managing change open forum: embracing change

www.aua.ac.uk inspiring professional higher education

Embracing change: using the AUA CPD Framework

to effect professional transformation

Managing Change Open Forum

London

4 July 2014

Jan Shine Paullus Consultancy AUA CPD Consultant


Objectives of the session

Participants will have the opportunity to:

• practice applying the CPD framework to your own situation

• consider the impact of change on yourself, your team, and on your organisation

• reflect on how you could use the framework to support change management in the future


Using the

professional

behaviours

in the

context of

change

Source: CIPD Survey of practice, August 2011


Why use a behavioural approach?

PERSON

SPECIFICATION

How the job needs

to be done and the

behaviours that underpin

effective performance

The tasks that

need to be done

and overall

purpose of role

Role-specific skills

and knowledge

required

to do the job

COMPREHENSIVE PICTURE OF THE EXPECTATIONS OF

EFFECTIVE PERFORMANCE IN THE ROLE

CPD

FRAMEWORK JOB

DESCRIPTION


Benefits of a ‘behaviours’ framework

• Longer shelf-life than skills and knowledge

• Align with professional values

• The ‘how’ is really important for customer service

• Within individuals’ personal control

promoting excellence in HE management


The starting point …..

Organisational

Mission/Strategy

Professional Behaviours

Existing skills,

knowledge, attitudes

This applies at all levels,

ie whether using the

framework to effect

professional

transformation for:

yourself

your team / department

your organisation


What good practice shows us

Individuals

• identifies strengths and areas for development

• focuses choice of learning and development activities on CPD needs and organisational priorities

• creates stronger professional identity

Teams

• provides vision and clarity about the future needs of the organisation

• refocuses team purpose and clarifies priorities

• identifies transferrable skills, knowledge and experience

• supports colleagues through periods of change

Organisations

• supports managers in implementing change

• breaks down silos and encourages movement of staff within the organisation

• provides organisational definition of excellence in professional services


How confident do I feel

now?

How confident

would I like to be?

Where does the University need/want me

to be?

Self-assessment wheel activity

Centre = 0 Outer edge = 10


Self-assessment exercise

Consider the behaviours listed in the

Embracing Change area of the framework

• pick out one strength and note examples that demonstrate the listed behaviours

• if time permits, move on to identify a development need


Wider organisation/

HE sector

Open to new ideas

Processes

Adaptability Ways of working

Reflective practice

Behaviour change

In my team/ department

Technologies

In more detail …..


0

1

2

3

4

5

6

7

8

9

10

Managing self and personal skills

delilvering excellent service

finding innovative solutions

embracing change

using resourcesproviding direction

developing self and others

working with people

achieving results

Now

Future

Organisational need

Example of a team activity to refocus

purpose and clarify priorities

Discuss the individual and average self-assessment scores across the team and share issues/learning points that arise

Consider and discuss what this reveals about the team’s strengths, aspirations

and areas for development and how these fit with institutional mission and strategy

Set objectives for maximising strengths and meeting development needs and agree new ways of working aligned to

organisational needs

Organisational development

• Restructuring

• Mapping existing skills, knowledge, behaviours to future strategy

Learning & Development

• Mapping existing provision

• Aligning provision

• Developing institutional CPD strategy

Recruitment & Selection

• Job descriptions and person specifications

• Applicant information

• Selection processes

Succession planning

• ‘Growing your own’

• Talent management

• Attracting and retaining

Professional recognition

• Professional identity for PSS

• Equity of CPD opportunities

• AUA institutional endorsement

Using the

framework at

institutional

level


Group discussion

In small groups:

Share ideas for / experience of using the AUA’s

Professional Behaviours within the context of managing

change in your own organisation

note any useful ideas that emerge from

your discussion


Resources and further support

The Good Practice Guide

The CPD Framework site:

http://cpdframework.aua.ac.uk

The AUA National Office

[email protected]

http://cpdframework.aua.ac.uk/

http://cpdframework.aua.ac.uk/


Thank you

for your contribution

to this session

www.paullusconsultancy.com

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