1. Supporting Teams Through Transformation Pamela Hadfield Organisational Development & Learning Manager

2. A Guarding System An Emotional System A Thinking System A GROWING, EVOLVING SYSTEM

3. THE TRIUNE BRAIN Neocortex PATTERN MATCHING & PROBLEM SOLVING

4. TEAM DEVELOPMENT One Derby One Council transformation programme. Change vs Transition OD&L offer managers a “people centred” development package. Transition & Appreciative Inquiry Awareness. Use this awareness to build ownership and a sense of community.

5. TRANSITION APPRECIATIVE INQUIRY TEAM CONVERSATION

6. TRANSITION OBJECTIVES By the end of the workshop participants would: Have a clear understanding of the transition process linking the theory to what was really happening within each service. Begin to shape a transition plan. Be clear about the next steps in the process.

7. The THREE phases of the transition process ENDINGS NEUTRAL ZONE NEW BEGINNINGS THE TRANSITION MODEL

8. AI OBJECTIVES By the end of the workshop participants would: Have a clear understanding of the appreciative inquiry process. Begin to shape an AI question specially focussed on each individual service. Be clear about the next steps in the process.

9. THE AI MODEL

10. LEADERSHIP DEVELOPMENT Leadership development which focussed entirely on a work based approach. Partnership with University of Derby – leading expert on work based learning. Concentrated 90 minute “bite sized” workshops. Supporting & Leading Transformation which would be formally accredited.

12. CURRENT POSITION Programme began in January this year. Over 130 managers already going through the process. The trend is for specific teams/service areas to go through the process together rather than attend open, cross organisation sessions. As more new teams “come on line” the number is expected to increase. Initial feedback is very encouraging. Kirkpatrick’s four stage process is the evaluation model being used.