Managing and Managing and Succeeding Under Succeeding Under

Any ConditionAny Condition

A Change Management Learning A Change Management Learning WorkshopWorkshop

Lead, Engage, Align, Do! (LEAD)

• The PROCESS of BECOMING DIFFERENT

• To MAKE the form, nature, content, future course , etc. of

something DIFFERENT from what IT IS or from what it

WOULD HAVE BEEN IF LEFT ALONE

• Risk or fear of change to the unknown

• Loss of connection to others identified with the old way

• No role models for the new activity: “Walang

magagayahan”

• Fear and or lack of competence to change: “Kaya ko ba

yan? Matanda na ako sa ganito.”

• Feeling and or fear of being overloaded/overwhelmed

• Skepticism and want to be sure the new idea is sound: “ano

yan…magaling ba yan …”

• Hidden agenda among would be reformers: “siya kasi …

sabi ni … pakulo ni …”

• Change might change notion of self

• Fear of loss of status and or quality of life

• Genuine belief it will not workAJ Schuler

Doctor of PsychologyLeadership and Organization Change Expert

• Create a Sense of UrgencyHelp others see the need for change and the

importance of acting immediately

• Pull Together the Guiding TeamMake sure there is a powerful group guiding

the change

Competencies needed: leadership skills, credibility, communications ability, authority, analytical skills, a sense of urgency

• Develop the Change Vision and Strategy

Clarify how the future will be different from the past, and how to make that future a reality

• Communicate for Understanding and Buy InMake sure that many understand and accept the vision and strategy

• Empower Others to Act Remove barriers as possible

• Produce Short Term Wins Create some visible, unambiguous successes

• Don’t Let up

• Create a New Culture

Hold on to the new ways of behaving

Make sure they succeed until they become strong enough to replace old traditions

Communication Communication PlanPlan

Lead, Engage, Align, Do! (LEAD)

• Any change in the organization must be communicated properly to ensure buy-in and eventual implementation of any new program.

• The Results - based Performance Management System (RPMS) intends to bring about change in the way we assess our performance and competencies to become better public servants.

The overall tagline for all HROD

interventions is “EduGaling tungo sa

Edukalidad.” This speaks of the ultimate

objective of achieving quality in basic

education through effective and efficient

strategic planning, performance

management system and total quality

management.

Project Objectives

Improve performance management system of DepEd personnel and teachers

Communication Challenges

Lack or absence of buy-in of RPMS

Negative attitude

Lack of skills in using RPMS

Communication Objectives to Support Project Objectives

Increase awareness and understanding of DepEd personnel on RPMS as a management tool for performance planning, control and improvement

Improve skills in using RPMS through capability-building, mentoring and coaching

Communication

Intervention

Mount advocacy and communication campaigns thru face-to-face meetings, internet, newsletters, etc.

Conduct regular training on the use of RPMS

Outcomes

DepEd personnel and teachers have become more knowledgeable and skilled in the use of RPMS

DepEd personnel and teachers have internalized their roles as partners of management and co-employees in meeting organizational performance goals

Impact

Alignment of individual employee’s goals with DepEd’s strategic goals

Accountability is recognized through improved culture of performance.

• RPMS wants to adopt Lead, Engage, Align and Do (LEAD) as

its specific tagline to show results in everything that a

DepEd employee or teacher does.

• We therefore would like to launch

DepEd goes RPMS: Lead, Engage, Align and Do! (LEAD)

Ito’y EduGaling tungo sa Edukalidad.

• L – Lead co-employees or co-teachers through change by

inspiring and influencing them to understand and

appreciate the new RPMS

• E – Engage and get involved in the new RPMS. Read

information materials and attend orientation seminars to

further understand how the new system works.

• A – Align everything that you do with the institutional

direction of DepEd to achieve its goals and strategic results.

• D – Do what is required of you to do through individual

planning, consultations with the supervisor and

coordinating with co-employees or co-teachers and get

evaluated and rewarded for a job well done.

•Increase awareness and understanding of DepEd officials and

personnel on RPMS as a management tool for performance

planning and improvement; and

•Improve skills in using RPMS through capability-building,

mentoring and coaching.

DepEd employees and

teaching personnel to

understand and appreciate

the importance of RPMS as a

means to assess their

contributions to the

attainment of DepEd mandate

and organizational goals.

DepEd officials, regional directors

and supervisors who are expected

to champion RPMS; and

• RPMS is needed to align individual employee’s goals with

the strategic goals of DepEd;

• RPMS is designed to ensure a fair and objective way of

assessing individual performance based on agency targets

and recognize meritorious performance with a rewards and

incentives system such as productivity bonus, scholarships,

training and development;

• RPMS shall recognize the important role of employees and

teachers in meeting the DepEd mandate and organizational

goals.

• Based on the communication objectives, audiences and key messages, RPMS will be implemented through the following communication activities:

- Briefing with DepEd leadership through consultation meetings

- Announcement of the new RPMS and its overall tagline through circulars, memos or emails- Solicitation of support and designation of RPMS

Focal Persons meetings, emails, circulars and memos- Briefing with the TWG through presentations

• Trainer’s training workshops

• Media blasts and campaigns

• Simple launching

• Roadshow cascades