We have an exciting line up for the first London EODF event 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?
Session 1: Organisation Design at the Department of Work and Pensions, led by Naomi Stanford, Alison McMillan, Fiona Wrenn
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:
- – Building skills
- – Attachment of skills to Organisation Design projects
- – Fostering and supporting a community of skilled people
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:
— ½ day Orientation Day – meet cohort colleagues and understand more about the Programme
— 2 day Organisation Design Process overview – see the process in full
— 5 x 1 day Deep Dive Sessions – look in detail at the phases of Organisation Design: Entry and Contracting, Assess, Design, Plan to Transition/Transition and Continuous Improvement with opportunities for interactive exercises using case studies.
— A series of 1 hour Lunch and Learn events covering related topics
— Assignment to a live Organisation Design Project – taking the lead as the consultant in support of the work.
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.
Session 2: Organisation Design and Development In Practice – Transforming Customer Services in London Underground, led by Alexandra Bode-Tunji (Programme Lead – People Transformation)
The session will provide a practical example using a live case study of the organisation design approach taken to transform Stations within London Underground. The session draws on organisation design in practice as well as organisation development and the approach taken to transform a key business performance indicator – Customer Services.
The session will outline the achievements and progress to date and some of the challenges from a practioner’s perspective the different phases of design and implementation including working in a heavily Trade Union environment and change working practices that have been in place for over 30 years.
The session will also draw on lessons from the audience to inform the next phase of the programme and how lessons drawn from organisation design perspective and provide lessons and insights
Underlying models/theories/research base:
The design models and theories that will feature in the session are:
- – Design models such as McKinsey 7S and Jay Gailbraith’s 5S model approach to using both models in a complex system to facilitate organisation design
- – The organisation design framework (Naomi Stanford) which provided the blue print for designing the business change framework for TfL.
- – Transformation Learning Theory – Robert Boyd 1988 who has developed a theory of transformative education based on analytical (or depth) psychology
The session will start with presenting the organisational context, business challenges and the imperative for change. This will be followed with the summary of the design and change case study outlining key learning points at different stages of the design process.
The session will be interactive and will highlight the different modules and theory that underpinned the approach to design.
This will be concluded by a summary of progress and where are currently. The session will conclude with a discussion to draw on thoughts/suggestions from the audience that could be considered for informing and shaping the next phase of the project.