�ݺ�ߣshows by User: SimonEdkins1

�ݺ�ߣshows by User: SimonEdkins1 / http://www.slideshare.net/images/logo.gif �ݺ�ߣshows by User: SimonEdkins1 / Wed, 20 Mar 2024 17:25:04 GMT �ݺ�ߣShare feed for �ݺ�ߣshows by User: SimonEdkins1 Capacity2 - Briefing and Facilitation training slides /slideshow/capacity2-briefing-and-facilitation-training-slides/266890405 capacity2slides-240320172504-f7211d3a
�ݺ�ߣs to accompany Change@Work Vol 2 - Leading systemwide change]]>
�ݺ�ߣs to accompany Change@Work Vol 2 - Leading systemwide change]]> Wed, 20 Mar 2024 17:25:04 GMT /slideshow/capacity2-briefing-and-facilitation-training-slides/266890405 SimonEdkins1@slideshare.net(SimonEdkins1) Capacity2 - Briefing and Facilitation training slides SimonEdkins1 �ݺ�ߣs to accompany Change@Work Vol 2 - Leading systemwide change <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/capacity2slides-240320172504-f7211d3a-thumbnail.jpg?width=120&height=120&fit=bounds" /> �ݺ�ߣs to accompany Change@Work Vol 2 - Leading systemwide change

Capacity2 - Briefing and Facilitation training slides from Change@Work Pat Collarbone and Simon Edkins

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0 Change@Work 1 - Delivering the change.pptx /slideshow/changework-1-delivering-the-changepptx/265374165 deliveringthechange-240113102104-1b46e11a
The planned schedule created in workshop 3 shows the direction of travel, timings, responsibilities and dependencies. It may have been updated following feedback from the Leadership. Those individuals who were identified as being responsible for the delivery of their milestones will get on with the activities that will deliver each milestone. The Project Manager needs to closely monitor the progress towards each milestone and report regularly to the Leadership using a simple table to summarise what’s going well as well as potential issues. By bringing the Change Team together prior to reporting to the Leadership everyone can understand the whole picture and how others work might influence theirs.]]>
The planned schedule created in workshop 3 shows the direction of travel, timings, responsibilities and dependencies. It may have been updated following feedback from the Leadership. Those individuals who were identified as being responsible for the delivery of their milestones will get on with the activities that will deliver each milestone. The Project Manager needs to closely monitor the progress towards each milestone and report regularly to the Leadership using a simple table to summarise what’s going well as well as potential issues. By bringing the Change Team together prior to reporting to the Leadership everyone can understand the whole picture and how others work might influence theirs.]]> Sat, 13 Jan 2024 10:21:04 GMT /slideshow/changework-1-delivering-the-changepptx/265374165 SimonEdkins1@slideshare.net(SimonEdkins1) Change@Work 1 - Delivering the change.pptx SimonEdkins1 The planned schedule created in workshop 3 shows the direction of travel, timings, responsibilities and dependencies. It may have been updated following feedback from the Leadership. Those individuals who were identified as being responsible for the delivery of their milestones will get on with the activities that will deliver each milestone. The Project Manager needs to closely monitor the progress towards each milestone and report regularly to the Leadership using a simple table to summarise what’s going well as well as potential issues. By bringing the Change Team together prior to reporting to the Leadership everyone can understand the whole picture and how others work might influence theirs. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/deliveringthechange-240113102104-1b46e11a-thumbnail.jpg?width=120&height=120&fit=bounds" /> The planned schedule created in workshop 3 shows the direction of travel, timings, responsibilities and dependencies. It may have been updated following feedback from the Leadership. Those individuals who were identified as being responsible for the delivery of their milestones will get on with the activities that will deliver each milestone. The Project Manager needs to closely monitor the progress towards each milestone and report regularly to the Leadership using a simple table to summarise what’s going well as well as potential issues. By bringing the Change Team together prior to reporting to the Leadership everyone can understand the whole picture and how others work might influence theirs.

