A restorative strategy for leading change
description
Transcript of A restorative strategy for leading change
Estelle Macdonald and Mark Finnis
Hull Conference – 1st and 2nd November 2011 A restorative strategy for leading
change
What is one change that you could make that would create
the biggest results?
Key questions
What does organisational change look like on all levels?
What are the challenges we face? What are the barriers and how do we
break them down? How do we develop restorative leadership
styles? What do they look like?
Relationships,Relationships, Relationships!!
Build, maintain and repair
SOCIAL DISCIPLINE WINDOW – This is it !!!
WITH
Change requires energy…
‘People don’t resist change: they resist being changed’
Peter Senge
Whose responsibility is it ?
The right behaviours…
• Taking responsibility: personal effectiveness, impact, providing direction
• Sharing responsibility: joined up thinking, inter personal, coaching
• Challenge and support: resilience, providing direction, customer and community focus
• Openness and fairness: positive role model, respect, managing excellence
“For changes to be of any true value, they've got to be lasting and consistent.” Anthony Robbins
Building a Restorative Organisation – 5 Key Steps
Strategy (What we want)
Performance Management
(How will we know we are doing it
well)
Self Evaluation (Where are we
now?)
Implementation Plan
(How do we do it?)
Research & Evaluation
(How will we know the impact and
outcomes)
Child, Young
Person, Adult
Community
Restorative Practices, Inter agency work, User
involvement, Citizen panels, community conferences &
participation
Towards a Restorative & Collaborative System
Way of Working Establish Geographical Area
or Work Area
Run Local Conference
Produce Local Implementation Plan In response to local need and knowledge
Establish Local Implementation Management Group
Monitor, adapt and review implementation in relation to developing needs
Identify 3 children’s homes with the most issues
Strategic meeting using data and professional
knowledge
Trainers work with teams - embedding
Implementation Group - working model to use
elsewhere
i.e. CYP Complaints
Meeting all relevant managers and staff
Sit with managers/staff and plan
targeted response
Working with managers, providing training for
them and challenge to parents etc
City-wide strategy What you model in a setting can be replicated across an
area/region You must build capacity in areas/ settings – use a
trainer/practioner model Establish a management group that can make decisions
representative of all agencies. Think the big picture – deliver through the small things Use data to target effectively – work in hot spots – build
around the most effective /sympathetic hub Leadership needs to model the behaviours – early
leadership training is important.
Leadership that inspires…
“When the best leader’s work is done, the people say: we did it ourselves.”
“Vision without action is
hallucination” Andy Law, St.Lukes
Hull Centre for Restorative Practice
Office : +44 (0)1482 594347
[email protected] [email protected]
www.hullcentreforrestorativepractice.co.uk Twitter: @hullrestorative