Presentation on theme: "Www.shropscommunityhealth.nhs.uk Understanding change Organisational Development team."— Presentation transcript:
Understanding change Organisational Development team
On-site facilities In case of emergency Breaks x 2 Mobile phones Expected finish Housekeeping
Objective By the end of the first session, you should have… Gained an understanding of the key processes and human factors involved in change
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?
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
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
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… 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… Proactive (solution focused) Let’s look at our alternatives I can choose a different approach I will choose an appropriate response I will…
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.
Curriculum Vitaes and Applications V01 Organisational Development team
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
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
What do you think makes a good CV? Discuss…
Typical Components of a CV Contact details Personal statement Current or latest role Previous roles Education, qualifications and relevant training
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.
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
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
The Functional CV Lists responsibilities / experience under key headings Useful to expand on general / non specific job titles –Highlights breath and depth of experience
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!!!
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!!
Practice CV exercise
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…..?
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.
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.
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
Interview Skills V01 Organisational Development team
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.
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.
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.
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.
Activity What are the five most important things you can do before attending an interview. Rank them according to importance…
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
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
Attending the interview Lets take a look…
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
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 S ource: Deborah Walker: quintcareers.com
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)
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!
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
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
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
Thank You! Any questions? Contact the Organisational Development Team on: