Organisational Development (OD) can be hard to explain, but it's all about using a variety of tools and techniques to improve how an organisation works. At its core, OD takes a “whole system” approach—looking at the bigger picture, even if we’re focused on just one issue.
While the OD team leads key projects, like myCareer, we often work alongside senior leaders wanting to make improvements in their own areas. This could include showing OD tools, designing workshops, or advising on different approaches.
If you’re curious about the whole systems approach, check out this short film:
Current priorities for the OD team
Our current focus is on creating a clear plan to manage talent throughout the whole employment cycle. Current activities include:
- Finalising a comprehensive Talent Development framework to enhance the skills identified through our RPS work on Target Operating Models and myCareer initiatives on competencies and job families.
- Embedding training on managing and developing talent into our leadership development programmes
- Reviewing department processes for tracking and monitoring SRD and creating clear guidance
- Building SharePoint pages to support Talent Development (including SRD)
- Exploring tools and templates to support the recording of performance goals, development goals and gathering of 360 feedback.
- Clarifying links between SRD and reward processes
- Working with the Policy team to strengthen workforce planning processes
Members of the OD team are embedded within this programme – running from 2024 until 2027 – which aims to empower professional services staff by delivering a clear and transparent career development framework. Introduction of Job families, standardised role profiles and a supporting competency framework, will provide greater consistency, parity in the way that roles are titled and described, and will offer greater transparency to enable colleagues to plan their career journeys within the University and support their professional development. The framework will underpin the end-to-end employee journey from recruitment and onboarding through to career development conversations with managers.
The myCareer project intersects with other projects including Reimagining Professional Services. The project is supported by Steering and Advisory Groups, the team also works in partnership with core HR teams and liaises closely with key stakeholders.
CoPs will play a vital role in improving efficiency and building best practice across the University. The goal is to grow CoPs in important areas to:
- Help staff learn new skills, especially in digital areas
- Build a culture of innovation and continuous improvement
- Encourage new ideas and sharing knowledge to work more efficiently
- Support people moving between different roles in the university
Details of current CoPs you can join are available on our CoP SharePoint pages. We have CoPs in a wide range of areas including Leadership & Management, Project Management, Teaching and Learning, Data Analytics, Grants Admin, Student Communications, and EDI. A new Service Management CoP is due to launch shortly, linked to work on Reimagining Professional Services.
We’re expanding mentoring opportunities for all staff to help grow talent and leadership skills.
A new SharePoint site for Mentoring is being launched, which in time will be expanded to include Coaching. This site will offer training and resources to help staff develop these important skills.
Organisational Development coordinate two mentoring schemes: one for professional services staff to self-match, and another for early to mid-career academic staff (Grades 9-10 on R&T and T&S pathways). We also host regular sessions to promote mentoring, guide staff to the right schemes, and encourage a coaching culture across the University.
Many Heads of Institution (HoIs) face similar issues of varying complexity, yet there are few opportunities for them to meet peers to share common concerns or learn from each other’s experiences. To support greater collaboration, HoI Circles was launched in the 2023-24 academic year.
Facilitated by the OD team, these events provide an informal environment for networking, and exploration/ discussion of some of the more challenging aspects of the HoI role. Circles meet twice per term in central colleges – firstly as two smaller groups (at the beginning of each term) then a combined group (the second meet-up of each term), where guest speakers are invited to attend.
The opportunity to meet in person has already helped build a stronger community of leaders in the university, through the sharing of experiences, insights, and best practice. Over time, it is hoped that HoI Circles will continue to provide an opportunity for participants to offer each other mutual support, forge closer working relationships between Institutions, and provide a robust support network for those new to the HoI role.
We are here to support requests in areas like culture change, team building to boost performance, and enhancing leadership skills. We’re also working to raise awareness across the University about how psychological safety plays a key role in improving team effectiveness and performance.