Category Archives: Organisational Development

An inclusive, safe and welcoming culture. Whiria te Taura Tangata #15

Kia ora koutou

I’ve been thinking a lot about inclusiveness over the last few months and the events of the 15 March have increased my desire to support UC as a welcoming and inclusive community.  This means our working and learning culture is one where we all feel safe, respected and comfortable to be ourselves. A place where we can share our sense of belonging.

From an Organisational Culture perspective, three of the constructive (blue) cluster of styles directly talk to this:

  • Self-Actualising: people should feel comfortable to be themselves at work,
  • Humanistic-Encouraging: people are expected to be supportive of each other, and
  • Affiliative: people are encouraged to place a high priority on constructive interpersonal relationships and to be friendly, open and sensitive to the needs of others.

There are many opportunities for us to continue building UC into an inclusive environment. Here are some links I know of:

I know there are lots of people doing heaps of great work in this space so feel free to add a comment about initiatives you are involved in or aware of.

Support – take care of yourself and others

  • Self-care events to be held at the end of April – look out for the special events we’ll be promoting very soon
  • Staff Support
  • Student Support

Find out more

Ngā manaakitanga (with best wishes), 

Karen Mather
Organisational Development Manager

 

We are all in this together – Whiria te Taura Tangata #14

Kia ora koutou!

He waka eke noa.

My understanding of this whakataukī is “we are all in this together”.

It uses the waka as a symbol of the need for cooperation and collaboration in order to move together towards a shared place or vision. With the Colleges of Arts and Engineering, and now the UC Health Centre, receiving their culture results we can now truly say this is the case.

Blue CLUES. The planning for the first Blue CLUES is underway and invitations will be sent soon to those in Culture Leadership roles.  The invitation is still open for work areas to host one of these seminars – open the session, contribute to the content etc. so just let me know if you wish to take this opportunity.

Contributions welcome. Contributions to this blog are welcome. If you have a story to share, feel free to talk to me or post it yourself.

Culture Bites Podcasts.The podcasts by Human Synergistics Australia are a useful resource that can be listened to, for example, in the car. The latest one “But in this industry we have to be like that…”  David Byrum and Dominic Gourley from Human Synergistics discuss the concept of different cultures within different industries – “In a University, we have to be Oppositional because …..” You can listen to it here (or download to your phone): But in this Industry we have to be like that…

Change in OD Team. Karen Grant has taken up a new role within HR as Reward and Recognition Consultant. Karen’s contribution to getting the culture development programme to this point has been significant and I thank her for everything she has done. Rachel Dillon, who has worked here as an HR Advisor, is now in the OD Advisor role.  Rachel will be managing the LSI, OCI/OEI, Blue CLUES etc. – so say kia ora.

Finding Out More

Ngā manaakitanga (with best wishes), Karen

Karen Mather
Organisational Development Manager

Merry Christmas! Meri Kirihimete! Whiria te Taura Tangata #12

With the completions of the College of Arts and the College of Engineering Culture surveys this month and the opening of the Health Centre survey, we have now invited all UC staff to contribute their views on desired and actual organisational culture.

Thank you to all those who continue to analyse their results, with the desire to make a difference in the way we all work together.

Meri Kirihimete!

Karen Mather and Karen Grant, Organisational Development

99%! Whiria te Taura Tangata #10

Ngā mihi nui kia koutou katoa

Arts and Engineering The Organisational Culture Inventory/ Organisational Effectiveness Inventory questionnaires for the Colleges of Arts and Engineering are opening at the end of this month.

Please talk to your Head of Department/School or your HR Team if you want more information, and look for communications from your College in the lead up to the surveys.

Progress across UC

Once the Colleges of Arts and Engineering surveys are complete, 99% of staff will have had the opportunity to feed into the conversation about ‘actual’ and ‘desired’ UC culture.  That’s pretty impressive!

Soon we will see some more ‘re-tests’ undertaken. It has been three years since the College of Education, Health and Human Development and the HR Service Unit filled out their first round of surveys.  Look out for information about this if you are in those work areas.

Problem Solving Circles How are the PSC going? Does anyone have any success stories to share? Please post a comment if you do, I’d love to hear from you.

November Blue CLUES The November session for those involved in Culture Leadership will be the ‘red’ companion piece to the ‘green’ session run back in June.  ‘Leading Groups from the Red into the Blue’ will look at the four aggressive-defensive styles with a view to understanding what causes them to occur. This session will also delve into conflict situations so we can develop and reinforce strategies to manage these constructively. Invites and details to be confirmed soon.

Hei konā mai

Karen Mather
Organisational Development Manager

Whiria te Taura Tangata | Weave the Rope of People – UC’s Organisational Culture Development Programme