Organisational Development Business Partner
Welcome to our latest blogger and new mum, Amy Newnham, who is responsible for organisational development within Councils.
Amy will be writing about the latest thinking on the work place, the work/life balance, new policies to help personal development and how to juggle all that with being a new mum of course.
You can read Amy's current 2018 blog posts on this page below
This week I'm busy prepping for some training I'll been delivering when I get back from a holiday I'm taking with my family to Wales. The course is called 'Leading Quality Conversations' and is aimed at supporting our leaders to have the confidence and skills to support the people they manage.
I thought I'd take some time today to share more details about the course with you, and why I think it's important. First, a bit of background!
Have you ever worked anywhere where you had an annual appraisal? If so, you may have just shuddered with the unpleasant memory of the hefty form you had to fill in, as well as the awkward conversation with your manager about all the things that may have gone a bit wrong over the year. Plus, of course, all of the brilliant things you've done over the past 12 months. You may then have had to think of lots of examples of how you have embodied the organisational 'values' or 'behaviours'. And then, finally, you would have had to create a list of priorities for the coming year ... which invariably would change by the next appraisal (or next month even!) because ... well, life is messy and things change! Projects get binned, priorities shift and new things get picked up.
For some people, an appraisal was a positive experience - it meant time set aside to talk to their manager about how things have been for the past year and define priorities for the year ahead ... but for a lot of people and organisations, it was an uncomfortable, unhelpful experience (see Performance management is broken on the Deloitte website). And so at Adur & Worthing Councils, we've changed how we 'do' appraisals, moving to having more regular open, honest 1:1 conversations about people's performance and development.
For many people, this has been a welcomed move but for others, it has meant a change in how they communicate. And so to help them develop the skills they need, I've put on a course for all our people leaders.
It's not a course where I stand up at the front and tell people how they should do things. Instead, it's more of an exploration of how we can support our people to develop, grow and view each 1:1 as a 'safe space' where they can talk about difficulties they face in their role, discuss their personal aspirations and reflect on how they'd like to do things better. This will hopefully lead to people feeling better supported, able to perform at their best and, in turn, improve the services we provide to you!
The course is made up of three half-day sessions and looks in detail at how people develop and thrive, what great communication looks like and then finally how to hold an effective 1:1 conversation.
The results and feedback so far have been promising - although it has involved people grappling with challenges like how to motivate, develop and support their team to thrive through times of difficulty. It's also been a challenge for me in delivering this content to my best ability when I've sometimes had little sleep (Jenson is teething at the moment!)
I thought I'd share my favourite model from the first session of the course so you know what our people leaders are exploring and, who knows, perhaps you can get some value from it yourself!
In any high performing team, there has to be a basis of trust and in any low performing team you'll most probably see a lack of trust. Why is trust so important? Well, it allows people to feel safe disagreeing with each other and putting their own views forward (also known as 'healthy conflict'), which can in turn enable people to commit to the actions they need to take to get the job done, stay accountable to their actions and, in the end, enjoy shared results.
In the course so far, we've explored what builds trust in our teams - getting to know each other personally, consistently showing ourselves to be trustworthy with our words and actions, doing what we say we're going to do, respecting the other person ... these are just a few of the ideas that people have come up with.
It's going to be interesting to see what our leaders take away from the second day in October when we look at what great communication looks like.
I'm having a really full week and it's been a bit of a challenge to find the time to write down some reflections about what I've been up with to share with you. But I'm glad I've made the time ... like I'm always glad I make the time to go to the common room.
“What's the common room?”, I hear you ask!
Well, the common room is a monthly meetup open to anyone and everyone working at Adur & Worthing Councils. We spend two hours each month focusing on a common issue faced by people across the Councils. In the past we've looked at time (there's never enough of it!), influencing and negotiating (sometimes tricky for those who aren't in a position of authority), and communication (how we can connect and be more 'in the know'). At our latest meet up yesterday, we met to look at emotional intelligence.
