Tag Archives: Leadership

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

UC’s Organisational Culture Transformation – update #3 – Hui Method, Organisational Culture in the news …

Living the four constructive behaviours: How the “Hui Method” supports our desired organisational culture

Thinking of things cultural, this is a shout-out for engagement with the staff professional development opportunity Tangata Tū, Tangata Ora. I refreshed my knowledge last week – along with a group of nineteen engaged academic and general staff from across UC. This reminded me of the inclusive practices that are exemplified in the “Hui Method” (aka The Mihi Method) which is modelled in the programme.

This process developed out of research at the University of Otago contains four key elements:
1. Mihi – initial greeting and engagement
2. Whakawhanaungatanga – making a connection
3. Kaupapa – attending to the main purpose of the encounter and
4. Poroporoaki – concluding the encounter and ensuring clarity about the next steps.

The facilitators Ripeka and Abby encouraged us to consider the use of this method for a number of situations. Examples we discussed included: an inclusive way of teaching in both large and small group settings, use in other student interactions, and how this could positively change the format of meetings. The concept appeared to resonate for all of us there.

Using the Hui Process will reinforce the constructive behaviours described by Human Synergistics – from both the individual and organisational perspective. Mihi and Whakawhanaungatanga create an environment of participation, trust and commitment. In other words the Humanistic-Encouraging and Affiliative behaviours. Focusing on Kaupapa after the building of engagement and connection fosters Achievement characteristics. The articulation and clarification of agreed next steps reinforce that style. The entire process supports Self-Actualisation as this is about personal growth and development, about expanding experiences, and gaining fulfilment from doing a job well.

The Hui Method was developed in an educational health setting and seems to me to be a helpful way to support our bicultural aspirations, while helping us to model the operational culture we have described as desirable. See the Tangata tū, tangata ora website to register.

“The current consensus from Māori health leaders, student feedback and anecdotal Māori patient feedback indicates the ‘Hui Process’ is easily learnt, well received by patients and can enhance the doctor–patient relationship”.

Lacey, Cameron & Huria, Tania & Beckert, Lutz & Gilles, Matea & Pitama, Suzanne. (2011). The Hui Process: A framework to enhance the doctor-patient relationship with Māori. The New Zealand medical journal. 124. 72-8.

If you are an academic staff member and you want to further reflect on your own practice, make connections and identify potential opportunities to embed culturally responsive pedagogy see Culturally Responsive Pedagogy: From Theory to Practice.

Feature Articles – organisational culture in the news
I’ve been seeing and hearing a lot about Organisational Culture in the news (and I don’t believe it is just frequency illusion!) People seem to be more aware of the impact of workplace culture on their practices, services, staff wellbeing and organisational success. Below are some examples. I am keen for some that show impact from a more positive aspect – send me any you find.

1. Should we steer clear of the winner-takes-all approach? Researchers reflect on an initiative in New Zealand to make science more inclusive. (Nature, International Journal of Science)

“At a time of great global divisiveness, moves are afoot to make the research culture more welcoming, respectful and responsible …. The winner-takes-all model is not the only way to make big breakthroughs in research ….”.

2. Interview with Deloitte’s forensic director Lorinda Kelly (audio): “New Zealand least corrupt in the world” (Radio NZ The Panel)

“… sub-culture … it was OK to be doing the things they were doing and it was the way everybody was behaving in that small group … corrupt culture that enabled the behaviour to carry on…”

3. “EQC culture change is long overdue” (Stuff editorial)

“….EQC seemed increasingly like a throwback to the bad old days of tight-lipped, defensive organisations that did not always seem to have local interests at heart”.

Finding Out More
– See UC’s Culture Journey website for more information on the UC programme, tools, articles and whitepapers, FAQs and more.
– Share your good news stories about culture change. Snippet of news? Use the short format. More reflective story to tell? Use the slightly longer format (suitable for Culture Leaders).
– Previous blog – Blog #2.

Ngā mihi nui
Karen Mather
Organisational Development Manager

UC’s Organisational Culture Transformation – update #2

News
The College of Science 2-day Culture Leader workshop was held last week. Twenty-seven Culture Leaders (Heads, other senior staff and Team Leaders) engaged with each other, theories of Organisational Culture, other content and their results. Pro-Vice-Chancellor Wendy Lawson observed

“It was an intense couple of days for our group of ‘culture leaders’. But the next steps are even more important: sharing the results with our colleagues in a way that supports understanding, and planning next steps.”

