepts of leadership and its impact on projects, distinguishing between leaders and managers. It explores effective project management skills including communicating, influencing, visioning, decision-making, and team building. The document outlines how a lack of leadership can undermine a project's goals and performance, and discusses leadership styles at different stages of the project lifecycle.
This document covers various topics related to leadership and administration, including strategic planning, SWOT and PEST analyses, logic models, vision and mission statements, goals and objectives, and knowledge management. It discusses elements of effective vision and mission statements, and components of goals and objectives. It also covers principles of community design, group exercises, and analyzing organizational culture and values.
The document discusses factors that contribute to project failure and success. It notes that 75% of IT projects fail according to Gartner, failing to meet goals for time, cost, or quality. Common causes of failure include lack of senior management support, poor stakeholder engagement, weak requirements definition, and inadequate risk management. The document emphasizes that successful projects focus on people and process, prioritizing engagement, clear requirements, planning, testing, and tracking benefits realization. Managing both the technical and human aspects of change is key to maximizing the chances of project success.
Esta presentación retoma el métodos de planeación por escenarios para definir la estrategia corporativa, esta presentación es tomada del análisis de la guía de planación por escenarios de shell.
Result of change is that organizations now rely more heavily on projects to deliver on their strategic efforts. Instead of considering this a problem, project managers should look at it as a huge opportunity to act more strategically and add value to their roles and should work with executive leadership to help deliver successful projects aligned with the overall organizational strategy. Many organizations have just begun to incorporate project management into their strategic delivery.
Discover the secrets of managing the people side of change in content projects. This presentation will help you:
• assess and prepare for the impact the change will have on your team and your company
• set up a sponsorship network that has your back and does your bidding
• help resistors move through the change so they don’t sink the ship (do it right and they’ll float your boat).
This presentation is relevant both for agency and in-house content strategists, whether you’re struggling with post-implementation quality decline or are setting off on a brand new project.
The document discusses sustainable development and the need for professionals like engineers to reposition towards sustainability. It defines sustainable development as meeting present needs without compromising future generations' ability to meet their own needs. It identifies several challenges to sustainable development including ineffective communication, lack of collaboration, and lack of confidence among women professionals. The document provides solutions such as establishing strategic plans, collaborating with others, innovating technologies, and promoting effective advocacy and communication programs to evaluate audiences and goals. The overall message is that achieving sustainability requires concerted effort and cooperation across all sectors.
Beyond the Codes_Repositioning towards sustainable developmentNimot Muili
This paper "Beyond the Codes: Repositioning Towards a Sustainable Development," presented in 2013, underscores the crucial role of effective communication in driving sustainability within engineering practice. While traditional engineering approaches have relied heavily on codes of measurement and standardization to ensure safety and efficiency, the paper argues for a fundamental repositioning of engineering towards sustainability. This repositioning, depicted as going "beyond the codes," urges engineers to integrate sustainability principles into their work.
Engineers must recognize that sustainability encompasses environmental stewardship, social equity, and economic prosperity, transcending mere compliance with technical standards. This broader mandate requires engineers to engage in dialogue with diverse stakeholders, including policymakers, industry leaders, and communities. Effective communication becomes paramount in fostering collaboration and garnering support for sustainable initiatives.
Moreover, engineers must embrace a new mindset that positions sustainability as a core aspect of their profession. They must advocate for sustainability within their organizations, challenging existing norms, and championing innovative solutions. This shift in perspective requires engineers to become proficient communicators, capable of articulating the value proposition of sustainability to various audiences.
Internal communication within engineering firms is equally vital, fostering a culture of collaboration and innovation. Engineers must share knowledge, expertise, and best practices to accelerate the adoption of sustainable technologies and practices. Visual communication tools, such as data visualization, can aid in conveying complex technical information effectively.
Ultimately, the paper emphasizes that effective communication is essential for repositioning engineering towards sustainability. By embracing communication as a core competency and championing sustainability, engineers can navigate the complexities of the 21st century and pave the way for a more sustainable future.
In this pitch, I talk about my path as a social entrepreneur and what I see as the key factors for succeeding as a social entrepreneur, or as a social enterprise
This document discusses change management and provides information on various aspects of managing organizational change. It defines change management as a structured approach to transitioning individuals, teams, and organizations from their current state to a desired future state. It also lists common reasons for the need for change in organizations, such as new strategies, technology, competition, and mergers/acquisitions. The document outlines several models and approaches for managing change, including establishing a sense of urgency, creating a vision and communication plan, empowering others, and institutionalizing new approaches. It also discusses potential pitfalls to avoid and keys to leading successful change initiatives.
