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Understanding change Organisational Development team

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1 Understanding change Organisational Development team
NHS IT Training Centre Development and Learning April 17 Understanding change Organisational Development team

2 Housekeeping On-site facilities In case of emergency Breaks x 2
NHS IT Training Centre April 17 Housekeeping On-site facilities In case of emergency Breaks x 2 Mobile phones Expected finish

3 NHS IT Training Centre April 17 Objective By the end of the first session, you should have… Gained an understanding of the key processes and human factors involved in change

4 Consider… How do you know you are experiencing / reacting to change?
What behaviours do you exhibit? How does change makes you feel about yourself / colleagues? What thoughts come up while you are undertaking change?

5 Why are we resistant to change?
Loss of comfort of familiar sights, sounds and routines Our competence in the new situation, and our ability to learn new skills and processes is challenged Change may involve a change in work patterns / no work at all Time of stress. The change may create a real threat to us (there may be winners and losers). We often cannot see the point (if it’s not broken, don’t fix it) We are often too busy to take the time to understand the change –fire-fighting? Loss of control – it needs to be done by us and not to us We don’t know where the next step is taking us Flipchart as a exercise

6 The Process of Change “Change is not the same as transition. Change is situational: the new site, the new structure, the new team, the new job / role, the new procedure. Transition is the psychological process people go through to come to terms with a new situation. Remember that change is external and transition is internal” ‘’Most organisations try to start with a beginning. They pay no attention to endings. They do not acknowledge the support needed in the changing state between the past and the future. They wonder why people have so much difficulty with change.’’ William Bridges

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8 Steven Covey – Be Proactive
Reactive (problem focused) There is nothing I can do That is just the way I am I have to do that If only… Proactive (solution focused) Let’s look at our alternatives I can choose a different approach I will choose an appropriate response I will…

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10 For every change we go through a transition
As individuals we vary in the speed at which we go through the transition. Influenced by past experiences, personal preferred style, degree of involvement in recognising the problem, whether involvement in the change is pushed or voluntary.

11 Break

12 Curriculum Vitaes and Applications
NHS IT Training Centre Development and Learning April 17 Curriculum Vitaes and Applications Organisational Development team V01

13 NHS IT Training Centre April 17 Objectives By the end of this second session, you will be able to: Assess your own skills and abilities via a self preparation book Identify different types of CV Explore key components of a CV Identify what information to include within a covering letter

14 Self assessment The 5 Ps… Perfect Preparation Prevents Poor
Performance Self preparation booklet

15 What is a Curriculum Vitae (CV)?
A CV provides an overview of a person's experience and qualifications. A CV is typically the first item that a potential employer encounters regarding the job seeker Curriculum Vitae (Latin) = “The course of one’s life” A description of your personal details, work history and education A personal marketing tool

16 What do you think makes a good CV?
Discuss…

17 Typical Components of a CV
Contact details Personal statement Current or latest role Previous roles Education, qualifications and relevant training

18 The Chronological CV Jobs in date order
Devote more space to last 10 years Use a ‘career summary’ section for jobs older than 10 years For each job, describe your key achievements.

19 The Skills Based CV Focuses on the skills you have
Useful if you want to make a career change Decide which skill headings are relevant to the job Include skills acquired outside of work

20 The Achievement / Performance CV
Highlights your biggest achievements first Can take up to 1 page Indicates the depth and breath of your experience The rest of your job history can be in reverse chronological order or in the skills based format Useful for discussing recent achievements

21 The Functional CV Lists responsibilities / experience under key headings Useful to expand on general / non specific job titles Highlights breath and depth of experience

22 Things you should consider
Don’t… Include height, weight, religion or D.O.B Provide a picture unless asked to do so Use difficult to read font Try and be funny Use abbreviations or jargon Include too much detail Just list your duties Have any gaps Use more than 2 pages (not back to back or stapled) Include references or hobbies Start all your sentences with “I” LIE!!!

