Burnley Borough Council Lancashire England Gina Cole Organisational

Burnley Borough Council Lancashire England Gina Cole Organisational Development Specialist

Challenges

HR Challenges Local Government • • Reducing workforce and budgets Staff engagement and motivation Change management and ability Capacity building Wellbeing Performance management Workforce planning

Burnley Council and Ii. P The journey Ambitious development for GOLD and Champion status Top team commitment Culture change programme ‘ 03 ‘ 04 ‘ 05 ‘ 06 ‘ 07 ‘ 08 THE STANDARD FRAMEWORK Commitment to maintain ‘ 09 ‘ 10 ‘ 11 ‘ 12 ‘ 13 THE EXTENDED FRAMEWORK

Developing and Internal Review Team Internal champions • Strategic steering group • Coordinator and mentor in place: OD strategy • Internal review team: trained and responsible for keeping Ii. P active and developmental • The programme and purpose

Developing and Internal Review Team Internal champions • Organisational benefits • Relationship with Managing Assessor • Regular internal reviews for continuous improvement • Investment in the team • Involvement in full GOLD assessment

Communication

Communicating Ii. P Clear strategic intent and commitment • Management team • Steering group • Internal reviews planned • Celebrations events, news, additional leave, awards communication • Learning and development reps

Organisational development Planning for change and using the framework as a benchmark • • • Other measures : staff attitude surveys Times best company Coaching culture study Redundancy NLP study Customer satisfaction stats Ii. P results and targeted actions : a plan, do, review approach across the board

Key areas of focus 2009 -2012: gap analysis • Coaching culture • Talent management & Leadership development at all levels: capacity building • Apprenticeships and Mentors • Health and wellbeing: engagement • More visible leadership • Organisational Values • Innovative learning and celebrating achievement

Coaching culture Using the framework • Project to develop internal corporate coaches team : plan, do and review approach • Cultural measurement undertaken in 09 & 12 • Development activity undertaken • Internal review following implementation • GOLD Feedback • Ensuring coaching is on the learning agenda

Talent development Developing talent at all levels • Using the framework to promote additional activity around this agenda • Coaching availability • Targeted activity for grades 6 -9 from staff survey results • A focussed Talent Management programme linked to clear organisational development projects for ROI • Increasing opportunities for cross organisational capacity building through key development al roles: increased involvement and participation

Enhancing Apprenticeships Going beyond • Reviewing experiences of apprentices • Networking forum • Developing the mentoring arrangements and organisational learning • Braythay challenge

Health and Wellbeing The Ii. P Health and Wellbeing Award • Focus on H&W since 2007: wellbeing strategy with clear objectives • Specific tangible measures linked to managing attendance, reducing stress and accidents at work • Plethora of activities to support H&W • A culture of engagement and involvement to improve performance and workplace wellness • Accessibility and access strategy • Use of standard to focus effort in evaluation

Leadership Visible leaders • Ii. P, Times Best and staff surveys all showed as a development area • Enhanced leadership connections through staff conferences • Back to the floor • Chat with the Chief • Key sponsors for major development activities • Actively engaged in learning alongside others

Innovation Being bold and ambitious about learning • Creative and innovative activities as part of calendar • Nominations for learning as a reward • Access at all levels • Shout about it! Regional recognition and awards

Innovation Being bold and ambitious about learning • Promotion of learning to increase engagement • Year on year increase in staff attitude surveys • Developing internal skills as reward and recognition • Celebrating achievement

Awards and the Ii. P approach Tangible benefits and measureable improvement • GOLD status 97% and Champion status • Health and Wellbeing Best Practice award • National Training Award Coaching Culture and National Apprenticeship Award • European MCC Coaching organisation award 2012 • Making a difference award for internal review team and coaches • Highest scoring authority for regional Local Government Skills award 94% and regional peer verifiers

Continuous improvement and assessment What next? • • • Agile working focus Developing PDR appraisal focus more coaching led Champion activity Transformational services online and IT support Reducing workforce and more innovative activty

Why Ii. P? B old Understand Return on investment New approach L earning culture E ngage Y es!