In this increasingly complex and uncertain world, companies must develop leaders who inspire and engage people to run a thriving business sustainably. This interactive session will provide OD and HR professionals, whether internal practitioners or external OD consultants, with a better understanding of the imperative for leaders to mainstream sustainability into their enterprises.
Change management in a project environment webinar
Monday 5 December 2022
APM Enabling Change Specific Interest Group
Presented by:
David Appleyard and Mark Vincent
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/change-management-in-a-project-environment-webinar/
Content description:
An introduction to change management principles, covering the relationship between project and change management and providing advice on how to apply change management in practice.
What do we mean by change management and how does this fit into a project context?
This session presented on Monday 5 December discussed the various elements of managing change within the context of a project environment.
During the session we covered how change impacts both individuals and organisations and introduce some of the tools and techniques that can make changes successful and sustainable.
This session was aimed at an audience seeking to learn more about how to manage change and we hope that this session will share both best practices and pitfalls to avoid.
The session was presented by experienced change and project management professionals.
Making communications land - how to leverage the best mediums webinar
Monday 4 December 2023
APM Enabling Change Specific Interest Group, APM People Specific Interest Group and Change Management Institute
Presented by:
Abimbola Oyekoya and Matthew Lawrence
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/making-communications-land-how-to-leverage-the-best-mediums-webinar/
Content description:
One of the most fundamental components of change delivery is communication. Whether that's the communications between project teams, to project sponsors or the impacted users, how effective we are as practitioners can have lasting impacts.
In this session, we reviewed how an awareness of your change delivery environment might impact and influence your selection of communication channels and their ultimate effectiveness.
Looking at case studies provided by APM and Change Management Institute practitioners, we will explore the following considerations:
1. The scale, scope and complexity of the project and how that should shape our comms approach
2. How mature the project is and what impact this might have on what you say, to who
3. Cultural nuances and their influence on what communication mechanisms are chosen, when, and why.
Engage with the series:
Making communications land - Pertinence and proximity webinar
Wednesday 6 September 2023
https://www.apm.org.uk/news/making-communications-land-pertinence-and-proximity-webinar/
This document discusses key factors for successful organizational transformation and change management. It identifies important elements such as designing change around business drivers, gaining emotional and intellectual support, modeling and reinforcing the new way of working, strong communication, and aligning all dimensions of management behind the change. It also outlines potential pitfalls to avoid, like a lack of coordination between change activities or a large gap between commitment at the top versus the middle of the organization. Effective change requires a compelling business case, a "burning platform" for change, and building a strong foundation by defining imperatives and assessing organizational readiness.
This document discusses key aspects of successful organizational change. It identifies features like designing change around business drivers, winning emotional and intellectual support, modeling the new way of working, investing in communications, and aligning management behind change. It also notes potential points of failure like a discrepancy between stated values and actions or a lack of coordination between change activities. The document emphasizes the importance of a compelling business case, a burning platform for change, and establishing a strong foundation. It discusses using the change equation and plotting shifts in commitment to change. It provides strategies for overcoming barriers, closing gaps, choosing effective communication tools, and building commitment through information and involvement.
This document provides an overview of change management concepts and best practices. It discusses how change management addresses the human side of change to help people successfully transition through change. It outlines common reasons for resistance to change and identifies clear communication, leadership commitment, training, and reinforcement as key factors for successful change implementation. The document also introduces the ADKAR change management model and framework as a systematic approach for preparing for and managing organizational change.
The document outlines principles for establishing a more collaborative relationship between citizens and the Swedish state in local government. It discusses the need for open data, crowdsourcing, co-design and transparency. The goals are to empower citizens as participants rather than customers and make the government more responsive to social change. It proposes testing these principles against current practice, having public discussions, and identifying innovators to pilot new collaborative projects.
This document discusses change management and the need for change in organizations. It defines change management as a structured approach to transitioning individuals, teams, and organizations from their current state to a desired future state. There are many reasons why change is needed, including new strategies, technologies, processes, competition, and continuous improvement. Effective change management involves gathering information, creating a change blueprint, communicating the vision for change, empowering others, and institutionalizing new approaches. Key aspects of leading change include enrolling others by making the future compelling and helping people find purpose, enabling change through challenging beliefs and building confidence, and energizing and exemplifying the desired behaviors.
