#CIPDOD15 Embedding Transformational Change

First session is with Prof Julia Balogun, Associate Dean of Research at the School of Management in the Uni of Bath – wow that’s a long title!

This is a quick intro intended to inspire practitioners to consider alternative approaches to change and helping OD practitioners to drive their own capability.  Whatever impact you want to have in the world, it starts with you.

Julia’s research is about helping people put theory of change into practice.  The case study orgs were BBC Worldwide, HMRC (psnl tax), News UK and Zurich UK Life.

Julia’s been researching change for about 20 years.  What she found –

There’s a new generation of CEOs who understand there’s a need for a long-term approach that brings the various elements of change together and in the best sequence.

There’s a need to invest in the softer aspects, not just structures and systems.  Good to hear when systems and structures are created by people.  Makes people-focus pretty fundamental.

There’s more effort to get strategy to the front line so that ‘leadership rhetoric’ gets to the people who are really impacted and need to bring this to life.

They found 3 Transformational Themes –

  1. Building Leadership for Change (led by a CEO with a clear agenda, expert facilitation, no need to be heroes making the change happen alone)

2. Building Understanding of and Commitment to Change (engagement events – don’t have to be one big conference thing, they can be small and local to build dialogue, comms – people in senior positions talking and role modelling for the desired future – not about news letters, clarity through detail, changing patterns of interactions – changing habits)

3. Enabling Change (creating change advocates, removing obstacles and providing tools, acting on measurements)

HR and OD need to partner with the senior team – this isn’t about one or other being able to do this alone.


One thought on “#CIPDOD15 Embedding Transformational Change

  1. Really interesting stuff Helen. Having the leadership for change from the top is THE biggest challenge as I fear too many leaders are actually still only managing, or at time even dictators, focussed on only the short term and not the long term picture.

    Also embedding change has to be about impeccable communication. How many organisations have a genuinely aligned HR/OD function in conjunction with a genuinely engaged and passionate senior leadership team?………

    I love the term change advocates and totally buy into that. We have a few noticeable change advocates within my organisation who totally inspiring (and in fact genuine leaders within their field)

    I look forward to hearing more from you today 🙂

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s