Intro to HCHP and mini SFP presentation Original photo from Round 1 Focus on action, abstract, movement, speed, working together. No people or faces to distract (men, women, gender concerns) Nice pop of red, great blues and greens in the photo. $160 from getty. Intro to HCHP and mini SFP presentation

BUILDING HIGH COMMITMENT HIGH PERFORMANCE ORGANIZTIONS

Assumptions about what drives people’s motivation Dislikes work and attempts to avoid it Has no ambition, wants no responsibility, and would rather follow than lead Is self-centred and therefore does not care about organizational goals Resists change. People will be self-directed to meet their work objectives if they are committed to them. People will be committed to their objectives if rewards are in place that addresses higher needs such as self-fulfillment. Under these conditions, people will seek responsibility. Most people can handle responsibility because creativity and ingenuity are common in the population.

HCHP Organizations: Essential But Paradoxical Outcomes PERFORMANCE ALIGNMENT PSYCHOLOGICAL ALIGNMENT Sustained Performance & Commitment Employees Fit the culture and are emotionally attached to it Organization design, capabilities & culture that Fit a focused well conceived strategy ADAPTABILITY Capacity for learning and change through honest conversations and constructive conflict

Close the gap between the “organisation on paper” and organisational reality Stated Strategies, Plans Intended outcomes from formal management systems, processes What leaders say Actual organisation focus and capabilities Delivered outcomes How leaders actually affect the organisation HONEST CONVERSATIONS

Strategic Fitness Process (SFP) Senior Leadership Team Advocacy FLL Task Force Inquiry Site

SFP: An Engineered Process for Having the Collective Conversations that Matter Define strategic and organizational direction Diagnose “gaps” vs. direction Develop agenda Revised agenda Leadership team Identify constituencies (interviewees) Report unvarnished truth Confirm/ challenge agenda Fitness task force Interview re: Strengths Barriers Mobilize organization Broader organization

The “Fishbowl” – Building the Mandate for Change Senior Team Task Force 8

The Dynamics of an Ineffective Low Commitment Organization Top-down or laissez faire senior management Style Ineffective top team Quality of direction Unclear strategy, values and priorities Poor vertical communication Quality of learning Quality of learning Inadequate down-the-line leadership skills and development Poor coordination across functions and businesses Quality of implementation

Management (Change) Levers – How to transform the whole system Strategy & Values Organization System Structure/Process role, responsibilities & relationships Strategic Performance Management System Organization Behavior & Culture Human Resource System Governance Learning System Leader & Leadership Team

Strategic Change Road Map? An integrated Plan for Achieving Step Changes in Performance and Organizational Capabilities that is: Change Plan Compre-hensive Phased Explicitly Managed SoD Fishbowl

Toolbox to HCHP framework Statement of Direction (SoD) From…To PERFORMANCE ALIGNMENT PSYCHOLOGICAL ALIGNMENT Result-Process-Relationship Strategic Fitness Process (SFP) Align Set goals/ direction Execute Learn and build capability Honest conv Operating review Backplanning CPQQTR (Assignment of tasks/roles) After Action Review (AAR) – Knowledge Sharing Breakthrough Projects LEARNING & CHANGE Honest conversations Positive feedback Questions 5 WHYs

MINI-SFP STEP-BY-STEP

Mini-SFP Process Prepare SoD Task Force Training Interviews Present HCHP & SFP to MT Agree time plan Communicate publicly about the process SoD Align & Agree SoD in MT Select Task Force Agree on how many to interview Prepare Interview guide Inform Task Force Task Force Training Present SoD to Task Force Prepare Task Force for interviews Select & Allocate interviewees Practice interviewing Interviews Send out information to interviewees Schedule interviews Inform rest of organization Conduct interviews – Take notes! Structure Feedback Bring interview notes Structure feedback into themes Practice fishbowl Fishbowl Clarify ground rules Report unvarnished truth MT take own notes Diagnose, Plan & Review Agree on big boulders and root causes Plan high-leverage actions as well as Quick-wins Identify needs for changes to systems (e.g. structure) Review with Task Force Mobilize organization Task Force report back to interviewees Design a phased change plan incl communications Decide how to govern the change process Conduct all managers and all employees meetings Launch e.g. Breakthrough Projects to hit early targets Learn from successes & failures

Mini-SFP - Supporting Documents Prepare 0.1 – Mini-SFP Framework 0.2 - Intro to HCHP & Mini-SFP SoD 1.1 – Intro to Mini-SFP to MT + Develop SoD 1.2 – Instruction – Developing SoD 1.3 – 1.6 – Examples of SoD 1.7 – Instruction to Interview guide 1.8 Interview gudie example 1.9 – Letter to Task Force Task Force Training 2.1 – Task Force training Mini-SFP 2.2 – Template for allocating interviewees Interviews 3.1 – E-mail to interviewees 1 3.2 – E-mail to interviewees 2 3.3 – Letter to interviewees from MT 3.4 – Letter to employees from MT Structure Feedback 4.1 – Task Force preparations for fishbowl Fishbowl 5.1 - Fishbowl Diagnose, Plan & Review 6.1 – Feedback diagnosis 6.2 – Planning & Check-in with Task Force Mobilize organization