23 Things you should consider
Do… Start with a strong, clear personal statement Make sure your contact details are on both pages List achievements including figures / scale etc. Cheque your spelling, then check it agen!!! Make it clear and easy on the eye Decide on a layout and structure and stick to it Ask friends, family and colleagues to check it Make sure it sounds like you Have more than one version Tell the truth!!

24 Practice CV exercise

25 Personal Statement A brief and to the point overview of you as a person, selling your major strengths and expertise Why is it important? How long should it be? What should it include? How hard can it be…..?

26 Some things to avoid Phrases like “extensive experience” and “proven track record” can appear empty to a potential employer. Instead note that you have 8-10 years experience or that you have increased sales by 300%. Include meaningful phrases that apply specifically to highlights you have achieved in your career.

27 Covering letters…

28 Summary - Things you should know about CV’s
The perfect CV….does not exist. Number of pages (2) – As short as possible and as long as it needs to be. Create a ‘master’ CV that you can tailor and amend for each specific role. Provide achievement examples rather than just job descriptions. Try and avoid repeating “I” and use bullet points where possible. 30 – Second Test (Often a recruiter will look at a CV for no more than 30 seconds. Ask a friend to do the same with yours and see what they can remember). You need to like your CV and it should sound like you. Be honest. Make sure it complements and reinforces your covering letter.

29 CV howlers Career break in 1999 to renovate my horse
I am about to enroll on a Business and Finance Degree with the Open University. I feel that this qualification will prove detrimental to me for future success. Strong work ethic, attention to detail, team player, self motivated, attention to detail. Hobbies: getting drunk every night down by the water, playing my guitar and smoking pot.  Instrumental in ruining entire operation for a Midwest chain store I can type without looking at thekeyboard. I am loyal and know when to keep my big mouth shut My interests include cooking dogs and interesting people

30 Break

31 Interview Skills Organisational Development team V01
NHS IT Training Centre April 17 Development and Learning Interview Skills Organisational Development team V01

32 Objectives By the end of this third session, you will be able to:
NHS IT Training Centre April 17 Objectives By the end of this third session, you will be able to: Prepare a plan for interview preparation. Identify positive and negative interview behaviours. Discuss what to expect at an interview (internal/external). Explore what questions may be asked at an interview. Have the opportunity to practise.

33 Common interview types…
NHS IT Training Centre April 17 Common interview types… Competency/criteria-based interviews Structured to reflect the competencies or qualities required by the job. The interviewers are looking for evidence of your skills and abilities and expect you to support your answers with examples of your experience from your life to date. Behavioural Interview Questions Explained Sign up to the BlueSky Interviews newsletter and get our FREE 3-part Interview Tips course from top interview coach Annette Lewis delivered direct to your inbox. First Name:   By Annette Lewis ShareThis Behavioural Interview Questions, also called Situational, are used as a tool in job interviews to discover how your performance in a previous job may contribute to your future performance in the role being recruited for. Behavioural Interviewing is becoming increasingly common and is used by many large organisations such as BT, Accenture and many of the large banking organisations. The basic theory is that past behaviour in work related situations can be used as a predictor of future performance and studies have shown this technique to be about 5 times more accurate than traditional interview questions when selecting new employees. How Behavioural Interview Questions Work When using behavioural interviewing techniques the interviewer will ask open-ended interview questions relating to your behaviour in past situations and will try to match these with the pre-set requirements of the role. These Behaviour Based Interview Questions require you to provide specific examples of what you have done in the past and usually take the form of: Tell me about a time when you... Give an example of a situation... Describe a situation... They are designed to gather detailed evidence and you will find that once you have given your answer the interviewer will probe deeper and may pick certain aspects to investigate further. Be prepared for follow on questions such as: How exactly did you do that? Tell me exactly what steps you took to resolve that What was the basis for that decision? By delving deeper into the detail of your answer the interviewer knows that it becomes very difficult for you to sustain a fabricated story. Help with answering Competency and Behavioural interview questions can be found here. Tips for Answering Behavioural Interview Questions We recommend that you choose answers based on real experiences that you have had. Avoid the temptation to invent a scenario or embellish an existing one. Your response needs to be relevant and sufficiently detailed. Be specific and tell a story and to help we recommend that you use the following structure: Describe the situation or problem Talk about the part YOU played in discovering the problem Describe what YOU did to resolve it, the actions YOU took Detail the successful result and use figures to illustrate

34 Technical interviews If you have applied for a job that requires technical knowledge, it is likely that you will be asked technical questions. Don’t worry if you don’t know the exact answer - interviewers are interested in your thought process and logic.