Change@Work 1 - Delivering the change.pptx from Change@Work Pat Collarbone and Simon Edkins

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0 Change@Work 1 - Scoping the work -Workshop 3 /slideshow/changework-1-scoping-the-work-workshop-3/264569634 scopingthework-231212100626-db3935e2
Your job in this workshop is to facilitate the scoping of the work necessary to deliver the change. In particular it is about helping the Change Team to build a clear visual representation of the milestones, timelines and assigned activities for their proposed change - known as a gantt chart. The key is to help them to work together to create a plan that’s workable, easy to understand and straightforward to communicate. In particular it is important that responsibilities, tasks and interdependencies between all stakeholders are made very clear. All change involves risks the team will assess these and come up with ways of dealing with them doing this will ensure that delivery of the change is successful. It also helps the team develop an even deeper understanding of the changes they want to make. So at the heart of this workshop is the need to create a visual plan that will deliver the changes, to consider in detail the risks involved in each of the planned changes and how to communicate the plan to stakeholders. Finally the Change Team will need to update the Project Plan and prepare a professional and coherent presentation for the Leadership to get the go ahead for their plans. This should illustrate that the solutions they have developed are viable, sustainable and achievable. Encourage them to practice the presentation to ensure that it is as confident and professional as possible. ]]>
Your job in this workshop is to facilitate the scoping of the work necessary to deliver the change. In particular it is about helping the Change Team to build a clear visual representation of the milestones, timelines and assigned activities for their proposed change - known as a gantt chart. The key is to help them to work together to create a plan that’s workable, easy to understand and straightforward to communicate. In particular it is important that responsibilities, tasks and interdependencies between all stakeholders are made very clear. All change involves risks the team will assess these and come up with ways of dealing with them doing this will ensure that delivery of the change is successful. It also helps the team develop an even deeper understanding of the changes they want to make. So at the heart of this workshop is the need to create a visual plan that will deliver the changes, to consider in detail the risks involved in each of the planned changes and how to communicate the plan to stakeholders. Finally the Change Team will need to update the Project Plan and prepare a professional and coherent presentation for the Leadership to get the go ahead for their plans. This should illustrate that the solutions they have developed are viable, sustainable and achievable. Encourage them to practice the presentation to ensure that it is as confident and professional as possible. ]]> Tue, 12 Dec 2023 10:06:26 GMT /slideshow/changework-1-scoping-the-work-workshop-3/264569634 SimonEdkins1@slideshare.net(SimonEdkins1) Change@Work 1 - Scoping the work -Workshop 3 SimonEdkins1 Your job in this workshop is to facilitate the scoping of the work necessary to deliver the change. In particular it is about helping the Change Team to build a clear visual representation of the milestones, timelines and assigned activities for their proposed change - known as a gantt chart. The key is to help them to work together to create a plan that’s workable, easy to understand and straightforward to communicate. In particular it is important that responsibilities, tasks and interdependencies between all stakeholders are made very clear. All change involves risks the team will assess these and come up with ways of dealing with them doing this will ensure that delivery of the change is successful. It also helps the team develop an even deeper understanding of the changes they want to make. So at the heart of this workshop is the need to create a visual plan that will deliver the changes, to consider in detail the risks involved in each of the planned changes and how to communicate the plan to stakeholders. Finally the Change Team will need to update the Project Plan and prepare a professional and coherent presentation for the Leadership to get the go ahead for their plans. This should illustrate that the solutions they have developed are viable, sustainable and achievable. Encourage them to practice the presentation to ensure that it is as confident and professional as possible. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/scopingthework-231212100626-db3935e2-thumbnail.jpg?width=120&height=120&fit=bounds" /> Your job in this workshop is to facilitate the scoping of the work necessary to deliver the change. In particular it is about helping the Change Team to build a clear visual representation of the milestones, timelines and assigned activities for their proposed change - known as a gantt chart. The key is to help them to work together to create a plan that’s workable, easy to understand and straightforward to communicate. In particular it is important that responsibilities, tasks and interdependencies between all stakeholders are made very clear. All change involves risks the team will assess these and come up with ways of dealing with them doing this will ensure that delivery of the change is successful. It also helps the team develop an even deeper understanding of the changes they want to make. So at the heart of this workshop is the need to create a visual plan that will deliver the changes, to consider in detail the risks involved in each of the planned changes and how to communicate the plan to stakeholders. Finally the Change Team will need to update the Project Plan and prepare a professional and coherent presentation for the Leadership to get the go ahead for their plans. This should illustrate that the solutions they have developed are viable, sustainable and achievable. Encourage them to practice the presentation to ensure that it is as confident and professional as possible.