I was really interested to go along to the common room as emotional intelligence really interests me and I wanted to learn more about this topic. I'm glad I did!
For those who don't know, being emotionally intelligent is about how we recognise, understand and manage our own emotions and those of other people. It might manifest as never letting your temper get out of control, being a good listener, staying motivated to achieve what you want in life, being easy to talk to, or being able to manage conflict.
The five areas of emotional intelligence we looked at in the session were:
- Social skills
All good things, right? In fact, so good that a study has shown that people with a high degree of emotional intelligence make more money and 90% of top performers have high levels of emotional intelligence (on the Forbes website). These are strong reasons to try and work on it!
During my two hours at the common room, we discussed what we thought emotional intelligence was, shared tips on the areas where we felt we had the most amount of emotional intelligence (I talked about I how stay motivated by breaking down big tasks into small manageable chunks so I don't feel overwhelmed), and then identified how we might improve in an area that we thought we were weak in.
From the session, I've decided that I want to get better at self-regulation (something that is not so easy at the moment while I'm tired from waking up three times in the night to feed my son!). When I feel annoyance, anger or frustration, I'm going to let myself feel the feeling and then let it die down instead of suppressing it like I have in the past. It's an idea my colleague, Julie, gave me from a book she recommended called 'The Chimp Paradox'. I'm going to borrow the book from her and perhaps I'll report back on it in a future blog!
I really believe that the learning we do in the common room is important to Adur & Worthing Councils. It's a very different way of learning - not the traditional classroom environment where people learn from an 'expert'. Instead, we all learn together. The sessions are hosted by staff who are passionate about self-development and it's a great use of time as we quickly learn about a topic and decide what actions we can take to make a difference in our working lives. The sessions are attended by people from all the different directorates and this gives us time and space to meet people from across the organisation, which helps us to work together more effectively.
So that's a little about what I've been up to this week!
Happy Thursday everyone! It's been a packed week in the HR team so it's nice to take a moment to reflect and share my thoughts with you! In my last blog, I wrote a bit about what I do generally in my role and promised you a bit more detail about what I do ... starting with apprenticeships. So here we go!
Before I started working in my role, I would have guessed that apprenticeships were just young people in their first roles within the organisation or someone doing a manual trade. And while this is the case (like the gardener apprentice we have working in the parks team) apprenticeships are so much more than that! In fact, it takes up quite a lot of my time!
Because we are a large employer we pay into an 'apprenticeship levy'. This means that around £7,500 per month gets taken from us by the government and funnelled into an account that we can only use to pay for apprenticeship courses.
As a public body, we also have a target for 2.7% of our workforce to be completing an apprenticeship at any one time.
Hopefully these stats haven't sent you to sleep ... because although there are some numbers to be considered, I think that apprenticeships are a brilliant option to give our staff new skills!
In fact, did you know that apprenticeships range from GCSE-level qualifications but also go up to Masters level?! And that the sort of studies I am helping new and existing team members sign up for range from surveying, social media and marketing, customer services, horticulture, team leading, professional accountancy and software development?
There are loads of new apprenticeship courses being developed all the time, so I have to keep my ear to the ground and keep track of just what is possible for our staff!
Most of the work I've been doing recently on apprenticeships is to raise awareness of what staff can study. I regularly write articles for our staff newsletter, talk at team meetings about what is possible and when someone confirms they want to do an apprenticeship I have the less fun but vitally important task of getting all the paperwork in place.
That's what I've been busy doing this week, signing up one of the managers in the housing team to complete a 'managing housing maintenance' course which will help him to become more effective in his role. It's great to be able to support him to become more confident and to gain a qualification which will help him both now and in the future.
On top of all that, I've also got some really exciting plans in place around developing a place-based leadership apprenticeship course. What does that mean? Well, instead of sending people off to a college to study, I'm working with public service and third sector organisations who we already have links with - like St Barnabas House for example - to put a leadership apprenticeship programme on in-house.
