Learning and Development

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					Organization Development –
        A Sampler
  Terrie Conway and Ardis Myette
    Organization Development
         Human Resources
           June 01, 2005
                Agenda

What is Organization Development?
Managing Change and Transition
Teambuilding
Coaching
Planning
      What is Organization
        Development?
Organizational development (OD) is
 the practice of creating and changing
 an organization’s culture so that people
 are better able to achieve the
 organization’s mission.
     What is Organization
  Development (OD) at UVIC?
OD UVIC can be described as an
 ongoing effort to create and sustain a
 healthy, effective and productive
 university community that supports our
 vision to be a “university of choice for
 outstanding students, faculty, and staff
 from BC, Canada and the world…”
            OD Services

Organization Development (OD)
 services include Human Resource
 related consulting, coaching, and
 facilitation services that assist leaders
 in developing and improving individual,
 team, department and organizational
 effectiveness over the long term.
  Organization Development
       Work includes:
teambuilding
leader/executive coaching
change and transition
conflict resolution
strategic planning
performance development
and organization design
   When will the OD Specialist
          be ‘called’
 Your HR Consultant is your first line of access to OD
  services
 The OD specialist may be called in where there are
  group or team issues. For example:
   – To help assess or diagnose group or team issues
   – To facilitate new and existing team development
   – To provide coaching and support during change and transition
   – To support groups/teams in learning new skills together (e.g. to
     improve communication, meetings, decision making etc.)
   – When the team or workgroup has a problem, struggle, issue or
     conflict that warrants a group intervention
   – To provide strategic planning support and facilitation
   – When there are structural or organization design issues that
     require assessment and diagnosis
What is in our “OD” Tool Kit

 Methodologies like
   –   Open Space Facilitation
   –   Knowledge or Conversation Café’s
   –   Appreciative Inquiry
   –   Interview Matrix
 Tools like
   –   Developing Ground Rules
   –   Developing Shared Vision
   –   Ladder of Accountability
   –   Stages of Team Development
   –   Waterline Model
Managing Change and
     Transition


               Change
 Strategic
              Managemen
Management
                   t


        Transition
       Managemen
              t
Transition Model
Change Leader Profile

Create a Compelling Future
Let the Customer Drive the Organization
Involve Every Mind
Manage Work Horizontally
Build Personal Credibility


- complete the profile…
Teambuilding
– Effective Team Model
What is TEAM BUILDING?

A process of planned,deliberate enhancements
Involves the team in assessing and taking action
Focuses on building strengths and diminishing weaknesses


AIM: A more cohesive, mutually supportive team with:
  – high standards of performance,
  – superior problem solving ability, and
  – mutual respect for individual differences in values, skills and
    beliefs
Teambuilding – Stages of Team
Development
                                 Performing
                                 -our ground rules and processes are working
                                 -we work together, we co-operate, we
                                 support each other
                                 -we meet our high standards of performance
                      Norming
                      -we talk openly about our problems and issues
                      -we set new “ground rules”, processes and procedures to
                      resolve them
           Storming
           -issues, irritations, and problems surface, infighting
           -we argue even when we agree
           -power issues “who’s in control” and “how is control exercised”
 Forming
 -we are polite, we are cautious, we are trying to get organized
 -we ask ourselves, “How do I belong to this group”
                              Waterline Model
                    TASK                                                                        GOALS

        WATERLINE          ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
    MAINTENANCE                                                                                 GOALS

                    STRUCTURE
                    (Goal & Roles)
•Goals-objectives
•Functional roles
                                          GROUP
                        (Dynamics & Development)
•Inclusion
•Influence
•Decision making                                INTERPERSONAL
•Patterns of communication                         (Between 2 People)
•Inter-dependence              •Communication skills
                               •Feedback
                               •Conflict                           INTRA-PERSONAL
                                                                       (within an individual)
                                         •Individual internal experience
                                         •Beliefs
                                         •Values
                                         •Assumptions
   Ladder of Accountability

       acute                            Implement Solutions
       anxiety
                                   Find/Create Solutions
Accountable
Behaviour                     Own It – Take a Position

                          Acknowledge Reality

                     Wait and hope

                 “I can’t ..” excuses       Abdicating
                                            Behaviour
              Blame Others
                                            chronic
       Denial of situation/pain             anxiety
What is Coaching?

 Leadership and Executive Coaching is a
  collaborative relationship for developing
  the highest potential in people and
  transforming that potential into solid
  results.
 Coaching reconnects people to their
  purpose, values, and roles, while expanding
  their capacity to take effective action
      Purpose of Coaching

Reconnect with purpose and values
Enhance learning
Career development
Think through organizational and team
 issues
        Strategic Planning

Develop a vision of the future you
 want to create
Clarify your purpose
Develop goals and objectives
Create an action plan to achieve those
Clarifying Vision
  Other Tools to Take Away

Instructions for Check-in
Creating Ground Rules
Building Healthy Relationships
Stages of Team Development
  To Contact Us
  Organization & Employee Development

 Director
   – Terrie Conway (250) 472-5490, tconway@uvic.ca
 OD Consultant
   – Ms. Ardis Myette (250) 472-5446, amyette@uvic.ca
 Human Resources Consultants
   – Mr. Bryan Anscombe (250) 472-5492, anscombe@uvic.ca
   – Ms. Sandy E. Cull (250) 721-8090, scull@uvic.ca
   – Ms. Jolie Wist (250) 472-5673, jwist@uvic.ca
 HR Project Coordinator
   – Ms. Judy Cryderman (250) 721-8088 jcryderm@uvic.ca
To Contact Us
Organization & Employee Development

 Return to Work Coordinator
   – Mr. Renato R. A. Danesin (250) 721-8450
     rdanesin@uvic.ca
 Employment Services
   – Coordinator, Ms. Bonnie Hallett, (250) 721-8093
     bonnieh@uvic.ca
   – HR Advisor - Classification & Compensation, Ms. Brenda
     Kennedy, (250) 721-8085 bkennedy@uvic.ca
   – Recruitment Administrative Assistant, Ms. Christine G.
     James, (250) 721-7464
Thank you

   Terrie and Ardis

				
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