Organisational Learning Archives | Page 3 of 5

Digital learning: how Roffey Park transformed itself to provide its unique leadership and management programmes on your laptop

In March 2020 Roffey Park’s courses in leadership, management, resilience and coaching were all delivered face-to-face. Overnight, that business model stopped working when Covid-19 stopped travel and social contact. In just four months, Roffey Park became truly agile, creating a digital learning platform which allows them to recreate their methods online says Chief Executive Officer, Dr Robert…

Company News

Rethinking the world of work: OD’s role in strengthening culture

Today more than ever, there is so much to say about this topic. Where to focus? My present experiences around this relate particularly to supporting a (brilliant) NHS University Hospital Trust with navigating a core question: How to strengthen culture in crisis? I think the question is relevant to many leaders in many settings right…

Organisational Development and HR

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Organisational Learning

In a volatile and uncertain world, it is essential that organisations learn faster than the pace of change. At Roffey Park we know that effective organisational learning happens when everyone is involved in learning, all the time. By approaching every dimension of organisational life – internal and external – as an opportunity to learn collectively,…

Organisational Learning

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Learning to be and be together: what gets missed in organisation design

In my last blog post, the second in this series of four, I began to look at the different types of learning that are involved in ultimately being able to ‘do’ Organisation Design well. I used what Maureen O’Hara and Graham Leicester offer as a frame for learning in 21st Century organisations and leadership, beginning with the first…

Organisational Development and HR

The realities of transformational learning

Leaders don’t always need to learn about leadership, sometimes they need to learn about themselves Transformational learning isn’t just the latest fad (it’s actually been around for over two decades), it is vital for leaders who have perhaps done several leadership development programmes, and actually know a lot about how to lead in complexity and…

Organisational Learning

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Roffey Park’s PULSE Learning Framework – what it is and why it is important

Roffey Park’s PULSE learning framework places our clients and participants at the centre of their learning journey. PULSE is embedded in our organisational practice which means that from first contact, through programme design and delivery – we will work with you to support your learning journey in a meaningful way. Here we ask our Head…

Organisational Learning

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Learning to know about organisation design

In my last blog post, I considered what actually learning about Organisation Design entails, and where to focus. I began by suggesting a number of principles that might usefully underpin your approach to learning about and how to ‘do’ Organisation Design, and in this post I am going to unpack what learning really means in…

Organisational Development and HR

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So you want to learn about Organisation Design do you? Here are four organisational design principles to get you started…

The need to re-structure and change organisations has been around for centuries. Whether it be the odd Roman Emperor rearranging his palaces to fit in a new arena, Kings and Queens purging minions and installing whole new departments of acolytes, right through to football managers, Prime Ministers and Presidents (although given current trends ‘organisation’ is…

Organisational Development and HR

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Transformation or Transition: treasured rhetoric and awkward realities

It was the morning after the night before. And as the mist from the National Day fireworks cleared, the roar of the jets stopped ringing in our ears, and tears at the meticulously choreographed pageant were wiped away, the word “transformation” seemed justifiably applied to Singapore. Once ridiculed as the ‘the red dot’, referring to…

Leadership Development

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Types of Organizational Development Interventions: Group facilitation

If we understand organisations as patterns of interactions, then interactions within groups and the whole organisation is at the heart of OD. For the OD practitioner’s group work, ‘awareness’ and ‘intention’ are the ‘air we breathe’ whether working with large or small groups , and whatever the purpose. ‘Awareness’ of what’s happening for you, the…

Organisational Development and HR

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15 Tips to improve your influencing skills in the workplace

Let’s start with the why. Why would you want to improve your influencing skills at work? You’re a manager and people are going to do what you want them to, right? Sadly, it doesn’t always work like that. While you might have the power to compel people to do as you demand, that doesn’t mean…

Change and Resilience

Types of Organizational Development Interventions: Use of Self

There are many types of organizational development interventions that are useful for OD practitioners to have in their practice. In our recent blog we explored the role of OD practitioner and the range of projects that they would lead from defining and implementing a corporate learning strategy through to designing value propositions or improving employee satisfaction. For…

Organisational Development and HR