A transformation session of note with Claudia Perry-Beltrame

 

Here is a video of the  knowledge share 

Click here for the Slides 

some of the insights discussed  .....

- assessing transformation 

- supporting transformation 

- culture during transformation 

- L&D during transformation 

-  what levers need most attention - 

-importance of setting  goals for your team 

- Benefits of alignment during transformation 

- challenges in sharing decision making across level 

 #team #culture

Claudia Perry-Beltrame Mark Purbrick Bill McLellan Clive Smallman Chris Flavell Cassandra Parton Robert Nankervis Chris Flavell

1d

Here are some of the cultural traits you need for a Transformaton 

Chris Flavell insights - the power of the 8 characteristics, culture traits and values - each has a part to play in the transformation.
#integrative - creative synergy
#systemic - agility and diversity of thought
#equality - empathy and understanding
#Achievement - innovation, fast, results
#duty Stability and structure - planning, systems control
#Power - visible rewards, courage, honesty , energy,passion
#Relational - respect, past is honoured and trusted - as a base to plan the future!

                      

                            Cashflow is fundamental to implement a succesful transformation

Mark Purbrick unpacking his thinktank 

A powerful thinktank led by Mark Purbrick - don't make the transformation too complex - make sure it aligns to values of organisationand team - Toni Wynne loved the methodology .... Wayne Larkin the importance of measuring results against original objectives and clebrating wins ...... Mike Lurie make sure that the objectives are agreed up front .... Lorenzo A. Nuti align values to the transformation

Bill Mclellan unpacking his thinktank

A powerfull #thinktank facilitated by Bill McLellan - magic happenning My head hurts as my mind contends with powerful learning and actionable insights including the difference between:

Change vs Transformation.

Thank you Claudia Perry-Beltrame for sharing a robust framework and your experience leading transformation programs globally.

Well chaired Ivan Kaye and a call out to the nuggets from the think tanks.

Very pleased to see some familiar faces and some new ones too, thank you for attending. For those that couldn't make it reach out and let's see what we can arrange for you.
#whycubed #transformationalleadership #advisoryboards

               Ayon Bhattacharyya unpacking his thinktank

Ayon - the. importance of cash flow as part of the recipe 

Transformation takes time .... and starts from the top 

Clive Smallman  unpacking his thinktank

Pushback is natural 

Transformation takes time 

Its about the symbols that the leaders convey 

There are the 4 Cs of Transformation 

Communication Communication Communication and Communication 

Awais Arif (CISSP, CRISC, LSSBB, PMP, CSM, ITIL) The issue in most transformation is that there is a disconnect between management and the people they are planning to apply transformation to. Getting those teams engaged earlier in the transformation stage is the key to success.

Awais Arif (CISSP, CRISC, LSSBB, PMP, CSM, ITIL) Transformation is not possible without internal teams understanding why we are doing it and gaining their support as we transform.

these are the key essentails you need ot make an effective #transformation happen

Rohan Dhowan how to do a transformation project if you are an SME - you need to focus on the project ... you need to have the allocation of cash to do the transformation... what are the quick wins? ... the average SME focusses on survival day to day... need discipline and allocation of time to work on a transformation... if done right exponential returns

Natalie Ranki-Goldman you need to know WHY you are doing this transformation.... ideally you need to know why the business exists? In order to bring people along the journey of change and transformation, your people not only need to know the goal but also why. Why are they going to go through the pain, what is the purpose and what is the ideal outcome. This, together with effective communication throughout the process enables a more effective transformational cultural change. Thank you to Claudia Perry-Beltrame and fellow BBG Forum members for a GREAT session!

Martin Conboy sharing his golf analogy and transformation... gold ...

Best way to play the course - course management !!

Closing comments by Claudia... a classic of note  - holy moly !!

Educating the Planet

Great shoutout Vint Cerf!!

