Keeping you in the OD Loop Issue #46

Hi OD team

My turn for the Loop this week. As with the last Loop, this will be a brief Loop – we had more team coaching with Resource Advisory. I attended the Group B session this week so I can share some of my takeaways.


Next Phase of OD Team Development

As you know, we have commenced our next phase in the development of our teams and leaders within OD.

A number of the Directors participated in the second workshop last Wednesday, so we did not have our usual OD Leadership meeting.

Over the next few months, Resource Advisory are working with approx. 40 of our staff, including our Directors, Team Leaders and some team members who need to be working across teams within OD. This wider team will help us to understand barriers and opportunities by bringing diverse perspectives to our learning experience.

The workshop gave us some great insights into mood, and how this can be a very powerful way to reflect. We also noted that we tend to align ourselves to people who have the same view and potentially are in the same mood and this of course can lead to silos. Acceptance of what we don’t like about a situation can often be a very positive health move and leads to a positive mood as well. We talked about how a lack of possibility in our outlook can ultimately lead to not participating in the workplace, even depression. My main takeaway from these discussions was that we are all leaders, and our mood as leaders has a very significant impact on those around us. A mood of possibility will always bring a positive ‘vibe’ (excuse that word if you are significantly younger than me – and that is most of you…..I use groovy at home as well which is tolerated by my adult kids).

We also revisited the commitment that we all have to a common language and we spent quite some time looking at the commitments the Directors had developed some time ago and undertaking a process of ongoing collaboration and reflection. We very much enjoyed this process, and several new commitments were identified, discussed and agreed. My understanding is that these will be discussed with Group A, the Directors and potentially will return to Group B for a last engagement.

It was a great opportunity to have the wider team of leaders together, as was the case the previous week with Group A. I think we are very fortunate to have this opportunity as an OD branch to really connect with each other and get a much more robust understanding of what our combined purpose and mood should be.


OD at Lee Street

For those who work at Lee Street from time to time, there is a new hot desk arrangement. Linda Harvey has demonstrated amazing skills with Adobe to show you where these are on a plan. See below!!



Tim Reardon, our Secretary, is very much encouraging us all to work where it makes sense….and for different teams that will be different. Have conversations with your peers and leaders to work through what this might mean as an opportunity to both be productive and manage an improved work/life balance.


PaCS Session – Friday 4th August

Last Friday some of us were fortunate to attend the second PaCS session led by Elizabeth Mildwater. It was a terrific morning which began with Elizabeth reflecting on the amazing outcomes that have been delivered by PaCS over the last few months. These included Equip going live, MDAM enabling over 13,500 devices, the new GSELA process also going live with over 2000 personalised letters sent to impacted senior service staff, standing up the MyIT Service desk which deals with 100,000 contacts a week and activity based working now supporting approximately 10,000 employees. A major milestone that OD was particularly acknowledged for was the Women in Leadership program which has exceeded targets.

Elizabeth also updated us on the feedback from clients across the Cluster which has emerged from the Evolve workshops. These guiding principles for PaCS include

  • Fit for purpose
  • Innovative
  • Clear and easy to use
  • Right person, right engagement
  • End to end
  • Connected
  • Value for money
  • Get the basics right

Our mindset and behaviours need to be positive, focused, considered, flexible and holistic!

We also had a session led by Jane Ridley, Executive Director, Transformation and Change who used the analogy of a high pressure car race and the preparation, planning, execution and outcome to explain the PaCS planned outcomes over the next six months. These include being ‘race ready’ around procurement, recruitment, defining services as transactional, reliable and cost effective, financial management and security.

Tim Reardon also spoke to the group around key messages that he has had from the Premier – the criticality of a service delivery focus, punctuality, and integration of operational technology to support improved customer outcomes. Tim reaffirmed his commitment to women in leadership as a key focus. He also suggested that we all take the time to read the Digital Roadmap. For the future he also spoke with passion about the importance of flexibility, agility and more empowerment for employees – he concluded by commenting on the ability we need to develop to ensure personalisation of employee experience.

A wonderful session was then run by Stephanie Martin and Jacqueline Linke. They worked with the 200+ participants to get us using mindfulness to centre our thoughts and our physiology so that we were Race Ready to work in teams on the challenge of recruitment. We worked on two perspectives: the hiring manager and the candidate. Some great ideas emerged and blue sky thinking was heavily encouraged by Kenny Bradley who is leading this work.

Watch out for Elizabeth’s next communication as I think there will be lots shared from the session.


