Organisational Development
- Strategy & Governance
- Operational & Project Planning
- Change Management
- Employee Engagement
- Culture Change
- Structure & Role Design
- Learning & Development Frameworks
Strategy & Governance
We strongly believe that the passion and knowledge found within your organisation and amongst your supporters makes you capable of deciding your own destiny. Our role is to facilitate the creation of a compelling strategic plan that will get you there. We offer a comprehensive, phased approach that puts you in control of the process and enables you to draw on the experience, facilitation skills, tools, techniques and templates that J Hill Associates can offer.
Every organisation is different, and every strategic plan is different, not just in terms of content but also in its presentation, level of detail and how far it takes you into planning for its implementation. We work with our clients to understand what they need from a strategic plan and jointly develop the process that will meet those needs.
For example, some organisations simply need to document what is ‘in the air and being done’ already. Others see it as an opportunity to reach out to external stakeholders, develop their management team, and to clarify and cement their relationship with their governing bodies. Whatever you want your strategic plan to bring, we’ll work with you to make it happen.
Follow the links for case studies on strategic planning at:
See below for our thoughts on other aspects of Organisational Development - the processes that take you from planning your strategy to its implementation and embedding it in daily working life!
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Operational & Project Planning
How do you go from that really compelling idea or strategy to making it happen? Operational and project planning are processes that not only help you to decide what needs to be done, by whom and by when, but, with the appropriate engagement of others, develops the energy and motivation that will see it carried out.
We bring a variety of planning models, practical tools and techniques to help you develop your plans with the appropriate consultation and involvement of the people who will influence the success of its implementation. We can also advise on setting baselines, progress monitoring and post-implementation evaluation.
All J Hill Associates projects start with identifying what needs to be different as a result, setting success criteria against which the project and our input will be measured and agreeing a process for evaluation both in the short and longer term. You therefore not only plan to succeed, but can also prove that you have!
Follow the links for case studies on:
Strategic to Operational Planning at Cricklewood Homeless Concern »
Cross-Team Annual Planning at VSO »
Organisational Baseline Survey with MSI »
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Change Management
So, you’ve got a great plan and you know what needs to be done, by whom and by when, but something tells you that it might not be that simple. Nasty statistics, such as the one that says 50-75% of all change projects fail to reap the anticipated benefits, give you pause for thought. And rightly so. You know you need to manage the change but what does that actually mean?
We bring a wealth of personal and organisational change experience, models and practical tools and techniques to help you plan and implement the change you seek. We can work directly with those involved, provide change management training, and/or provide you with mentoring and guidance in the background. You not only feel in control, you are in control.
Follow the links for case studies on:
Developing Change Management Capability at VSO »
Change and Consultation at Blue Cross Animal Welfare »
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Employee Engagement
How do you engage your people to secure high levels of commitment and performance? Do you have performance management/appraisal processes in place? Have you developed technology-based solutions? Trained your managers and their team members? Do your team members have a clear line of sight between what they come into work to do each day and the vision, mission and values of the organisation as a whole?
These usually form the building blocks for managing performance, and we can certainly work with you to put these in place, however there are other things that the most successful organisations do and we’d like to help you to achieve those too. Things like:
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A focus on the importance of building trusting relationships and on the nature and impact of conversations
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Using the systems and processes to help, rather than rely on them to drive performance
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Equipping managers with the skills required to create an environment where people willingly and consistently perform at their best
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Raising awareness of self and others to accurately assess and tap into individual motivation to build commitment, instil accountability and encourage discretionary effort.
We can also help you to identify the extent to which your existing approaches are effective and to pinpoint the specific areas for attention that will have the greatest impact.
Please contact us for further information.
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Culture Change
Organisational change touches every element of an organisation - its work processes, structures and role design, team and individual capabilities, reward and recognition mechanisms, people management processes, leadership and its values and culture. Successful change management explicitly addresses every one of these aspects, if only to consider what the implications might be.
Culture change can be one of the most difficult elements to address, partly because it is so difficult to define and partly because it manifests itself in so many different ways. Shein captured this when he described culture as “the basic assumptions and beliefs that are shared by members of an organisation, that operate unconsciously and define, in a basic taken-for-granted fashion an organisation’s view of itself and its environment.” Hmmm. So how does one tackle that then?
We believe that the first step is to identify what your culture is, what it is made up of and how it manifests itself. Secondly what might need to change in order to achieve a culture that supports the outcomes that you are looking for - recognising that there are likely to be many things that you know and love about your organisation that you might want to keep!
We then help you to identify practical actions that will bring about the changes you have identified and to plan the changes, providing ongoing implementation support and advice where needed. Aligning organisational culture with the desired outcomes of your change programme creates a catalytic effect, enabling you to deliver those outcomes more quickly and ensuring their sustainability.
Follow the links for case studies on:
Evolving Culture at Hope & Homes for Children »
Structure & Role Design
Whatever the driver is for a change to your structure or roles, experience tells us that we cannot do this without understanding the goals of the organisation, and the processes and relationships that make it work. What needs to be different as a result of restructuring, revising or introducing new roles?
We get behind the organisational charts and job descriptions to help you identify what really needs to happen, then work with you to identify and design effective roles and how they interact. We help you make sense of the different job sizes to enable effective reward and succession planning. We capture this either within your own documentation styles or by helping you design new ways of getting the information across.
We also help you with the often thorny issues raised by transition from the current to the new way of doing things. Structural and role changes often bring uncertainty and anxiety, and sometimes not everyone is delighted with the end result. We will help you to communicate effectively at all stages of the process to ensure it is transparent, fair, and that people can see that the outcomes are necessary for the future success of the organisation.
Follow the links for case studies on:
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Learning & Development Frameworks
Whether establishing a culture of continuous professional development in your organisation or addressing a specific development need, J Hill Associates can help you to identify the changes you want to see and how you can achieve those changes through a range of learning and development activities. We see learning and development in three dimensions: the subject matter (from hard skills to emotional intelligence); the level of learning (from awareness to advanced); and the method of delivery (from face-to-face through distance learning and self-development).
Follow the links for case studies on:
Creating a Leadership and Management Development Programme at Merlin »
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