HRM, OD, and Whole System Transformation

IntegrationRoland Sullivan

Imon Ghosh

Positioning the internal Transformative Change Agent as the most powerful person in the organization!

Imon Ghosh Roland Sullivan

Change will propel us beyond the speed of imagination !

HRM & OD• HRM, HRD, OD, OE, L&D, CM etc. all must converge to help the

organization change faster

• HRM has been conflicted

• One part deals with compliance (prevents loss and minimises risks)

• The other part deals with creating and sustaining culture and talent

–Both HR and OD deal with the human part of strategic and organization change

• So human spirit can flourish to increase innovative productivity

Challenges for convergence

Practical first steps– Commit to being a master of transformation to help India

– Deep understanding of what the organization needs in the area of talent and change.

– Drop the past tensions between OD and HR.

• Both must model collaboration stronger than any of the functions in the system

• Divide clearly the roles so client knows to expect very different kinds of help from each role

Hand over to Sullivan

WHOLE SYSTEM TRANSFORMATION

THE ISAVASYA UPANISHAD TRANSLATED BY DR. SIVANANDA

The Whole is all That. The Whole is all This. The Whole was born of the Whole. Taking the Whole from the Whole, what remains is the WHOLE!

Whole System Transformation (WST)

The AGE of TRANSFORMATION is starting a SHIFT in nature, shape, character or form -Cannot be planned -Is rapid, chaotic, surprising & ambiguous -Requires different behaviour and mindsets -High involvement and engagement -System wide innovation -Key log jam of whole system must be moved -We are moving from knowledge economy to learning economy

CEOs’ today want & WST results in:

• Customer delight• Help to foster agility to deal with

change and transformation• Make system-wide decisions with the

effective implementation over stability

• Empowerment with accountability

Leaders want transformation

WST Integrates

• Talent and leadership development

• Strategic planning and the business

• Organization culture adjustment

• Change blueprint and sustained execution

Group Work

In groups of 4 choose a spokesperson, and a time keeper who is responsible for completing the task on time.

Each participant talks about how what has been said so far applies to their organization. To be completed in ten minutes.

In the remaining 5 minutes, the group brainstorms questions and then prioritises the top 3.

The spokesperson summarises to the room in 30 seconds the conversation and then asks one question.

Make sure that the next group is ready with the second microphone to immediately report out.

5 Essentials of WST

I. THE EXECUTIVE TEAM •Executives: strong shining light

•Change behaviour and mindset

•Have safe process of truth telling

•Team must become completely aligned

•Have a change blueprint to transform the entire organization

II. Internal Transformative Change Agent Models Learning

III. DESIGN SUMMIT TO TRANSFORM THE CRITICAL MASS

IV - FACILITATING LARGE GROUP INTERACTIVE SUMMITS

Executives become “one brain, one heart” with the organization

Most compelling meeting ever!

Essentially is the

ASPIRATED ACTION & COMMITMENT CHARGE FORWARD

IV. FACILITATING LARGE GROUP INTERACTIVE SUMMITS CONT.

Handover to Imon

V. SETTING UP and SUSTAINING an ONGOING

CHANGE CAPABILITY

The most important answerEach year the entire organization goes through its transformation and change cycleIt is expected that the organization learns more yearIt reduces the dependency on outside experts

7 SUPPORTIVE FACTORS

- Use social media and communication

- Establish a strategic transformation office

- Set up evaluation and measure of success

- Utilize project managment

Supportive factors cont.

- Engaging and empowering an innovative workforce.

- Surfaces real-time data in a safe manner that drives free choice around action and commit that results in disciplined execution

- All leading to an agile organization that achieves extraordinary business results 

Impact of WST at client org.

A testimony

“Whole System Transformation fosters deep change. It requires personal change. It requires courage to take an organization through this type of change. The impacts are tremendous as well as the capability for change in the organization. The employee engagement that results is an unbelievable thing to see. It is worth it! It is hard work! It's emotional! It's draining! And yes very rewarding!!”

-John Badar, Executive Transformation Leader

Group Work

In groups of 4 choose a spokesperson, and a time keeper who is responsible for completing the task on time.

Each participant talks about how what has been said so far applies to their organization. To be completed in ten minutes.

In the remaining 5 minutes, the group brainstorms questions and then prioritises the top 3.

The spokesperson summarises to the room in 30 seconds the conversation and then asks one question.

Make sure that the next group is ready with the second microphone to immediately report out.

The Future is WHOLE

& Transformative

& LARGE SCALE

Finis !