It means that our leaders will be forming better working relationships by studying alongside each other, can talk about shared issues as part of the course (which will allow us to collectively take action where we can) and ultimately this will lead to better outcomes for all residents of Adur and Worthing.
We'll also be adding some extra content to this course that we think is really important for leaders working in public and third sector services and, who knows, we could also weave some work swaps as part of the course to give people experience of our different organisations. The possibilities are endless and I'm really excited about how this could positively impact how we do things in Adur and Worthing.
So watch this space and if you work for a public or third sector organisation in Adur or Worthing and are interested in getting involved, get in touch with me!
You'll have learnt a bit about me over the course of the 4 blogs that I've written so far ... that I'm a mum of a gorgeous little baby boy, that I work in the HR team and that I'm a passionate advocate for the environment.
But do you know what I do in my role of Organisational Development Business Partner?
I don't think many people would know what that involves and so I thought I'd share with you today a bit about what I do and why this is something that Adur & Worthing Councils invest in.
Organisational development (OD) is part psychology, part people, part business and looks at how the organisation can become more effective through how we develop and support our people.
Well, that's how I'd describe it to someone on the street who asked me what I do. I look at what we can do to make our staff more effective and, in doing so, improve the outcomes that we get for you, our residents.
It might involve looking at how we develop our managers to better support their staff, how we create the right conditions (with our HR policies) for people to thrive or how we improve how we recruit, induct and develop those who choose to work for us ... and if a member of staff leaves, how we learn from them about how we can improve as an organisation.
My job is so varied, which is why I love it! I love that I can be supporting a manager to develop one day and the next be facilitating a group to look at how we can improve our induction process the next.
How I can be advertising apprenticeship opportunities one moment and then be hosting a session discussing how we can become more emotionally intelligent in the workplace.
No one day is the same for me and I get to meet a lot of the people who work for Adur & Worthing Councils - we're a great bunch if I do say so myself!
What I've learnt during my time in this role (and have seen with 'new eyes' since I've returned from maternity leave) is how people in the Councils want to do a great job.
It sounds glib but I've not met a single person who wasn't bothered - everyone is keen to make a difference and do their best.
And I get the pleasure of helping people to make more of a difference and achieve even more than their best with what I do.
So there you are, a whistle-stop explanation of what I do.
Watch this space, over the next few weeks I'm going to dive in a little deeper into some of the things I've been getting involved with, starting with a look at the apprenticeships we offer and that I co-ordinate!
Photo: Amy working her magic in the HR Office in Worthing Town Hall
Last week was a tricky one for me as my son became sick. He had a mild case of the norovirus (can norovirus ever be mild!?), caught whilst we were camping with friends. What a delight!
It gave me the first glimpse of the unglamorous side of being a working mum. Not the sunshine and happiness of getting to come to work and then going home to my beaming baby, but juggling the myriad of meetings and responsibilities of my job whilst trying to be as present as possible at home (which involved a trip to A&E and Jenson refusing to take the bottle, only feeding from me).
Photo: Happily camping - and then ending up in A&E
This experience has made me appreciate just how flexible an employer Adur & Worthing Councils are and how brilliant our technology is. I was able to work from home four times last week - coming in to attend the meetings that I couldn't move or postpone - and was just as productive as if I had been in the office.
My work laptop has access to everything I could need to do my job - access to all my files, the ability to 'chat' with colleagues via google hangouts (an instant message function that comes with Google gmail) and the extra desktop screen I have at home (an investment I'm so glad I made!) meant that I could work without having to strain my neck, looking down at my laptop.
Our phone system is really clever too and allowed me to answer phone calls at home. You see, when you call through to Adur & Worthing Councils, your phone call doesn't go to a physical phone. Instead, it comes through on my computer or via an app on my work mobile phone - incredible! Perhaps this is something that fellow blogger, Simon Millier, can explain in one of his digital blogs because to me, it seems a bit like magic! It meant that I could take phone calls from the comfort of my own home where I could be close to Jenson if he needed me.