This course on leadership in project management is provided by Project Management Training (PMT) Ltd. in New Zealand. The course covers key concepts of leadership and its impact on projects, distinguishing between leaders and managers. It explores effective project management skills including communicating, influencing, visioning, decision-making, and team building. The document outlines how a lack of leadership can undermine a project's goals and performance, and discusses leadership styles at different stages of the project lifecycle.
1. Masterplanning process
Conditionmaking and priorities
public life efficiencies
economic resources The story
leverage What are we trying to do?
Getting there
What works and why?
collaboration
• Value [Prof Evans]
• Place [Prof Murray]
Impact • Positioning [Cowan]
3. Geddes Institute: Masterplanning process
Key questions
Value
What is the key benefit of the masterplanning
process?
Practice
What is the key problem achieving these
benefits?
5. Masterplanning process
Audience feedback
Value
CLARITY/PURPOSE IMPROVEMENT
• Not sure what the term is • To improve and understand Social Life
• Very vague process – let be specific • Make things better
• No benefits – too many masterplans fail • Preparing Landscaped Communities
• Conflict of interest
FUTURES
A shared vision of where we are going
Holistic approach
A vision, accurate, clear and detailed
representations of proposal
DELIVERY
More far reaching than an individual building
• Justification of public expenditure
Clear idea of the future
• Bringing different economic values together;
stakeholders
ANALYSIS • Identifying strengths and weakness – minimising
Integration of connection risk
Analysing the problem
6. Masterplanning process
Audience feedback
Practice
CONFLICTS AND COMPLEXITY RESOURCES, FINANCE AND ECONOMY
• Conflict of interest • Economic Constraints
• The number of variables to consider • Resources eg. economic, human
• Different opinions and public interaction to helping
understand the problems
• Ensuring everyone and every user is satisfied with
the outcome
• Different interests of groups
• Too many factors
CONFIDENCE AND COMMUNICATION LEADERSHIP
• Lack of confidence to participate in process • Whose idea of the future accounts?
• All stakeholders collaboration early enough in • Who’s responsibility?
the process
• Communication between different generations
of designers
7. • Historical pampliset
• People and ambition
• Derive principles, use this to measure promises met
• Methods to engage
• Skills and necessary conditions
brief…
8. Masterplanning process
Practice: clarity or confusion-language
sustainable:
• capable of enduring. De coupling economic growth from materials use
masterplan:
• Concept: framework through to a plan, vision through to a process, a consensual direction of
travel
•
value
• hard value measured in terms of money, soft value measured in terms of benefit
local people
• people who live and work there…care about a place…self interest…not a neutral proposition
9. Masterplanning process
Practice: clarity or confusion-language
CRUX: we are dealing with change
Meaning: 10 central concepts of urbanism…at least one in fashion at any one time
Terminologies and time. Terminologies and politics
Language and association: master-plan and past ideologies
Scope and adaptability: Had a good masterplan….but…market conditions change, other
change happened: CHANGE happens.
Clarity: Do all variables change all the time….every masterplan starting from scratch? 27
masterplans, Royal Docks
Control: driving change of behaviour:housebuilders, political objectives or inclusive procss
10. Masterplanning process
Methods and approaches
Masterplanning is a means
Making places is an end
Purpose:
• What are we doing and why are we doing it, and how does it get communicated and
delivered
Timeframe
Medium and long view
Output:
• A process not a product: medium term view. A vision, a spatial diagram, a tool for
mediation, a way to deliver outcomes
Approaches:
• Spatial masterplanning: the space frame/scale
• Master programming: time/phasing
• Institutional co-ordination: collaboration
11. Masterplanning process
Methods and approaches
More design than the design of buildings: process design and product design over time
SCALES AND TYPES…..
• Spatial strategy: broad brush [blob-o-gram]
• Development framework: [uses, parcels, infrastructure]
• Detailed masterplan: heights, massing, materials, public space
• Design briefs/design codes: deals
DECISIONS
• Components: plots, lots, blocks……land/forms….
• control/relax….consistency [links to statutory and political processes]
OWNERSHIP
• Who is responsible: leadership
• Engagement
12. How do good places come about?
Responses to factors of change and process
13. Geddes Institute: Masterplanning process
Key questions
Change
What one change would you make to
overcome the problems in the masterplanning
process?