SCOD Forum Change - May 5 2010
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The document outlines the agenda and purpose of the SCOD (Strategy, Change & Organisation Development) Forum on May 5th, 2010. The agenda includes discussions on the role of change agents, managing change from the perspective of line managers, and creating sustainable leadership. The purpose of the forum is to discuss challenges of change management, get new insights from outside the organization, and apply these lessons back on the job. Key questions from previous forums around vision, culture change, and measuring behavioral change will also be discussed.
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![SCOD ,[object Object],5 May 2010 Welcome Director: Tiffany Gray Chair: Andrew Levy](https://image.slidesharecdn.com/scod5may2010slidesamendedontheday-100511192212-phpapp01/85/SCOD-Forum-Change-May-5-2010-1-320.jpg)
![SCOD ,[object Object],SCOD Forum 5 May 2010 9.30-10.30 Welcome and discussion: You, Change and Your Organisation 10.30-11.00 Morning tea 11.00–12.00 Role as given and role as taken of the Change Agent 12.00-12.30 Role, system, context 12.30-1.15 Lunch 1.15-2.15 Change from the perspective of the Line Manager 2.15-2.45 Creating SCOD on 28 July 2.45-3.00 Close 3.00-3.30 Afternoon tea](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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Reflective Writing Help Guide
Can you give me some examples of reflection?
· Reading and acting on your managers/peers/clients/tutors feedback on your work to improve it
· Keeping a learning journal in order to record changes in your practice/knowledge/skills.
· Keeping a record of your learning development via e.g. Pebblepad
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How do I structure my written reflection?
There are many reflective writing models. One simple model is Rolfe’s (2001) What? So What? Now What? model.
1. What?
Report what happened, objectively without judgement or interpretation. Describe the facts and event(s) of an experience you have had. Some of the questions you might ask yourself are:
What happened?
What was my role in the situation?
What was I trying to achieve?
What actions did I take?
What was the response of others?
What feelings did it evoke in me and others?
What were the consequences (good and bad) about the experience?
This experience could be a seminar you attended, a team task in which you played a role, a work presentation you gave etc.
2. So What?
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So what does this tell me?
So what was going through my mind when I acted?
So what did I base my actions on?
So what more do I need to know about this?
So what could/should I have done to make it better?
So what is my new understanding of the situation?
3. Now What?
This is the level of synthesis. Here you build on the previous levels to consider alternative courses of action and choose what you need to do next. Some of the questions you might ask yourself are:
Now what could I do to make things better?
Now what actions do I need to take?
Now what plans do I need to put into place?
Now what might be the consequences (long term and short term benefits/drawbacks) to you, your organisation and your colleagues of this action?
Now what might hold me back?
Now what realistic goals will I work towards?
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After observation….
This comment tells me….
In this situation I should have…
Because of this activity I was prompted to…
This is an indication of…
To promote continued thinking I plan to..
With hindsight, I should perhaps have…
In retrospect…
After this activity I found…. to be significant because…
The significance of this activity…
It is important for me to realize…
This is significant because…
I acknowledge that…
I focused on….because…
I realized that…
In the future…
I have since concluded…
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