1 - CAUBO

CAUBO Presentation
Fostering a Culture of Change
1
June 16th 2014
Table of Contents
Making Organizational Change Happen
at York University
1
Making the Commitment
2
Creating a Context for
Change
3
Sharing our Stories
4
Organizational Learning
5
2
Questions?
Making the Commitment
3
Creating a Better Workplace and
PRASE Relationship
• Future success of the
organization depends on
providing employees
with a work environment
that supports them to be
productive while meeting
their personal needs
Creating a Better
Workplace
4
PRASE
• Making an investment in
transformational change
– step by step – guided
by a compelling vision
that reaches into the
organization’s systems
and redesigns them
• Focus then becomes
building a culture,
climate and practices
that promotes employee
engagement as well as
organizational
effectiveness
CBW/PRASE
Intended Results
5

Employee Satisfaction and Engagement

Individual Health &Well-being

Improved Performance, Innovation, Adaptability

Improve Financial Sustainability

Improved Processes and Systems

Student Satisfaction

Employee Pride &Community Reputation
Culture Change: Getting to the Root Causes
Turnover, absenteeism
Injury, disability
Benefits costs
Employee engagement
Work environment
People values
Challenging job
Control over workload
Trust, respect, fairness
Job resources
Supportive management
Growth & development
Open communication
Recognition & rewards
6
Culture Change: Hidden
Connectedness
The largest known living organism
on the planet lives in Utah.
No it’s not Bigfoot
7
Sharing Our Stories
Stories
relate people’s
ideas
beliefs
and
objectives
about the
organization’s
culture
and
teach us through
inspiring
examples
8
Why Stories?
Stories
connect our
rational
left brain
and our
emotional
right brain
9
Our First Story: Academic Innovation
Fund
AIF Funding Project, creating an impact on eLearning, Experiential Learning
and the first year student experience – “Tell us your story of what it was like
before AIF funding”
Using developmental evaluation methodology, interviewed AIF leads
and project members and have them tell their story
Summary Document captured intended and unintended
change as a result of the AIF funding project it described what
contributed to success and failure and reflected on the sustainability
of projects
10
Making the AIF projects part of our
organizational culture
11
Second Story: Mental Health and Wellness
12
More about how we are telling the
Mental Health Story
 What is Mental Health at York?
https://www.youtube.com/watch?v=oZC2RgJJ7l4
 Testimonial wall
 Twitter – Let’s Talk Day
 Community café
 Partnerships with School Board
13
More about how we are telling the
Mental Health Story
14
Our Third Story: Employee Engagement
Share with us your Faculty/Department/Unit story with the
Employee Engagement Survey!
We are asking all Faculties and Departments to write a short
paragraph (no more than 100 -200 words), about their positive
experiences during the EES journey.
We will be collecting EES journey stories and
publishing them on YU Link.
Every month we will have 3 new stories for you.
15
Organizational Learning?
16
#1
Stop Blaming the Culture – use it purposefully
#2
Ensure strategy and culture are congruent
#3
Focus on specific behaviours that solve real
problems and deliver real results
#4
Be a “tempered radical” (Myerson)
Questions?
17