Cheers,

Fiona



Hi OD team

My turn for the Loop this week. As with the last Loop, this will be a brief Loop – we had more team coaching with Resource Advisory. I attended the Group B session this week so I can share some of my takeaways.


Next Phase of OD Team Development

As you know, we have commenced our next phase in the development of our teams and leaders within OD.

A number of the Directors participated in the second workshop last Wednesday, so we did not have our usual OD Leadership meeting.

Over the next few months, Resource Advisory are working with approx. 40 of our staff, including our Directors, Team Leaders and some team members who need to be working across teams within OD. This wider team will help us to understand barriers and opportunities by bringing diverse perspectives to our learning experience.

The workshop gave us some great insights into mood, and how this can be a very powerful way to reflect. We also noted that we tend to align ourselves to people who have the same view and potentially are in the same mood and this of course can lead to silos. Acceptance of what we don’t like about a situation can often be a very positive health move and leads to a positive mood as well. We talked about how a lack of possibility in our outlook can ultimately lead to not participating in the workplace, even depression. My main takeaway from these discussions was that we are all leaders, and our mood as leaders has a very significant impact on those around us. A mood of possibility will always bring a positive ‘vibe’ (excuse that word if you are significantly younger than me – and that is most of you…..I use groovy at home as well which is tolerated by my adult kids).

We also revisited the commitment that we all have to a common language and we spent quite some time looking at the commitments the Directors had developed some time ago and undertaking a process of ongoing collaboration and reflection. We very much enjoyed this process, and several new commitments were identified, discussed and agreed. My understanding is that these will be discussed with Group A, the Directors and potentially will return to Group B for a last engagement.

It was a great opportunity to have the wider team of leaders together, as was the case the previous week with Group A. I think we are very fortunate to have this opportunity as an OD branch to really connect with each other and get a much more robust understanding of what our combined purpose and mood should be.


OD at Lee Street

For those who work at Lee Street from time to time, there is a new hot desk arrangement. Linda Harvey has demonstrated amazing skills with Adobe to show you where these are on a plan. See below!!



Tim Reardon, our Secretary, is very much encouraging us all to work where it makes sense….and for different teams that will be different. Have conversations with your peers and leaders to work through what this might mean as an opportunity to both be productive and manage an improved work/life balance.


PaCS Session – Friday 4th August

Last Friday some of us were fortunate to attend the second PaCS session led by Elizabeth Mildwater. It was a terrific morning which began with Elizabeth reflecting on the amazing outcomes that have been delivered by PaCS over the last few months. These included Equip going live, MDAM enabling over 13,500 devices, the new GSELA process also going live with over 2000 personalised letters sent to impacted senior service staff, standing up the MyIT Service desk which deals with 100,000 contacts a week and activity based working now supporting approximately 10,000 employees. A major milestone that OD was particularly acknowledged for was the Women in Leadership program which has exceeded targets.

Elizabeth also updated us on the feedback from clients across the Cluster which has emerged from the Evolve workshops. These guiding principles for PaCS include

  • Fit for purpose
  • Innovative
  • Clear and easy to use
  • Right person, right engagement
  • End to end
  • Connected
  • Value for money
  • Get the basics right

Our mindset and behaviours need to be positive, focused, considered, flexible and holistic!

We also had a session led by Jane Ridley, Executive Director, Transformation and Change who used the analogy of a high pressure car race and the preparation, planning, execution and outcome to explain the PaCS planned outcomes over the next six months. These include being ‘race ready’ around procurement, recruitment, defining services as transactional, reliable and cost effective, financial management and security.

Tim Reardon also spoke to the group around key messages that he has had from the Premier – the criticality of a service delivery focus, punctuality, and integration of operational technology to support improved customer outcomes. Tim reaffirmed his commitment to women in leadership as a key focus. He also suggested that we all take the time to read the Digital Roadmap. For the future he also spoke with passion about the importance of flexibility, agility and more empowerment for employees – he concluded by commenting on the ability we need to develop to ensure personalisation of employee experience.

A wonderful session was then run by Stephanie Martin and Jacqueline Linke. They worked with the 200+ participants to get us using mindfulness to centre our thoughts and our physiology so that we were Race Ready to work in teams on the challenge of recruitment. We worked on two perspectives: the hiring manager and the candidate. Some great ideas emerged and blue sky thinking was heavily encouraged by Kenny Bradley who is leading this work.

Watch out for Elizabeth’s next communication as I think there will be lots shared from the session.


Cheers,

Fiona



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Page last updated: 17 June 2019, 23:29