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Managing and

Succeeding Under
Any Condition
A Change Management Learning
Workshop

Lead, Engage, Align, Do! (LEAD)

What is Change?
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

Why Resist Change?


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

Why Resist Change?


Skepticism and want to be sure the new idea is sound: ano
yanmagaling 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 work

AJ Schuler
Doctor of Psychology
Leadership and Organization Change Expert

Framework for Change


Set the Stage

Decide and Do What to Do

(Lead)

(Engage)
DepEd

Make it Happen

Make it Stick

(Align)

(Do)

Set the Stage


Create a Sense of Urgency
Help others see the need for change and
the importance of acting immediately

Pull Together the Guiding Team


Make sure there is a powerful group guiding
the change

Competencies needed: leadership skills,


credibility,
communications
ability,
authority, analytical skills, a sense of
urgency

Decide What To Do
Develop the Change Vision and
Strategy
Clarify how the future will be different
from the past, and how to make that
future a reality

Make It Happen
Communicate for Understanding and Buy In
Make 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
Dont Let up

Make It Stick
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
Plan

Lead, Engage, Align, Do! (LEAD)

Communicate Change
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.

Communicate Change
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.

Communication Framework in the


Implementation of RPMS at DepEd
Outcomes

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
Communication
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

Intervention
Mount advocacy
and communication
campaigns thru
face-to-face
meetings, internet,
newsletters, etc.
Conduct regular
training on the use
of RPMS

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
employees
goals with
DepEds
strategic goals

Accountability
is recognized
through
improved
culture of
performance.

LEAD Change
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)
Itoy EduGaling tungo sa Edukalidad.

Why LEAD?
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.

Why LEAD?
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.

What are the communication


objectives of the RPMS LEAD
Program?
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.

Who Are Our Audiences?


DepEd officials, regional directors

DepEd employees and

and supervisors who are expected

teaching personnel to

to champion RPMS; and

understand and appreciate


the importance of RPMS as a
means to assess their

contributions to the
attainment of DepEd mandate
and organizational goals.

What Are Our Key Messages?


RPMS is needed to align individual employees goals with
the strategic goals of DepEd;

What Are Our Key Messages?


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.

What are the communication


activities of the RPMS LEAD Program?
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

What are the communication


activities of the RPMS LEAD Program?
Trainers training workshops
Media blasts and campaigns
Simple launching
Roadshow cascades