The UN has a sustainability goal of universal education by 2030

“Global Education is in crisis. Today 300 million children don't go to school and 800 million young people will leave school without any qualifications. Our failure to get children a decent education means that we provide for only half of our future; for more than half the world's children can't read or write at the age of 11 and have no accredited skills for the workplace and life when they leave education. “

The Secretary-General of the UN António Guterres has called an education summit for September entitled ‘Transforming Education’, so that we can build back better after covid 

Modernisation of education systems through 

• better training of the education workforce, 
• the application of new technologies ,  
• digital learning and 
• new pathways for skills training 
• matter to the outcomes we can achieve, 
• This takes money and resources 

$20b is needed 

The UN has a plan to produce an extra $10 billion of new educational funds for low-income countries, and we also hope to generate another $10 billion of extra resources for middle-income countries over the next 5 years 

Collaboration between developing and developed countries 

 One proposal now being considered is for a compact for Global Education between developing countries and the developed economies that provide donor aid. 

Under it, countries would agree to raise education spending in stages to at least 4-6% of their national income over a period of five years, and they would invest at least 15% and hopefully 20% of all their public spending into education.  

This can be done with domestic action to reform tax systems, alongside international action to cut tax loopholes and illicit financial flows in order to increase sustainable funding for education.   

In return, in order to encourage the fast-tracking of educational opportunity, the multilateral institutions would offer enhanced support. 

The World Bank's low-income facility - IDA - would raise its spending on education from 10% to 15 % and this ambition would allow it to argue for new resources from donors and for an enhanced use of its reflows - the capital returned from past loans - to fund this enhanced spending. The larger support for schools and teachers in the developing world. 

This action alone would unlock opportunity for more than 20 million children every year in the poorest countries.  

There needs to be a call for education to receive a greater share in cross-border individual and corporate philanthropy to support existing donors support including the Global Partnership for Education, Education Cannot Wait, UNICEF and other UN Agencies.

What can Australia do to support the achievement of this goal 

Maybe for every $ spent on education - a $ is donated? 

Maybe a 200% tax deduction - for every training dollar spent and donated ? 

What do you suggest? 

Insights from the #bbgforum “creating the humanised workforce with Craig Saphin and Steve Borlow

 

 I have posted a post on linked in - here is the post... feel free (it would be great ) for you to post a comment or a picture or a thought in the comment and share

 https://www.linkedin.com/posts/ivankayebsi_bbgforum-activity-6942968530346602496-7d18?utm_source=linkedin_share&utm_medium=member_desktop_web 

The firestaters

  

There is  an amazing pool of talent talking the future of work ... the purpose of work ….the development of human evolution .... diversity equity and inclusion #dei …

There is an ovwhelming sense of optimism of humans and machines working together 

 What are the things you can do to "humanise the workforce

 Steve Barlow - talked about the  paradigm Shifts that  are making work more humanised ? 

Optimism, Collaboration, Release, DEI , Distributed workforce and More Flexible 

 Craig Saphin - talked about recruiting and retaining talent

how do corporations get the brightest and the best ... .people are snapping up talent - because the winning organisations know that they need to have the brightest and best people on their team 

#talentmanagement retraining , reskilling, repositioning people in organisations

Bill McLellan - Supporting the idea of doing what we and or machines do best is a key part of the workplace evolution. 

 Knowledge and Power 

 Claudia Perry-Beltrame-  Knowledge sharing is still a challenge for many managers and leaders because of the belief that knowledge is power. 

 Ivan Kaye - its no longer knowledge thats power - its abundant - the power is in the collaboration around the knowledge and the ability to influence methinks 

 Tyrel McAllister That's a fair point Ivan. we have never had access to such copious quantities of knowledge. Perhaps there is additional power from the quality of knowledge. Lot of junk data out there now. 

 Claudia Perry-Beltrame, Dharawal Country - I agree Ivan, though many people are not yet at this stage of their development that they can trust in abundance. Our society is very much geared towards scarcity. 

 Rob Nankervis - Might the new world actually 'exclude' different groups: those with less access to tech, older workers ... 

 Tyrel McAllister -  The economy of scarcity was put to the test with NFTs and Crypto, which by their very nature are not limited in quantity. It will be interesting to see how the crash in cryptocurrency affects the economy as a whole.

Why do people go to work? Purpose , Values

 Ivan Kaye:- what is work about - why do people go to work.... is it to increase productivity for the corporation .... or is it to help you grow ... to learn... is it about being lifelong learning ? is the future of work about a learning organisation for its stakeholders? why do people go to work?.... is it to increase productivity for the corporation (thats not why the employee works) .... or is it to help you grow ... to learn... is it about being lifelong learning ? is the future of work about a learning organisation for its stakeholders? 

