Presentation on theme: "Understanding change Organisational Development team"— Presentation transcript:
1Understanding change Organisational Development team NHS IT Training CentreDevelopmentandLearningApril 17Understanding changeOrganisational Development team
2Housekeeping On-site facilities In case of emergency Breaks x 2 NHS IT Training CentreApril 17HousekeepingOn-site facilitiesIn case of emergencyBreaks x 2Mobile phonesExpected finish
3NHS IT Training CentreApril 17ObjectiveBy the end of the first session, you should have… Gained an understanding of the key processes and human factors involved in change
4Consider… 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?
5Why are we resistant to change? Loss of comfort of familiar sights, sounds and routinesOur competence in the new situation, and our ability to learn new skills and processes is challengedChange may involve a change in work patterns / no work at allTime 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 usWe don’t know where the next step is taking usFlipchart as a exercise
6The 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
8Steven Covey – Be Proactive Reactive (problem focused)There is nothing I can doThat is just the way I amI have to do thatIf only…Proactive (solution focused)Let’s look at our alternativesI can choose a different approachI will choose an appropriate responseI will…
10For 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.
12Curriculum Vitaes and Applications NHS IT Training CentreDevelopmentandLearningApril 17Curriculum Vitaes and ApplicationsOrganisational Development teamV01
13NHS IT Training CentreApril 17ObjectivesBy the end of this second session, you will be able to:Assess your own skills and abilities via a self preparation bookIdentify different types of CVExplore key components of a CVIdentify what information to include within a covering letter
15What 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 seekerCurriculum Vitae (Latin) = “The course of one’s life”A description of your personal details, work history and educationA personal marketing tool
17Typical Components of a CV Contact detailsPersonal statementCurrent or latest rolePrevious rolesEducation, qualifications and relevant training
18The Chronological CV Jobs in date order Devote more space to last 10 yearsUse a ‘career summary’ section for jobs older than 10 yearsFor each job, describe your key achievements.
19The Skills Based CV Focuses on the skills you have Useful if you want to make a career changeDecide which skill headings are relevant to the jobInclude skills acquired outside of work
20The Achievement / Performance CV Highlights your biggest achievements firstCan take up to 1 pageIndicates the depth and breath of your experienceThe rest of your job history can be in reverse chronological order or in the skills based formatUseful for discussing recent achievements
21The Functional CVLists responsibilities / experience under key headingsUseful to expand on general / non specific job titlesHighlights breath and depth of experience
22Things you should consider Don’t…Include height, weight, religion or D.O.BProvide a picture unless asked to do soUse difficult to read fontTry and be funnyUse abbreviations or jargonInclude too much detailJust list your dutiesHave any gapsUse more than 2 pages (not back to back or stapled)Include references or hobbiesStart all your sentences with “I”LIE!!!
23Things you should consider Do…Start with a strong, clear personal statementMake sure your contact details are on both pagesList achievements including figures / scale etc.Cheque your spelling, then check it agen!!!Make it clear and easy on the eyeDecide on a layout and structure and stick to itAsk friends, family and colleagues to check itMake sure it sounds like youHave more than one versionTell the truth!!
25Personal StatementA brief and to the point overview of you as a person, selling your major strengths and expertiseWhy is it important?How long should it be?What should it include?How hard can it be…..?
26Some things to avoidPhrases 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.
28Summary - 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.
29CV 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 storeI can type without looking at thekeyboard.I am loyal and know when to keep my big mouth shutMy interests include cooking dogs and interesting people
31Interview Skills Organisational Development team V01 NHS IT Training CentreApril 17DevelopmentandLearningInterview SkillsOrganisational Development teamV01
32Objectives By the end of this third session, you will be able to: NHS IT Training CentreApril 17ObjectivesBy 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.
33Common interview types… NHS IT Training CentreApril 17Common interview types…Competency/criteria-based interviewsStructured 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 ExplainedSign 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 ShareThisBehavioural 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 WorkWhen 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 thatWhat 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 QuestionsWe 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 problemTalk about the part YOU played in discovering the problemDescribe what YOU did to resolve it, the actions YOU tookDetail the successful result and use figures to illustrate
34Technical interviewsIf 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.
35Case study interviewsYou 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.
36ActivityWhat are the five most important things you can do before attending an interview. Rank them according to importance…
37Preparing for your interview NHS IT Training CentreApril 17Preparing for your interviewResearch the companyAnticipate the questions you might be asked - talk to the named contact in the job advertisementPrepare your answersRehearse so you can communicate smoothlyPlan your journey – go the day before if unsure of locationGather together the relevant information / documents required for the interviewGet some sleepSource: direct.govAnticipate, 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.
38Interviews may involve… NHS IT Training CentreApril 17Interviews may involve…A panel (including a representative from HR)A one-to-one meetingPsychometric test(s)Ability test(s)Presentation(s)Group / scenario workDiscussing your CV or application form
39Attending the interview NHS IT Training CentreApril 17Attending the interviewLets take a look…
40NHS IT Training CentreApril 17Interview Don’tsPoor handshake; limp hand / tips of fingers / arm pumping!Talking too much; try to provide succinct answers, don’t waffleTalking negatively about current / past employersArriving too early / lateBeing rude
41Interview Don’ts (cont) NHS IT Training CentreApril 17Interview Don’ts (cont)Too much focus on salary / holiday / benefitsNot preparing for the interviewUsing filler words – umm / ok / right/ like/ you know…Not enough / too much eye contactFailure to match communication style - if the interviewer is formal, match their behaviourSource: Deborah Walker: quintcareers.com41
42NHS IT Training CentreApril 17Interview DosPrepare 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)
43NHS IT Training CentreApril 17Interview Dos (cont)Listen attentively, especially to the actual question asked, not the one you wished had been asked and answer conciselyIf 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!
44Presenting at an interview NHS IT Training CentreApril 17Presenting at an interviewResearch the materialCreate a planPractise and time your selfPractise in front of friends / record yourselfOn the day make sure you have your presentation on a memory stick AND a hard copy
45Interview questions - exploratory NHS IT Training CentreApril 17Interview questions - exploratoryWhat did you do in your last job?Summarise the skills and duties relevant to your last roleList your main responsibilitiesOutline who you worked with / how you worked with themState how long you were in postWere you promoted?Additional responsibilities you volunteered forSource: Direct.gov
46Interview questions - competency NHS IT Training CentreApril 17Interview questions - competencyDescribe a time when you anticipated potentialproblems and developed preventative measures?Describe the "Situation" you were inWhat was the "Task" you needed to accomplishDescribe the "Action" you tookOutline the "Results or response
47Useful websites www.direct.gov. www.monster.com www.careerbuilder.com NHS IT Training CentreApril 17Useful websitesIf 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.
48NHS IT Training CentreApril 17Thank You!Any questions? Contact the Organisational Development Team on: