1. 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

2. BUILDING HIGH COMMITMENT HIGH PERFORMANCE ORGANIZTIONS

3. 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.

4. 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

5. 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

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

7. 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

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

9. 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

10. 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

11. 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

12. 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

13. MINI-SFP STEP-BY-STEP

14. 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

15. 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 – to interviewees 1
3.2 – 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