Change@Work 1 - Scoping the work -Workshop 3 from Change@Work Pat Collarbone and Simon Edkins

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0 Change@Work 1 - Developing solutions Workshop 2 /slideshow/changework-1-developing-solutions-workshop-2/264569567 developingsolutions-231212100415-6e0f1c9c
One of the most common mistakes people make during change is to address the symptoms of problems and then jump to solutions far too early. It is vital that the root causes of problems are uncovered, explored and addressed. Your job in this workshop is to ensure that the Change Team develops an in-depth understanding of the challenges. It is in this workshop that team members can begin to feel daunted by the challenges ahead as the scale of what has to be done becomes more and more real to them. Reassure them that these feelings are natural and an important part of the change process acknowledging and facing them helps build confidence in the team. At the heart of this workshop is the need to uncover, explore and start to address the root causes of the current situation, to develop an understanding of the scale of the challenges and to come up with a range of potential solutions that will be effective. They will need to look at the practicality of the solutions and ensure that they’re sustainable. They should consult with stakeholders to test their chosen solutions before updating the Project Plan that they will be presenting to the Leadership. ]]>
One of the most common mistakes people make during change is to address the symptoms of problems and then jump to solutions far too early. It is vital that the root causes of problems are uncovered, explored and addressed. Your job in this workshop is to ensure that the Change Team develops an in-depth understanding of the challenges. It is in this workshop that team members can begin to feel daunted by the challenges ahead as the scale of what has to be done becomes more and more real to them. Reassure them that these feelings are natural and an important part of the change process acknowledging and facing them helps build confidence in the team. At the heart of this workshop is the need to uncover, explore and start to address the root causes of the current situation, to develop an understanding of the scale of the challenges and to come up with a range of potential solutions that will be effective. They will need to look at the practicality of the solutions and ensure that they’re sustainable. They should consult with stakeholders to test their chosen solutions before updating the Project Plan that they will be presenting to the Leadership. ]]> Tue, 12 Dec 2023 10:04:15 GMT /slideshow/changework-1-developing-solutions-workshop-2/264569567 SimonEdkins1@slideshare.net(SimonEdkins1) Change@Work 1 - Developing solutions Workshop 2 SimonEdkins1 One of the most common mistakes people make during change is to address the symptoms of problems and then jump to solutions far too early. It is vital that the root causes of problems are uncovered, explored and addressed. Your job in this workshop is to ensure that the Change Team develops an in-depth understanding of the challenges. It is in this workshop that team members can begin to feel daunted by the challenges ahead as the scale of what has to be done becomes more and more real to them. Reassure them that these feelings are natural and an important part of the change process acknowledging and facing them helps build confidence in the team. At the heart of this workshop is the need to uncover, explore and start to address the root causes of the current situation, to develop an understanding of the scale of the challenges and to come up with a range of potential solutions that will be effective. They will need to look at the practicality of the solutions and ensure that they’re sustainable. They should consult with stakeholders to test their chosen solutions before updating the Project Plan that they will be presenting to the Leadership. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/developingsolutions-231212100415-6e0f1c9c-thumbnail.jpg?width=120&height=120&fit=bounds" /> One of the most common mistakes people make during change is to address the symptoms of problems and then jump to solutions far too early. It is vital that the root causes of problems are uncovered, explored and addressed. Your job in this workshop is to ensure that the Change Team develops an in-depth understanding of the challenges. It is in this workshop that team members can begin to feel daunted by the challenges ahead as the scale of what has to be done becomes more and more real to them. Reassure them that these feelings are natural and an important part of the change process acknowledging and facing them helps build confidence in the team. At the heart of this workshop is the need to uncover, explore and start to address the root causes of the current situation, to develop an understanding of the scale of the challenges and to come up with a range of potential solutions that will be effective. They will need to look at the practicality of the solutions and ensure that they’re sustainable. They should consult with stakeholders to test their chosen solutions before updating the Project Plan that they will be presenting to the Leadership.