 How do you align the values , wants and needs of all stakeholders? 

 For corporations to win and attract the brightest and the best to create products and excellence for the organisation - learning will be a lot more important than getting paid 

What is your PURPOSE ? WHat is your PULSE? ours ... is to help you create and achieve your generational legacy What is transformational Leadership? - communication.... and Listening is as important - Listen and silent have the same letters - 

Claudia Perry-Beltrame, Dharawal Country - As a leader need to know how your personal purpose connects to organisational purpose. The leader with a divergent personal purpose can derail the organisational purpose. - 

Empower people .... let them act and make mistakes - there are more than one way to achieve a goal - Problem solve - business is all about solving problems - small problem - small businesss - big problem - big business - EQ is key - LEADER Listen, EQ, Attitude, Determination, Energy and Resilience 

 SAFETY IS KEY 

 Ivan Kaye - people need to have the ability to fail - people need to be comfortable to fail to be creative 

 Claudia Perry-Beltrame, Dharawal Country - Psychological safety is critical for people to speak the truth and that honesty helps a transformation. 

 Ayon - Biz Growth Spurt to Everyone: = Managing fear of being replaced by machines 

 Rob Nankervis to Everyone: - Interesting to consider hiring for future needs when many companies can't cover current needs. Will fishing in a different and new pond yield better results? 

 Ivan Kaye our value system is around TREAT Team First , Respect, Energy and ENthusiam (passion) , Adventure (creativity - take risks - as the team has got your back ) and TRUST - without which you have nothing 

 Claudia Perry-Beltrame, Dharawal Country - Transformational leadership is needed and yet so rare. Its one of the reasons why transformation still fail. 

 Ayon -  - We should encourage 'disruptive' employees that think differently to the rest to present their ideas rather than cultivating an environment of uniformity. 

 Mark Purbrick - Can the value of human capital be objective? Can we value Human Capital in the balance sheet? 

Bill Mclellan - we need to engineer a future for ourselves and the people we choose to lead ayon - we need to focus on unique capabilities of humans to make tech work for us - machines cannot inspire and lead humans - not yet!! 

 KEVIN hEYS - THREE 'I"s Integration, Integrity and Innovation....ie diversity, scale, local and international and equity, Integrity - trust trust morals . Innovation... fit for present and future tense. 

 Muhammad Hadi - academic programme director from University of Wollongong - there is a place for risk averse and no risk - where you need to follow standards... teach students to use these standards ..... think surgeon performing a heart transplant or an engineer building a bridge there is also a place for risk, breaking through and #innovation - why dont people take advantage of learning for free??? 

Knowledge is abundant.... maybe a key to learn - is to learn how to learn ?? 

- pay vs fremium ... people will pay when engaged

 Mark Purbrick unpacking the thinktank 

Jackie Baroni we cant afford to put people into boxes.

 Everybody has different driving ambitions.. people who do menial tasks - maybe they love what they do. 

 How do people be heard in the workplace?

 people don’t care how much you know before they know how much you care. 

 Kevin Heys - transformational leader - focuses on the human - a manager focuses on the transaction

 Ayon Bhattacharyya, Exec MBA unpacking the think tank 

 1. learning and psychological safety - easy to get knowledge - how we can learn - from anywhere - take courses globally - proliferation of SAS propoositions .   Duolingo IS AGAME CHANGER .. learning on demand, lifelong learning is the future - reskilling and relearning, organisations that win will be those that can facilitate learning for its teams.. 

3 year courses are history /TOAST

2. Its not just about the learning - but how you use this info . 

3. the application of tech for leadership - to make us better leaders. 

 4. psychological safety -  where can machine learning go - what if they can act without humans - psychological safety ?- humans have a unique capability of being human -What makes us as humans unique? 

5. how to make tech work for the human . What makes us as humans unique? What can machines not replicate? Creativity? Innovation? Problem solving? We need to provide psychological safety to enable risk taking and manage the fear of replacement by machines. 

 this forum was perfect because of its imperfections!! Bill McLellan