Tag Archives: #organisationalculture

Happy New Year! Whiria te Taura Tangata #13

Happy New Year to you all!

I am pleased to advise that we now have a site dedicated to all the organisational development initiatives being led by HR. All the content about the organisational culture development programme has been moved across to the new Organisational Development site.

Another piece of great news is that UC is a finalist in the 2019 Human Resources Institute of New Zealand awards – in the Organisational Change & Development category. The awards will be announced next month.

We are in the midst of planning our Blue CLUES for this year so if you are in the target audience for those, watch out for your invitations. Suggestions for topics are welcome and if you’d like to host one, let me know.

Ngā manaakitanga (with best wishes), Karen

Karen Mather
Organisational Development Manager

Problem Solving Circles – Whiria te Taura Tangata – update #8

Kia ora koutou! Our next seminar on organisational culture leadership is nearly upon us. This year seems to be flying by so I hope you are able to take the time to attend one of the four Blue CLUES options coming up.

UC Leaders will have received their invitations to this event.

The culture development activities we are undergoing as part of making the changes we have said we want are focusing on three levels – organisational, group/team and individual. 

Problem Solving Circles focus at the group level and can be used with intact teams or with people who come together for a specific or even one-off purpose. For example – when initiating something new or examining an opportunity or problem (research groups, project teams) or when debriefing (root-cause analysis or critical incident debrief team). They can be used to examine an issue or a topic over a period of time but are also helpful when a quick decision is needed.

In groups we often jump to an early solution. We frequently  don’t properly define the issue. We may not listen to everyone’s opinions. Problem Solving Circles are a series of tools wrapped into one process to help us overcome these situations. They support constructive behaviours within the group.

We invite work areas to consider hosting a Blue CLUES. This will involve opening the session and giving us a look into your culture journey. We’ll help with the content of the session and do all the admin. Your HR Advisors will approach you about taking a turn.

Thanks to the College of Education, Health and Human Development for hosting the upcoming seminar.

August Blue CLUES: Problem Solving Circles

As Acting Pro-Vice-Chancellor of the College of Education, Health and Human Development I’m delighted the College will be hosting our next Whiria Te Taura Tangata – Blues Clues – with a focus on Problem Solving Circles. There will be four workshops scheduled at different times to help staff find one to fit their schedule.

Each workshop will be opened by a different leader from our College who will reflect on their experience of problem solving in the context of leading change in their School or unit. We hope that these workshops will provide leaders from across UC an opportunity to come together and reflect on how we solve problems at the moment, and how this particular methodology could help us improve our constructive engagement across teams and units.

From my perspective and experience of using this tool at UC, I’ve appreciated how straightforward using the Problem Solving Circles method actually is. I’ve found the process can support a team or group to collaboratively arrive at a better quality outcome – without the need for expert facilitation or individual skill development.   Letitia

Professor Letitia Hochstrasser Fickel, Ed.D,
Acting Pro-Vice Chancellor | Amorangi Taupua, College of Education, Health & Human Development |Te Rāngai Ako me te Hauora.

Finding Out More

I write this from home following foot surgery and I will miss the first couple of Blue CLUES. I leave you in the very capable hands of the College of Education, Health and Human Development and my colleagues. Ngā mihi mō tō manaakitanga mai,  Karen Mather.

Whiria te Taura Tangata – Weave the Rope of People – UC’s Organisational Culture Transformation – update #7

Ngā mihi nui kia koutou katoa (warm greetings to you all)

Gift of te reo Māori name: Whiria te Taura Tangata – Weave the Rope of People
At the two Blue CLUES sessions held in June, the name that has been gifted to UC’s Organisational Culture Programme was bestowed.

Liz Brown, Kaiārahi Matua, and Darryn Russell, Amokapua Māori revealed the name and explained the concept behind it. Whiria te Taura Tangata – Weave the Rope of People refers to the way the strength of an individual flax strand is greatly enhanced when it is woven together with others to produce a strong cord. In a similar fashion, we achieve more, and are more successful in our endeavours when we have strong, collaborative relationships.

You can find out all about it on the Whiria te Taura Tangata page including a video of Liz,  videos showing the muka extraction and twisting, sound bites for correct pronunciation, and a little history. You will also find access to the graphics for use in your own presentations. Please share with colleagues.

Blue CLUES #2 – June
The resources (videos, handouts, photos of the flipcharts produced) are now all available on the Blue CLUES website.

Thanks to all who participated and to those staff who presented at the beginning of each session – Associate Professor Catherine Reid (Geological Sciences), Professor Angus McIntosh (Biological Sciences) and Jayne Austin (Events) at the first session, with John Todd (ITS), Denise Hall (SSAC), Associate Professor Annelies Kamp (Educational Studies and Leadership) and Tim Stedman (Library) at the second. Your reflections and positive stories started the sessions on a high note.

Great Podcasts!

A series of weekly Human Synergistics Podcasts provide a great opportunity for learning more about culture focussing on individual, team and organisational levels. Titles include “Myth Busters: If I am not Aggressive then I have to be Passive”; “My Manager is resisting culture change”; “How to spot a Constructive applicant” and many more. They may be helpful for a team session or to build your own understanding. The podcasts are usually 20 mins long and there is also a written summary. You can find them on the Human Synergistics Culture Insights Blog.

Finding Out More

Mā te wā
Noho ora mai

Karen Mather
Organisational Development Manager