We’ve been working hard over winter and have a prepared an amazing first Edinburgh session of 2016, do check out the session abstracts below and let me know if you’d like to attend these FREE to attend events on firstname.lastname@example.org?
As Standard Life moves from a transformation to a growth and opportunity phase under the leadership of a new CEO, we continue to innovate to meet client and customer needs and deliver strong performance in a challenging and dynamic environment. Whilst our strategy remains consistent, how we operate will need to change to be become a more unified, collaborative and agile business generating superior performance for all our stakeholders.
There are a number of strategic (but interdependent) projects underway including our people promise (EVP), our purpose and values and our brand strategy. Furthermore, there have been changes to our operating model through the establishment of a matrix structure and we are starting to ask questions around unification and what this means (legally and contractually) for our business and employees. This scenario presents a significant OD agenda and opportunity for our business and for the people function.
At the session we’ll share a little more about our context and provide an overview of how we are approaching the change, the opportunities and the challenges. Thereafter we’ll run a session to inquire and gather perspectives around our context and our change approach.
Good Organisation Design is key for DWP’s transformation into an efficient, user-focused, digital organisation and to ensure we have the right people, doing the right work, in the right place at the right time.
Our strengths in organisation design lie in a proven methodology. We believe Organisation Design is about how work is configured in an organisation to deliver its future objectives, what kind of capabilities and culture are needed from people, the unseen or informal ways in which things are done, and the formal structure, decision-making and leadership.
One of our core building blocks of Organisation Design in DWP is raising capability. We do this through:
Through delivery of our OD Capability Programme we have identified 4 levels of competence: Awareness, Working, Practitioner and Expert levels and developed learning packages to suit; offering a range of interactive sessions:
We require participants to put their new skills into practice and so they are deployed to live Organisation Design work in DWP to consolidate learning and build experience. Through the first four cohorts we have created a community of practice all continually developing their capability and learning and engaging with other.
We’d like to share with the you what we have learned about building capability in Organisation Design and how we are using that to design for the future.