1. BUILDING ON SUCCESS – DIVERSITY CHAMPIONS Adrian Kerr Chief Executive Local Government Staff Commission for NI

2. BUILDING ON SUCCESS Change Champions in Practice History Research Recommendations Implementation Plan Model Development Framework for Champions

3. HISTORY Established a network of champions to advance the Women in Local Councils initiative Evaluated their success and made recommendations Roles, Skills, Barriers and Development Needs

4. RECOMMENDATIONS FROM THE RESEARCH ROLES: Network Composition -Continue and expand Appointment Procedure -Self selection/ongoing basis Partnership Working -Encourage and form alliances -Cross traditional boundaries

5. RECOMMENDATIONS FROM THE RESEARCH ROLES cont’d: Structured Action Planning -Central but creative and responsive to local needs Maintaining Commitment - To the change itself, improve information and recognition

6. RECOMMENDATIONS FROM THE RESEARCH SKILLS: Utilise Previous Change Experience -Retain existing Champion knowledge and recruit experience in other areas Succession Planning -Introduce a system/self selection and encouragement

7. RECOMMENDATIONS FROM THE RESEARCH SKILLS cont’d: Utilise in Support of Other Change Initiatives Coaching and Mentoring -Management Development Programmes – redesign to place emphasis on coaching and mentoring

8. RECOMMENDATIONS FROM THE RESEARCH BARRIERS: Encouraging Support -Awareness raising events, create involvement opportunities Resource Provision -Target support and equitable distribution of funding, etc.

9. RECOMMENDATIONS FROM THE RESEARCH BARRIERS cont’d: Communications Strategy and Readiness for Change -Communications Strategy designed, ‘Readiness for Change’ Audit/Action Plan Member/Officer Relationships -Development Programme and opportunities to work together

10. RECOMMENDATIONS FROM THE RESEARCH BARRIERS cont’d: Trade Union Consultation and Commitment -Permanent TU/Management Forum – consult on planned change

11. RECOMMENDATIONS FROM THE RESEARCH DEVELOPMENT NEEDS Build on Existing -Obtain buy-in to the programme and evaluate Worklife Balance -Include in Development Programme

12. RECOMMENDATIONS FROM THE RESEARCH DEVELOPMENT NEEDS cont’d. Support Groupings -Pilot self selecting groups for shared learning Mentoring and Coaching -Awareness training followed by a mentoring/coaching programme

13. MATCHING RECOMMENDATIONS TO THE LGSC IMPLEMENTATION MODEL Inception Phase (managing) Operational Phase (managing) Development Phase (supporting) Development Phase (developing and supporting) - Culture Changes Phases are not mutually exclusive

14. MATCHING RECOMMENDATIONS TO THE LGSC IMPLEMENTATION MODEL INCEPTION PHASE Composition Appointment Utilise previous experience Succession planning Support other initiatives Coaching and mentoring – in Management Development Programme

15. MATCHING RECOMMENDATIONS TO THE LGSC IMPLEMENTATION MODEL OPERATIONAL PHASE Partnership Working Plan of Work (flexibility) Maintain Commitment Resource Provision

16. MATCHING RECOMMENDATIONS TO THE LGSC IMPLEMENTATION MODEL DEVELOPMENT PHASE Member/Officer Relationships Worklife Balance Support Groupings Mentoring and Coaching Personal Development Plans Build on Existing Development Interventions

17. MATCHING RECOMMENDATIONS TO THE LGSC IMPLEMENTATION MODEL DEVELOPMENT PHASE – CULTURE CHANGES Encourage Support Communication Strategy Readiness for Change Project Trade Union Consultation Supporting Development and Learning Experiences

18. Inception Phase (managing) Operational Phase (managing) Development Phase (developing and supporting) Development Phase – Culture Changes (developing and supporting) Composition Continue with present structure & consider expanding Appointment Continue with self selection Utilise Previous Experience Retain existing network & recruit by experience & commitment Succession Planning Initiate planning system Supporting Other Initiatives Utilise existing expertise for other change initiatives including retirees Coaching and Mentoring – in Management Development Programmes Utilise existing expertise as mentors in all future senior local government management development programmes Partnership Working Encourage cross category partnership working Plan of Work Build flexibility & allow for creativity Maintaining Commitment Improve information on the topic, introduce motivational and recognition events Resource Provision Target individual support to reduce time commitment & equitable distribution Member/Officer Relationships Initiate enhancement programme Worklife Balance Initiate a programme of stress management & personal support Support Groupings Initiate pilot self select group(s) for shared learning and joint problem solving Mentoring and Coaching Introduce awareness training and introduce programmes Personal Development Plans Initiate personal development planning scheme Building on Existing Development Interventions Initiate re-design team and implement recommendations Encouraging Support Initiate Central & Local awareness raising of change initiative Communication Strategy Designed to overcome identified barriers Readiness for Change Project Initiate project, monitor, disseminate results & evaluate recommendations Trade Union Consultation Establish consultative & negotiation mechanism Supporting Development and Learning Experiences Highlight concerns re: need for improved self-development & confidence building measures and learning environment

19. MODEL DEVELOPMENT FRAMEWORK Set in three developmental levels 1.General 2.Targeted 3.Personal

20. MODEL DEVELOPMENT FRAMEWORK Development LevelContent – linked to recommendationsParticipants 1.GeneralAwareness Raising General information and developments relating to the change process Internal/External best practice examples All Champions (Advance details would enable potential participants to opt in or out of the general programme)

21. MODEL DEVELOPMENT FRAMEWORK Development LevelContent – linked to recommendationsParticipants 2.TargetedContent driven by group needs who could set their own development needs agenda on an annual basis Additional content to cover awareness training to support specific development recommendations e.g. Mentoring and Coaching, Worklife Balance, Member/Officer Relationships Specific categories of champion e.g. Officer/member Self selecting groups Common Interest groups Support groups

22. MODEL DEVELOPMENT FRAMEWORK Development LevelContent – linked to recommendationsParticipants 3.PersonalA full range of topic based seminars as identified in the research and linked to Personal Development Planning e.g. general management skills, communication skills, people skills, problem solving, negotiation and self confidence building skills. Individual Champions Self select from a detailed seminar programme issued quarterly

23. MODEL DEVELOPMENT FRAMEWORK Development LevelContent – linked to recommendationsParticipants 1.General Awareness Raising General information and developments relating to the change process (10) Internal/External best practice examples (5) All champions (Advance details would enable potential participants to opt in or out of the general programme) 2.Targeted Content driven by group needs who could set their own development needs agenda on an annual basis (17) Additional content to cover awareness training to support specific development recommendations e.g. Mentoring and Coaching, (18) Work/life Balance, (16) Member/Officer relationships (13) Specific categories of champion e.g. Officer/member. Self selecting groups Common Interest groups Support groups 3.PersonalA full range of topic based seminars as identified in the research (Table 27, pps.267-268) and linked to Personal Development Planning (19) e.g. general management skills, communication skills, people skills, problem solving, negotiation and self confidence building skills. Individual champions Self select from a detailed seminar programme issued quarterly

24. WAY FORWARD Journey begins today Refer to Implementation Plan and prioritise within Categories Champion initiation event Agree priorities – within OD Framework Place emphasis on Development Win – Win Ambition