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Succeeding Under
Any Condition
A Change Management Learning
Workshop
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
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
AJ Schuler
Doctor of Psychology
Leadership and Organization Change Expert
(Lead)
(Engage)
DepEd
Make it Happen
Make it Stick
(Align)
(Do)
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
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
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,
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
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
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
teaching personnel to
contributions to the
attainment of DepEd mandate
and organizational goals.