Change@Work 1 - Developing solutions Workshop 2 from Change@Work Pat Collarbone and Simon Edkins

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0 Change@Work 1 - Identifying options workshop 1 /slideshow/changework-1-identifying-options-workshop-1/264569455 identifyingoptions-231212100008-854d4958
It is important that the Leadership kicks off this workshop with a short welcome and description of the issue that has to be addressed. The tone you set at the outset will have a huge impact on how well the Change Team works together during the process and on the results they go on to achieve. Essentially this first workshop is all about hearts and minds and involving everyone’s creativity in the change process. It is about bringing the change process to life and really inspiring people. And when the Change Team members are truly inspired it is much easier for them to inspire all the others who will be involved in the changes they go on to drive. At the heart of this workshop is the need to ensure everyone understands the need for change and helps to create a shared and really inspiring vision of just how good things can become. Once the vision is in place you will need to help the team come up with a range of appropriate change priorities. Some quick and easy to achieve and others more ambitious. Your core aim is to help the team create a mix of actions that makes it feel effective from the start. So factoring in some quick wins is vital. Achieving these makes such a difference to the morale, motivation and creativity of the team and ultimately to the success of the whole change. Central to this workshop is the need to identify a range of options for change and to assess their potential impact, to determine the top change priorities and to create an initial Project Plan to present to the Leadership. ]]>
It is important that the Leadership kicks off this workshop with a short welcome and description of the issue that has to be addressed. The tone you set at the outset will have a huge impact on how well the Change Team works together during the process and on the results they go on to achieve. Essentially this first workshop is all about hearts and minds and involving everyone’s creativity in the change process. It is about bringing the change process to life and really inspiring people. And when the Change Team members are truly inspired it is much easier for them to inspire all the others who will be involved in the changes they go on to drive. At the heart of this workshop is the need to ensure everyone understands the need for change and helps to create a shared and really inspiring vision of just how good things can become. Once the vision is in place you will need to help the team come up with a range of appropriate change priorities. Some quick and easy to achieve and others more ambitious. Your core aim is to help the team create a mix of actions that makes it feel effective from the start. So factoring in some quick wins is vital. Achieving these makes such a difference to the morale, motivation and creativity of the team and ultimately to the success of the whole change. Central to this workshop is the need to identify a range of options for change and to assess their potential impact, to determine the top change priorities and to create an initial Project Plan to present to the Leadership. ]]> Tue, 12 Dec 2023 10:00:07 GMT /slideshow/changework-1-identifying-options-workshop-1/264569455 SimonEdkins1@slideshare.net(SimonEdkins1) Change@Work 1 - Identifying options workshop 1 SimonEdkins1 It is important that the Leadership kicks off this workshop with a short welcome and description of the issue that has to be addressed. The tone you set at the outset will have a huge impact on how well the Change Team works together during the process and on the results they go on to achieve. Essentially this first workshop is all about hearts and minds and involving everyone’s creativity in the change process. It is about bringing the change process to life and really inspiring people. And when the Change Team members are truly inspired it is much easier for them to inspire all the others who will be involved in the changes they go on to drive. At the heart of this workshop is the need to ensure everyone understands the need for change and helps to create a shared and really inspiring vision of just how good things can become. Once the vision is in place you will need to help the team come up with a range of appropriate change priorities. Some quick and easy to achieve and others more ambitious. Your core aim is to help the team create a mix of actions that makes it feel effective from the start. So factoring in some quick wins is vital. Achieving these makes such a difference to the morale, motivation and creativity of the team and ultimately to the success of the whole change. Central to this workshop is the need to identify a range of options for change and to assess their potential impact, to determine the top change priorities and to create an initial Project Plan to present to the Leadership. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/identifyingoptions-231212100008-854d4958-thumbnail.jpg?width=120&height=120&fit=bounds" /> It is important that the Leadership kicks off this workshop with a short welcome and description of the issue that has to be addressed. The tone you set at the outset will have a huge impact on how well the Change Team works together during the process and on the results they go on to achieve. Essentially this first workshop is all about hearts and minds and involving everyone’s creativity in the change process. It is about bringing the change process to life and really inspiring people. And when the Change Team members are truly inspired it is much easier for them to inspire all the others who will be involved in the changes they go on to drive. At the heart of this workshop is the need to ensure everyone understands the need for change and helps to create a shared and really inspiring vision of just how good things can become. Once the vision is in place you will need to help the team come up with a range of appropriate change priorities. Some quick and easy to achieve and others more ambitious. Your core aim is to help the team create a mix of actions that makes it feel effective from the start. So factoring in some quick wins is vital. Achieving these makes such a difference to the morale, motivation and creativity of the team and ultimately to the success of the whole change. Central to this workshop is the need to identify a range of options for change and to assess their potential impact, to determine the top change priorities and to create an initial Project Plan to present to the Leadership.