35 Case study interviews You may be presented with a hypothetical or real business problem. You will be evaluated on your analysis of the problem; how you identify the key issues, how you pursue a particular line of thinking and how you organise your thoughts.

36 Activity What are the five most important things you can do before attending an interview. Rank them according to importance…

37 Preparing for your interview
NHS IT Training Centre April 17 Preparing for your interview Research the company Anticipate the questions you might be asked - talk to the named contact in the job advertisement Prepare your answers Rehearse so you can communicate smoothly Plan your journey – go the day before if unsure of location Gather together the relevant information / documents required for the interview Get some sleep Source: direct.gov Anticipate, Prepare and Rehearse. Firstly anticipate the questions that are likely to be asked, then Prepare answers and finally Rehearse those answers until you can deliver them smoothly and clearly.

38 Interviews may involve…
NHS IT Training Centre April 17 Interviews may involve… A panel (including a representative from HR) A one-to-one meeting Psychometric test(s) Ability test(s) Presentation(s) Group / scenario work Discussing your CV or application form

39 Attending the interview
NHS IT Training Centre April 17 Attending the interview Lets take a look…

40 NHS IT Training Centre April 17 Interview Don’ts Poor handshake; limp hand / tips of fingers / arm pumping! Talking too much; try to provide succinct answers, don’t waffle Talking negatively about current / past employers Arriving too early / late Being rude

41 Interview Don’ts (cont)
NHS IT Training Centre April 17 Interview Don’ts (cont) Too much focus on salary / holiday / benefits Not preparing for the interview Using filler words – umm / ok / right/ like/ you know… Not enough / too much eye contact Failure to match communication style - if the interviewer is formal, match their behaviour Source: Deborah Walker: quintcareers.com 41

42 NHS IT Training Centre April 17 Interview Dos Prepare thoroughly, if necessary practice using a tape recorder. Arrive on time, plan to arrive minutes early. Be conscious of the personal impression you wish to project when deciding what to wear etc. Shake hands firmly. Allow the interviewer to take the initiative, but always try to give thorough answers to questions. Try to relax (take a few deep breaths beforehand)

43 NHS IT Training Centre April 17 Interview Dos (cont) Listen attentively, especially to the actual question asked, not the one you wished had been asked and answer concisely If you don’t understand a question, or your mind goes blank, ask the interviewer to repeat the question rather than you guess as what they said / meant. Comment positively about your previous, or present employer and organisation. On no account become bitter or overly critical. Have questions prepared that you wish to ask the interviewer. Show enthusiasm!

44 Presenting at an interview
NHS IT Training Centre April 17 Presenting at an interview Research the material Create a plan Practise and time your self Practise in front of friends / record yourself On the day make sure you have your presentation on a memory stick AND a hard copy

45 Interview questions - exploratory
NHS IT Training Centre April 17 Interview questions - exploratory What did you do in your last job? Summarise the skills and duties relevant to your last role List your main responsibilities Outline who you worked with / how you worked with them State how long you were in post Were you promoted? Additional responsibilities you volunteered for Source: Direct.gov

46 Interview questions - competency
NHS IT Training Centre April 17 Interview questions - competency Describe a time when you anticipated potential problems and developed preventative measures? Describe the "Situation" you were in What was the "Task" you needed to accomplish Describe the "Action" you took Outline the "Results or response

47 Useful websites www.direct.gov. www.monster.com www.careerbuilder.com
NHS IT Training Centre April 17 Useful websites If we have not addressed all the personal objectives that were noted at the beginning, please ensure that the reason is stated on your evaluation forms so that these can be addressed.

48 NHS IT Training Centre April 17 Thank You! Any questions? Contact the Organisational Development Team on:


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