ernst décsey: new ways of working: culture change

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New Ways of Working: Culture ChangeJ. Boye conference, Aarhus - 2 November 2015

Ernst Décsey

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About UNICEF:

On the ground in over 190 countries and territories

2 New Ways of Working: Culture Change – UNICEF PFP

88% of the organization's staff positions are located in the field

About UNICEF:

34 National Committees in industrialized countries


About UNICEF:

What we do


New ways of working?


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‘Share is the new save’(Jonathan Anthony)

What is your reality?


I work in a‘command & control’top down situation

Source: http://goo.gl/NnUKct

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Our teams are self-directed, purpose-driven

and with well-defined processes

I can choose freely which projects to work on and

how much time to devote to each

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Let’s get to know each others


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• Our environment

• Preparing the ground

• Helping the seeds grow

• Adding fertilizer: Playful techniques

• Group exercise

• Wrap-up

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Today

Our environment


“The greatest

danger in times of

turbulence is not

the turbulence; it

is to act with

yesterday's logic“

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Preparing the ground


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“By failing to

prepare, you are

preparing to fail.“

(Benjamin Franklin)

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Helping the seeds grow

“From a small

seed a mighty

trunk may grow.“

(Aeschylus)

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Adding fertilizerNew ways of working call for different approaches


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Playful, touchable, relatable…


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• Management buy-in

• Stakeholders involvement

• User awareness & training

• Recruiting champions

Management buy-in:

Guess cards

• Idea:

Guess cards illustrating the current

practice on one side and the

future/ideal approach on the other

side to support conversation

• Context and audience:

Senior management / key

stakeholders not aware of the

overall concept and required best

practices

• Purpose:

Create awareness of best practice

and our mistakes to date;

stimulate dialogue; convince


Playful

Touchable

Relatable

low high

What do you do

to remember

someone’s name or things?

Stakeholders involvement:

Visual analogies

• Idea:

Use NYC urban infrastructure as a

way to illustrate the concepts of the

DW, information architecture and

new ways of working


Key stakeholders not familiar with

the abstract concepts and how they

relate to them in practice

• Purpose:

Surprise; help people understand

the concept based on their day-to-

day life experience


Playful

Touchable

Relatable

low high

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Stakeholders involvement:

Jar of whimsy

• Idea:

Give people a jar full of a diverse

range of characteristics and ask

them to organize them into groups


Key stakeholders with strong views

on how information should be

structured unaware of the

complexity of building an information

architecture and taxonomy

• Purpose:

Challenge colleagues; increase

awareness of the subjectivity of how

content is categorized/stored

From KMWorld 2013: John Matthew Upton,

Principle Consultant, ByteManagers, Inc.


Playful

Touchable

Relatable

low high

User awareness and training:

LEGO® blocks

• Idea:

Use LEGO® blocks to invite users to

build the perfect Intranet with colors

representing different dimensions

(e.g. content, social)


Intranet 1.0 needing to be rebuilt

• Purpose:

Explain the Intranet dimensions;

engage in dialogue with participants

about a topic they would normally

not find easy to discuss; focus on

user needs


Playful

Touchable

Relatable

low high

https://www.youtube.com/watch?v=waNyvw6khhU

https://www.youtube.com/watch?v=waNyvw6khhU

Beside Lego, what

was your favorite

child-hood toy or game?

User awareness and training:

‘Post-it’® campaign

• Idea:

Place 'Post-it‘® notes with

messages about the benefits of

using Lync on people's desks and

office supplies


End user awareness campaigns

normally not focused on user

benefits

• Purpose:

Raise awareness in an

unconventional way; generate buzz


Playful

Touchable

Relatable

low high

What can't you

live without in

the office?

Recruiting champions:

Seed ‘bombs’

• Idea:

Disseminate 'seed bombs' with a

short note explaining what it

means concretely to work in new

ways


Key stakeholder reluctant to

adopt new ways of working

• Purpose:

Grow awareness; recruit

champions; leave a physical

'reminder'


Playful

Touchable

Relatable

low high

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What’s the most

unusual thing

someone asked

you to do?

What can this be used for?


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Coffee time!

• Tell us about you

• Why did you come to this corner of the room?

• In one word, your current organizational challenge when

it comes to new ways of working?

• Your expectations for today?


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Welcome back!

Group work (35 minutes)

• Split into 3 groups

• Choose a challenge identified earlier on

• Work together to find a playful, touchable, relatable and

practical technique to solve it – can be more than one

challenge

• You can use your answers for inspiration

• Fill in the worksheet (no worries, we will share them with everyone after the workshop)

• Be ready to report back to the other groups

Share your ideas back with the whole group (15 minutes)


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Give your idea a title:

New Ways of Working: Culture Change – UNICEF PFP

Sketch it:

Playful

Touchable

Relatable

low high

Audience(s):

Brief description:

Purpose:

Food for thought #1


“There's no learning without trying

lots of ideas and failing lots of

times.”(Jonathan Ive)

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Food for thought #2


“We talk about digital transformation but

we’re really talking about is human

transformation — new ways of working that

are more collaborative, open, and based on

principles of trust and sharing. It is up to all

of us to build our organizational commons

knowing that true leadership — the

capacity to influence change — is in all of

us, wherever we are and whatever we do.“

(Jane McConnell)

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Food for thought #3


“Rien ne sert de s’obstiner à piloter

le changement par la culture (ce qui

revient souvent à faire porter son

poids sur les seules épaules des

collaborateurs) si vous n’êtes pas

prêts à changer le système, les

règles.“(Bertrand Duperrin)

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Ready to plant your seeds of change?







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Make a flag


Find it fast


The highest tower wins

ernst décsey: new ways of working: culture change

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