Disampaikan untuk Diklat Management of Training Pusdiklat Teknis dan Fungsional LAN-RI Jakarta, 12 Maret 2016 Dr. Tri Widodo W. Utomo, SH.,MA Deputi Inovasi Administrasi Negara LAN-RI Jl. Veteran No. 10 Jakarta http://inovasi.lan.go.id

1. Disampaikan untuk Diklat Management of Training
Pusdiklat Teknis dan Fungsional LAN-RI
Jakarta, 12 Maret 2016
Dr. Tri Widodo W. Utomo, SH.,MA
Deputi Inovasi Administrasi Negara LAN-RI
Jl. Veteran No. 10 Jakarta
http://inovasi.lan.go.id
PEDULIINOVATIFINTEGRITAS PROFESIONAL

2. Sebutkan 1 organisasi (privat/publik,
pribadi/yayasan, profit/non profit, dalam/luar
negeri) yang Anda kagumi …
Apa yang membuat Anda mengagumi
organisasi tersebut?
Prologue …

3. Carilah metafora terbaik untuk Organisasi
Berkinerja Tinggi / High Performance
Organization …
Mengapa Anda menjadikannya (binatang,
tokoh, benda, dll) sebagai metafora OBT /
HPO?
Prologue …

4. Metafora OBT …

5. Metafora OBT …
Kancil Si Cerdik & Kreatif, selalu
menemukan solusi “out of the box”
thd setiap masalah …
Bunglon Si Adaptif, selalu mengikuti
dinamika lingkungan sehingga tidak
mudah dikenali lawan…

6. Metamorfosa sbg Keniscayaan Organisasi
Current
Organization
High Performance
Organization
“Organization as human
being; it has tendency to
grow up”
HOW ??

7. Metamorfosa sbg Keniscayaan

8. Metamorfosa Organisasi
Mengapa Organisasi
Berubah /
Bermetamorfosa?
Teknologi Baru
Perubahan Karakteristik
Lingkungan
Kebijakan Baru

9. Dorongan untuk Metamorfosa
Internal Pressure:
Eksternal Pressure:
Fragmentasi tugas/fungsi
Tuntutan efisiensi
Keterbatasan sumber daya
Pemaknaan thd values
organisasi
Desakan akuntabilitas yg
makin tinggi, dll.
Tuntutan thd kualitas pelayanan
Perkembangan cyber-governance
Kompetisi & pilihan publik yg
makin beragam, dll

10. Apa & Bgmn HPO itu?
HPO is an organization that performs
better than its peers in regards to
business performance, innovation,
employee productivity, and engagement,
over a sustained period of time.
Sumber: Kaiser Associates,
http://kaiserassociates.com/industry-expertise/organization-
development/high-performance-organizations/

11. Apa & Bgmn HPO itu?
High
Performance
Organization
Adaptive,
innovation-friendly
structure
Inspiring culture
• People: Top management: team-
leading innovation; Cross-
functional team: mapping
innovation road; Empowered
employees: driving innovation.
• Ecosystem: Vision & strategy for
innovation; Process, practice &
system supporting innovation;
culture inspiring innovation.
• Shared values;
• Inspiring vision;
• Inspirational
leadership;
• Inspirational
environment;
• Relentless
innovation.
• Encourage,
energize, coach ;
• Delegate authority;
• Provide resources;
• Provide incentives
and growth
opportunities.
Empowered
employees
Sumber: http://www.1000ventures.com/ (diolah)

12. Apa & Bgmn HPO itu?

13. 1. Management Quality
Trusted and coaching Leaders;
Leading by example, with integrity;
HPO leader is action-oriented and decisive,
also regarding to non-performers.
2. Employee Quality
Employee of an HPO are diverse,
complimentary and well able to work
together;
They are resilient and flexible when it
comes to achieving results.
3. Continuous Improvement and
Innovation
An HPO has a unique strategy and all
employees contribute to improve, simplify,
align, and renewing processes, services, and
products.
5 Faktor Kunci HPO
4. Openness and Action Orientation
Involve everyone through shared
dialogue, knowledge sharing, and
learning from mistakes.
5. Long-term Orientation
Continuity in the long term always
takes precedence over profit in the
short term;
Long term relationship with client,
partners, shareholders … all
stakeholders.
Survey thd 1.470
organisasi di 50
negara
https://www.youtube.com/user/mpschreurs/videos

14. Management Quality

15. Employee Quality & Engagement

16. I. Having a long-term philosophy that drives a long-term approach to building a learning organization
– Base your management decisions on a long-term philosophy, even at the expense of short-term financial goals.
II. The right process will produce the right results
– Create a continuous process flow to bring problems to the surface;
– Level out the workload (Heijunka – work like the tortoise, not the hare);
– Standardized tasks and processes are the foundation for continuous improvement and employee empowerment;
– Use only reliable, thoroughly tested technology that serves your people and processes.
III. Add value to the organization by developing its people and partners
– Grow leaders who thoroughly understand the work, live the philosophy, and teach it to others;
– Develop exceptional people and teams who follow your company's philosophy;
– Respect your extended network of partners and suppliers by challenging them and helping them improve.
IV. Continuously solving root problems to drive organizational learning
– Go and see for yourself to thoroughly understand the situation (Genchi Genbutsu);
– Make decisions slowly by consensus, thoroughly considering all options; implement decisions rapidly
(Nemawashi);
– Become a learning organization through relentless reflection (Hansei) and continuous improvement (Кaizen).
The Toyota Way …

17. The Ways to be HPO …
Bagaimana dg organisasi sektor publik?

18. My Organization Way …
Budaya kerja / budaya kualitas seperti apa di
unit kerja Anda?
Sudahkah budaya kerja itu membentuk unit
kerja Anda sebagai OBT/HPO?

19. Epilogue …
Bagaimana program & lembaga Diklat dapat
berkontribusi terhadap perwujudan Organisasi
Berkinerja Tinggi (HPO)?
Apa yang perlu dibenahi dari sub-sistem Diklat agar
mampu meningkatkan kualitas manajemen dalam
organisasi, kualitas pegawai, inovasi, orientasi aksi dan
keterbukaan, serta orientasi jangka panjang?

20. Semoga Bermanfaat … !!
Deputi Inovasi Administrasi Negara LAN
Jl. Veteran No. 10 Jakarta
http://inovasi.lan.go.id
PEDULIINOVATIFINTEGRITAS PROFESIONAL