Summary and Reflection

This section gives you an opportunity to reflect on the whole module and summarise your thoughts and understanding of the process of Change and how a People Centred approach can help employees at all levels embrace Change. As you reflect on your learning, think about the principal insights that you have taken from the Fifth Element: People Centred Change Module and how will you use these insights in shaping the content of your People Centred Change presentation. You will be able to record your thoughts in the Learning Log question and Reflection Note at the end, but you may find it useful to write down the key points as you work through the content.
  1. Workplace innovation is a system of mutually reinforcing parts. When organisational practices are all pulling in the same direction it not only leads to remarkable results, but also helps to prevent the ‘innovation decay’ that happens when new ways of working are at odds with older, interdependent practices.
  2. Workplace innovation is a process, not a one-off. The more you involve people in decision-making and idea generation, the closer you move towards a sustainable momentum of workplace innovation in which continual hunger for better ways of working permeates everyone’s job. Each phase of workplace innovation generates shared learning and extends the horizon of possibilities.
  3. People shape organisations – but organisations also shape the people who work in them. Celebrate the workplace for its potential to use and develop our knowledge, skills and creativity to the fullest possible extent!

There is a simple checklist for change below. The full version, based on an extensive research study of why workplace change initiatives fail, can be downloaded here.

Go for it!

  • Do the board and senior team understand that change will involve asking difficult questions and challenging established practices? Do you really have their support?
  • Have you involved all the relevant stakeholders from the beginning? Does everyone understand how they will contribute to the journey?
  • Have you anticipated the potential sources of resistance? What is the best way of dealing with it?
  • What are the mechanisms for two-way communication throughout the change? How will you evaluate progress? How will stakeholders be involved in shared learning and adjustments to change processes and goals during the journey?
  • How will you know whether you have succeeded? And how will you celebrate success?
  • How will change be embedded and sustained?
Click here for your Learning Log question
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Guidance for Learning Log Question
There are three aspects to this question, but each of them is closely linked to the others. Involving people in change from the outset helps to ensure their commitment to the outcome, and encourages them to contribute their own ideas to the process. This, in turn, means that they are more likely to sustain the new ways of working in the longer term – “people don’t break what they’ve made”. Look carefully at the different methods of engaging and empowering people in this module, and think about what might work well in practice. How are you going to measure progress and keep everything on track? You might also consider why some people resist change and how you might overcome their reluctance.
Click here for your Personal Reflection note
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Objectives
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