The now well-tried and tested workshop agenda includes:
– The “How Culture Works” model (Circumplexes, Outcomes and Causal Factors),
– A case-study exercise using the overall UC results, and
– The release and debrief of the ‘local’ results – at the unit and sub-unit levels.

This brings the number of Culture Leaders who’ve been through the 2-day workshop to 180.

Sharing News and Good Stories
Can you relate any positive experience within your team, your wider work area, or across UC to the organisational culture programme activities you have been undertaking? Please take a couple of minutes to tell that story. There’s two questions plus a few demographics and you can repeat this at any time. I’d love to hear your experiences.

Culture Leaders – there is a slightly longer survey you can utilise asking a little detail about experiences and reflections as well as positive stories.

Feature Article: The Interactive Circumplex
The interactive circumplex on the Human Synergistics website is a great tool for getting your head around the lens ‘shift’ of the 12 styles from an Individual style perspective to the Organisational Culture view i.e. the Behavioural Norms which are encouraged, discouraged or tolerated. All the elements of the Circumplex are defined and explained as you click on them.

A good example is:
– Click on Individual level: Personal Managerial or Leadership Styles view (left-hand side) and then click on the Perfectionist segment and you will reveal…

“Perfectionistic: Based on the need to attain flawless results, avoid failure and the tendency to equate self-worth with the attainment of unreasonably high standards. People high in this style are preoccupied with details, place excessive demands on themselves and others and tend to show impatience, frustration and indifference toward others’ needs and feelings.”

– Then click on Organisational level (Behavioural Norms) on the left and then on the Perfectionistic segment and you’ll see…

“A Perfectionistic culture characterises organisations in which perfectionism, persistence, and hard work are valued. Members feel they must avoid all mistakes, keep track of everything, and work long hours to attain narrowly defined objectives.”

This lens shift shows the difference between an individual who has a Perfectionist workstyle (measured by the LifeStyles Inventory) and an organisational culture that encourages Perfectionistic work habits (measured through the Organisational Culture Inventory).

Planning timeline
The indicative timeline for planning the organisational culture programme in each area is as shown below (click to enlarge)….

Finding Out More
– See UC’s Culture Journey website for more information on the UC programme, tools, articles and whitepapers, FAQs and more.
– Previous blog: #1: https://blogs.canterbury.ac.nz/intercom/2018/01/24/ucs-organisational-culture-transformation/

Ngā mihi nui
Karen Mather
Organisational Development Manager

2018 New Zealander of the Year Awards

Nominations for the New Zealander of the Year awards are already coming in.

  • 41 people have been nominated for the 2018 New Zealander of the Year title.
  • There has been a surge in nominations for former Green Party co-leader Metiria Turei since her resignation.
  • Other nominated New Zealanders for 2018 Kiwibank New Zealander of the Year include:
    • Peter Burling – Team New Zealand helmsman
    • Mark Dunajtschik – Wellington Children’s Hospital benefactor
    • Nicky Hager – author
    • Heather Henare – Skylight CEO and former CEO of Women’s Refuge New Zealand
    • Mike King – mental health advocate
    • Nigel Latta – psychologist and author
    • Jono Pryor – television and radio personality

After nominations close on 18 September 2017, a judging panel – comprising representatives of awards patrons, presenters, sponsors, community leaders and independent experts – will evaluate the nominations. The shortlist of 10 candidates to be considered for the New Zealander of the Year Award will be announced in December.

Other Categories
Nominations are also being sought for exceptional New Zealanders in the following categories:

  • University of Auckland Young New Zealander of the Year (15-30 years)
  • Metlifecare Senior New Zealander of the Year (60 years and over)
  • Kiwibank New Zealand Local Hero of the Year
  • Sanitarium New Zealand Innovator of the Year
  • Mitre10 New Zealand Community of the Year

More information on the 2018 New Zealander of the Year Awards is at www.nzawards.org.nz

UC hosts national meeting of Chancellors and Vice-Chancellors

UC is hosting a regular meeting of Chancellors and Vice-Chancellors from universities around the country today and tomorrow.

They are visiting our campus and seeing some of our newest facilities, such as the Engineering Core and Teece Museum of Classical Antiquities at the Arts Centre. The meeting agenda also includes private lectures from expert speakers on lessons learned from the earthquakes, a tour of the Ōtautahi Christchurch red zone, and visits to Lincoln University and the Otago School of Medicine.

Vice-Chancellors will also hold their regular meeting tomorrow (Friday).

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Universities New Zealand | Te Pōkai Tara formerly known as the Vice-Chancellors Committee is responsible for the quality of university programmes, develops policy and represents the universities in the public interest, both nationally and internationally.