In fact, working from home meant that I could get loads done. From the quiet of my front room, I ploughed through tasks, organised myself, planned upcoming meetings and had time and space to think about what I should be focusing my efforts on going forward.
It really helped me during a time that could have been really stressful and might have, in the past, resulted in me missing almost a week of work.
I'm lucky that my role allows me to be flexible in a way that someone working in our customer services front-line team or one of our waste collectors can't be since, outside of meetings, a lot of my tasks can be done on the computer wherever and whenever, supported by the great digital set-up we've got. But it's also the mindset of the Councils that helped me - how staff are supported to fit work alongside caring responsibilities as much as possible - which really helped me last week.
Luckily Jenson has bounced back to him usual smiley, happy self and so I'm back in the office for most of this week - it's such a relief to see him better, and it's so nice to reconnect with colleagues! Hopefully this is the last I see of sickness for a while ...
Photo: Working from home
Something very close to my heart is the environment. I don't know if it's because I've just had a baby and am thinking about the planet he will grow up in, or my vegan lifestyle, but I try to do my best to reduce my impact on the planet.
For a number of years I've been hearing about scary environmental issues, like how 'overshoot day' - when we use all the resources the earth can regenerate in a year - was 1st August 2018 this year. How bees, which are crucial to pollination which enables our food to grow, are on a teetering path towards extinction, and how we're one degree away from a planetary domino effect which would render much of our planet, including coastal areas, inhabitable.
Not very cheery stuff, eh?
But I take heart in the fact that Adur and Worthing are investing in becoming more sustainable as an organisation and as places to live.
“What does this have to do with you, Amy?” I hear you cry!
Well, it is intrinsically linked to how we learn and develop as an organisation, which is what my job is all about. Whether it's sourcing nearby learning providers to cut down on our carbon footprint, supporting our strategic sustainability manager, Francesca Iliffe, to put on sustainable learning sessions which can influence our building and project work, sustainability is a part of what I and my team!
It also makes me proud to work for the councils because there is alignment between my core values and the choices and action Adur and Worthing are taking to address sustainability issues.
I love how we're strongly behind the 'refill' campaign to get more people to use refillable bottles and less plastic, single use ones. I think it's amazing how parts of our parks were left wild this year to allow bees and other insects to roam free. I admire how we have solar panels on our main buildings to both cut down our footprint and generate income for the organisation.
Photo: over 100 solar panels installed on the roof of our Portland House building in Worthing
So now that I've got your attention, can I suggest a few small things you could do to be kinder to the planet and our lovely part of the world?
Why not try:
- going without a car where possible
- eating less meat and dairy, the second biggest cause of climate change
- taking off a layer before you put on a fan or air-conditioning
- not buying food made with unsustainable palm oil which is responsible for mass deforestation of the amazon rainforest - our planet's lungs
- taking reusable bags to the shops instead of buying new plastic ones
- buying less 'new' stuff
- stopping using chemical cleaners and returning to old, kinder methods like vinegar instead of bleach
- opting to refill your reusable water bottle when you're out and about in Worthing - my young son likes to hold on to one of our reusable bottles! (photo below)
Every little counts! And now I'll get off my environmental high horse and get back to my day job :)
Happy Thursday to you all! I'm feeling really buoyant and it's not because the end of the week is drawing close ... it's because of the staff lunchtime choir I attended yesterday which lifted my spirits.
When I was 11-18 years old I sang in a school choir (we even made it to the Royal Albert Hall!) but over the years I slowly stopped singing. This is until the arrival of my son! Since his birth, I've spent most of my days singing away to him - nursery rhymes, pop songs, lullabies. You name it, I've probably sung it to him and it's made me re-discover just how much I love singing. In fact, most of my maternity leave was spent going to music themed groups, so I was really pleased on my return to work to hear that a volunteer-run lunchtime choir group had been formed.