Change@Work 1 - Identifying options workshop 1 from Change@Work Pat Collarbone and Simon Edkins

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0 Change@Work 1 - Preparing for the journey /slideshow/changework-1-preparing-for-the-journey/264569180 preparingforthejourney-231212095131-7b0e867d
The success of any change depends upon setting solid foundations. Obtaining buy-in and protecting the organisations culture will be critical and this can only be done with clear and consistent communication and transparency. Everyone will want to know the purpose behind the creation of a Change Team. Once they understand the challenge faced by the organisation and the importance with which the Leadership see the project they will throw themselves behind it. Defining roles and explaining how decisions will be made are critical to getting the buy in from people. A key and skilled role is that of the Project Manager who will need to facilitate the Change Team and manage the change through all stages of the process. Finally you will need to work out dates and times for the workshops. This will enable the Leadership, Project Manager and Change Team Members to be clear on when they will meet to allow everyone to plan ahead. ]]>
The success of any change depends upon setting solid foundations. Obtaining buy-in and protecting the organisations culture will be critical and this can only be done with clear and consistent communication and transparency. Everyone will want to know the purpose behind the creation of a Change Team. Once they understand the challenge faced by the organisation and the importance with which the Leadership see the project they will throw themselves behind it. Defining roles and explaining how decisions will be made are critical to getting the buy in from people. A key and skilled role is that of the Project Manager who will need to facilitate the Change Team and manage the change through all stages of the process. Finally you will need to work out dates and times for the workshops. This will enable the Leadership, Project Manager and Change Team Members to be clear on when they will meet to allow everyone to plan ahead. ]]> Tue, 12 Dec 2023 09:51:31 GMT /slideshow/changework-1-preparing-for-the-journey/264569180 SimonEdkins1@slideshare.net(SimonEdkins1) Change@Work 1 - Preparing for the journey SimonEdkins1 The success of any change depends upon setting solid foundations. Obtaining buy-in and protecting the organisations culture will be critical and this can only be done with clear and consistent communication and transparency. Everyone will want to know the purpose behind the creation of a Change Team. Once they understand the challenge faced by the organisation and the importance with which the Leadership see the project they will throw themselves behind it. Defining roles and explaining how decisions will be made are critical to getting the buy in from people. A key and skilled role is that of the Project Manager who will need to facilitate the Change Team and manage the change through all stages of the process. Finally you will need to work out dates and times for the workshops. This will enable the Leadership, Project Manager and Change Team Members to be clear on when they will meet to allow everyone to plan ahead. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/preparingforthejourney-231212095131-7b0e867d-thumbnail.jpg?width=120&height=120&fit=bounds" /> The success of any change depends upon setting solid foundations. Obtaining buy-in and protecting the organisations culture will be critical and this can only be done with clear and consistent communication and transparency. Everyone will want to know the purpose behind the creation of a Change Team. Once they understand the challenge faced by the organisation and the importance with which the Leadership see the project they will throw themselves behind it. Defining roles and explaining how decisions will be made are critical to getting the buy in from people. A key and skilled role is that of the Project Manager who will need to facilitate the Change Team and manage the change through all stages of the process. Finally you will need to work out dates and times for the workshops. This will enable the Leadership, Project Manager and Change Team Members to be clear on when they will meet to allow everyone to plan ahead.

Change@Work 1 - Preparing for the journey from Change@Work Pat Collarbone and Simon Edkins

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0 https://public.slidesharecdn.com/v2/images/profile-picture.png Change@Work are a series of books on leading change. These slide sets have been designed to support presentations and workshops described in Change@Work available on Amazon Kindle and Apple Books. https://cdn.slidesharecdn.com/ss_thumbnails/capacity2slides-240320172504-f7211d3a-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/capacity2-briefing-and-facilitation-training-slides/266890405 Capacity2 - Briefing a... https://cdn.slidesharecdn.com/ss_thumbnails/deliveringthechange-240113102104-1b46e11a-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/changework-1-delivering-the-changepptx/265374165 Change@Work 1 - Delive... https://cdn.slidesharecdn.com/ss_thumbnails/scopingthework-231212100626-db3935e2-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/changework-1-scoping-the-work-workshop-3/264569634 Change@Work 1 - Scopin...