1. Managing and Succeeding Under Any Condition A Change Management Learning Workshop
Lead, Engage, Align, Do! (LEAD)

2. What is Change? The PROCESS of BECOMING DIFFERENT
To MAKE the form, nature, content, future course , etc. of something DIFFERENT from what IT IS or from what it WOULD HAVE BEEN IF LEFT ALONE

3. Why Resist Change? Risk or fear of change to the unknown
Loss of connection to others identified with the old way
No role models for the new activity: “Walang magagayahan”
Fear and or lack of competence to change: “Kaya ko ba yan? Matanda na ako sa ganito.”
Feeling and or fear of being overloaded/overwhelmed

4. Why Resist Change?
Skepticism and want to be sure the new idea is sound: “ano yan…magaling ba yan …”
Hidden agenda among would be reformers: “siya kasi …sabi ni … pakulo ni …”
Change might change notion of self
Fear of loss of status and or quality of life
Genuine belief it will not work
AJ Schuler
Doctor of Psychology
Leadership and Organization Change Expert

5. Framework for Change Set the Stage (Lead) Decide and Do What to Do
(Engage)
Make it Happen
(Align)
Make it Stick
(Do)
DepEd

6. Set the Stage Create a Sense of Urgency Pull Together the Guiding Team
Help others see the need for change and the importance of acting immediately
Pull Together the Guiding Team
Make sure there is a powerful group guiding the change
Competencies needed: leadership skills, credibility, communications ability, authority, analytical skills, a sense of urgency

8. Decide What To Do Develop the Change Vision and Strategy
Clarify how the future will be different from the past, and how to make that future a reality

9. Make It Happen Communicate for Understanding and Buy In
Make sure that many understand and accept the vision and strategy
Empower Others to Act
Remove barriers as possible
Produce Short Term Wins
Create some visible, unambiguous successes
Don’t Let up

10. Make It Stick Create a New Culture Hold on to the new ways of behaving
Make sure they succeed until they become strong enough to replace old traditions

11. Communication Plan
Lead, Engage, Align, Do! (LEAD)

12. Communicate Change
Any change in the organization must be communicated properly to ensure buy-in and eventual implementation of any new program.
The Results - based Performance Management System (RPMS) intends to bring about change in the way we assess our performance and competencies to become better public servants.

13. Communicate Change
The overall tagline for all HROD interventions is “EduGaling tungo sa Edukalidad.” This speaks of the ultimate objective of achieving quality in basic education through effective and efficient strategic planning, performance management system and total quality management.

14. Communication Framework in the Implementation of RPMS at DepEd
Project Objectives
Improve performance management system of DepEd personnel and teachers
Communication Challenges
Lack or absence of buy-in of RPMS
Negative attitude
Lack of skills in using RPMS
Communication Objectives to Support Project Objectives
Increase awareness and understanding of DepEd personnel on RPMS as a management tool for performance planning, control and improvement
Improve skills in using RPMS through capability-building, mentoring and coaching
Communication
Intervention
Mount advocacy and communication campaigns thru face-to-face meetings, internet, newsletters, etc.
Conduct regular training on the use of RPMS
Outcomes
DepEd personnel and teachers have become more knowledgeable and skilled in the use of RPMS
DepEd personnel and teachers have internalized their roles as partners of management and co-employees in meeting organizational performance goals
Impact
Alignment of individual employee’s goals with DepEd’s strategic goals
Accountability is recognized through improved culture of performance.

15. LEAD Change DepEd goes RPMS: Lead, Engage, Align and Do! (LEAD)
RPMS wants to adopt Lead, Engage, Align and Do (LEAD) as its specific tagline to show results in everything that a DepEd employee or teacher does.
We therefore would like to launch
DepEd goes RPMS:
Lead, Engage, Align and Do! (LEAD)
Ito’y EduGaling tungo sa Edukalidad.

16. Why LEAD?
L – Lead co-employees or co-teachers through change by inspiring and influencing them to understand and appreciate the new RPMS
E – Engage and get involved in the new RPMS. Read information materials and attend orientation seminars to further understand how the new system works.

17. Why LEAD?
A – Align everything that you do with the institutional direction of DepEd to achieve its goals and strategic results.
D – Do what is required of you to do through individual planning, consultations with the supervisor and coordinating with co-employees or co-teachers and get evaluated and rewarded for a job well done.

18. What are the communication objectives of the RPMS LEAD Program?
Increase awareness and understanding of DepEd officials and personnel on RPMS as a management tool for performance planning and improvement; and
Improve skills in using RPMS through capability-building, mentoring and coaching.

19. Who Are Our Audiences?
DepEd officials, regional directors and supervisors who are expected to champion RPMS; and
DepEd employees and teaching personnel to understand and appreciate the importance of RPMS as a means to assess their contributions to the attainment of DepEd mandate and organizational goals.

20. What Are Our Key Messages?
RPMS is needed to align individual employee’s goals with the strategic goals of DepEd;

21. What Are Our Key Messages?
RPMS is designed to ensure a fair and objective way of assessing individual performance based on agency targets and recognize meritorious performance with a rewards and incentives system such as productivity bonus, scholarships, training and development;
RPMS shall recognize the important role of employees and teachers in meeting the DepEd mandate and organizational goals.

22. What are the communication activities of the RPMS LEAD Program?
Based on the communication objectives, audiences and key messages, RPMS will be implemented through the following communication activities:
- Briefing with DepEd leadership through consultation meetings
- Announcement of the new RPMS and its overall tagline through circulars, memos or s
- Solicitation of support and designation of RPMS
Focal Persons meetings, s, circulars and memos
- Briefing with the TWG through presentations

23. What are the communication activities of the RPMS LEAD Program?
Trainer’s training workshops
Media blasts and campaigns
Simple launching
Roadshow cascades

24. Facilitator: Malu Pantoja (End)