It started after the Councils kicked off a focus on being well, based on the five principles outlined by the New Economics Foundation as essential for people to flourish and improve their mental health in and out of work. These are:
- Connect with people around you
- Be active
- Take notice of the world around you and what you're feeling
- Keep learning
During this lunchtime break, we introduced ourselves (it was a select, but friendly group of 12 this week) and warmed up our voice before launching into 'London's Burning', 'Wade in the Water' and 'Oh Happy Day'. It was a great time and I could see how it fulfilled a number of the principles above - I connected with colleagues that I would have never met otherwise, got some exercise as I breathed deeply and stood talk for that an hour (surprisingly hard work!), took notice of my breath and the sound around me and re-learnt the skills of harmonising and singing in a round. It was brilliant!
And when I got back to the desk, I had an energy that I didn't have in the lead-up to my lunch break (most probably sleep related - my little pickle of a son had me awake 4 times in the night and had to be taken by my husband to have an hour of play between 4:30am to 5:30am!). I got so much done during that afternoon with my new-found energy and couldn't wait to get home to tell my husband about my great day!
It showed me just how important connecting, being active, taking notice, keeping learning and giving are to us as individuals. It also showed me (if I put my 'HR' hat on) just why an organisation might want to invest time, energy and (dare I say it?) money into providing their staff with experiences like these. Because the benefits for the organisation are limitless! Greater productivity, a boost to team and individual morale, people being more open to learning in their roles as they get more comfortable with learning in general, making contacts across the organisation which might lead to more joint-work being done, decrease sickness as people improve their mental health.
There are more ideas afoot - mindfulness, Pilates sessions and volunteering opportunities and I can't wait to get involved in them all!
Photo: Jenson (Amy's new son) at a recent weather themed music group
Hello! My name is Amy, I work in the HR team at Adur & Worthing Councils and I am the mum of a beautiful seven month old baby boy called Jenson. I had a great time off work to look after my son - it's a bit of a shock to be back in the office and to have to engage my brain when I'm still being woken up throughout the night by him!
I only took six months off work and then I passed the parenting baton to my husband who is currently doing six months of shared parental leave to look after Jenson.
Shared parental leave is a fairly new scheme which allows parents to split the maternity leave as they wish - Gregg and I chose to split the leave 50:50 with each of us taking six months off to care for our son.
It was really important to us as a family that we both had time off with our child and I was really pleased that my manager supported me to take a shorter period off work even though it caused some issues finding short-term cover for my role.
My time off passed in a flash and I can't believe that I'm now back in the office. During the three weeks that I've been back, I've been working on updating the Councils' HR policies. The one I'm currently focusing on is the 'family friendly' policy, which covers an employees entitlement to maternity, shared parental, adoption leave and arrangements if someone needs to take time off to care for a dependant (a child, parent or someone who depends on the person for care).
Since I've been back at work, I've been showing a lot of people photos of my gorgeous son and talking about their children if they have any. It's made me realise just how many people in the Councils have caring responsibilities - whether it's children or elderly parents - so I'm aware that this policy will impact a lot of people.
I think that this policy is one of the key selling points of working for the Councils. Many people choose to work for us because of the family friendly benefits we provide - flexibility to work different hours where possible, support to take time off at short notice if a child or dependant is sick, generous maternity leave pay.
It's an important policy for the organisation to attract people to work for us and to support our current employees to have a good work-life balance.
As a new mum, I'm aware that I'll be using this policy in the future - to have time off at short notice if my son suddenly comes down with a bug and to know my leave entitlement if we decide to have another baby in the future (definitely not anytime soon - one baby is enough for the moment!). I'm pleased that we have good provision for people with caring responsibilities.
So that's a little insight into what I've been doing in my first few weeks back at work. Even though I miss my son during the day, it's nice to be getting back into the world of work!
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