Guiding Change for Professionals
|Date of event:||14 October 2014|
|Event ends:||14 October 2014|
Join the Henley Leadership of Organisational Change Group for an event led by Henley alumnus Rod Willis. During this workshop, a client case-study will be explored, looking into the typical ’soft' (interpersonal and people-management) challenges that can be experienced when encountering difficult situations whilst managing change.
On 14 October 2014 the Leadership of Organisational Change SIG welcomed alumni, programme members and guests to Guiding Change for Professionals, at AECOM (Mid City Place).
The evening was run by Henley alumnus Rod Willis, who facilitated the exploration of a client case-study, looking into the typical ’soft' (interpersonal and people-management) challenges that can be experienced when encountering difficult situations whilst managing change.
Rod Willis set the scene by sharing several reports highlighting a few eye-catching numbers: £19 billion per year is wasted due to lost working hours as a result of ineffective management (low skill and/or lack of experience in people-management). This was supported by several other hard-hitting numbers, establishing the need to find ways to address the people-management and interpersonal skills gap across organisations as a whole.
The group explored Edward Deming’s work, particularly the SoPK model which he produced in the last decade of his life. The event was built around a case study, and the group explored how the insight offered by Chris Argyris in his paper ‘Teaching Smart People How to Learn’ was able to help unpick some of the challenges identified in the study .
The group spent one minute in complete silence, which enabled unique stories to emerge based upon a common starting point. This was used to demonstrate just one of three domains that can be used to frame Interpersonal Relationships. The model this work was based on is called FIRO element B.
FIRO B was published in 1957, and FIRO element B which explores twice as many perspectives of Interpersonal Relationships was published in the 1980s. The group also used the model to explore ‘Team Atmosphere’ to identify ‘compatibility’ characteristics. This is the original reason why the FIRO tools were developed, although they are not often used in this manner.