Organisational Development Matters

What was the issue/ problem?

The Values Refresh programme, for access by all staff, was rolled out on December 2018 by the CEO, this was supported by HR OD & Learning and other business leads where the focus initially was to train values facilitators at the end of 2018 in order to kick off the programme.

How did you determine it was something that neeed OD support?

It impacted across the Board and is about culture so this is something OD can provide advice and support around and also to engage other change agents in the system to support with co design and co delivery.

What approach did you take and why?

To develop a programme plan with a cross functional team across the organisation, with some plans for train the trainer, face to face delivery, engagement plan and reporting on delivery including the requirements for the various Governance Committees.

How did you develop what kind of intervention(s) /tools to use?

This was discussed and agreed with the sponsors who were the CEO and SRO. Further various business leads then worked to co design and co deliver the programme, including support from the HR systems team on how the date for all staff is captured to demonstrate progress.

What role did evaluation play in your design and in the measurement of impact?

It was agreed at the outset that there would be two main focuses for evaluation , the i matter results for the organisation and the qualitative data collected by the delivery team would be used to summarise the learning’s and next steps for how the project will transition to BAU for the organisation.