Organisational response to climate change challenges

Are we skilled to take on the challenge of responding to climate change challenges?

Do we understand what kind of organisations we need ?

How do we start to think about organisational response ?

How do we work with partners and clients on organisational response ?

What can we learn from others?

DFID /ADB Kathmandu Nepal June 2010

Why do we need to rethink our organisational response ?

Nature of the CC challenge • International• Interconnected • Long term• Highly distributed• Uncertain • It is effecting people now

3

5 questions to support managing change

1 Where have we come from?

2 Where are we now?

3 Where are we going?

4 How are we going to get there?

5 How will we measure success?Charles Whitehead

Awareness

Agency

Association

Action

Reflection

Stages in response to CC response

PACT framework• Non responsive • Compliant • Effective management• Breakthrough projects• Strategic resilience• The champion organisation

Insider voices http://www.bath.ac.uk/management/news_events/events/lowcarbon/

Performance acceleration for climate tool

Increased levels of:

•Competence•Sophistication •Effectiveness

Development pathways • Awareness• Agency • Leadership• Agents of change• Working together• Learning• Managing operations• Programme scope and

coherence• Expertise

D Ballard PACT

Examples from DFID to share

• It is about change

• Champions/ senior leadership is critical

• Networks, building and sustaining

• Distributed dialogue

• Resources (human and time)

• Tools and frameworks used

• Learning from elsewhere ?

Champions : Lesson from experience shared . Alexander Ballard Ltd. • No champions no change

• Three types of champion – Formal – appointed ( often this can mean champion in name only)– Informal but recognised– Informal but not recognised by the organisation

• The ability to select champions and the ability to use them well is a strong signal to the response level the organisation is operating at ( Ballard 6 level model )

• Characteristic Passion and they worked ahead of the organisation so could stimulate change

• Search for Agency ability to respond in a meaningful way

• Agency needs to be supported

• Keep your champions ahead of the game

• Real passionate champions can appear to be difficult to an organisation which values conformity

• Champions have energy

• Champions will earn faster and in a more relevant way than others , they can therefore make a fantastic resource for strategic programme development

Lesson from Hampshire Country Council and Netherlands . Hand book and benchmarking tool kit

Objective

To integrate climate change into development planning in country, to ensure programme and policy decisions respond strategically to the impacts of climate change: to make aid climate smart.

Principles

Strategic Programme Reviews will:

Respond to country needs and timeframesBe designed, implemented and owned by the country team with support from consultants and CEGBe a participatory process and involve other Whitehall counterparts, donors and partners where possibleBe piloted in 5-8 countries by the end of 2010, with a lesson sharing exercise in the autumn 2010Result in new guidance or best practice for DFID country offices by end 2010

DFID Strategic Programme reviews

Early lessons SPR

• Needs time • Started work before we build and secured

leadership • Worked well with good leaders • Can not be tick box• Needs to recognise different starting points • Cant depend on linear bureaucratic processes• Learning, refelction is essential

Subjective Objective

Individual

Collective

Self and conscious

I believe that…….

Brain and organism

Show me the evidence ..

Culture and world view

We need to change our behaviour …..

Social systems and environment

What systems need to change

Wilber

Level of AuthorityControl

High

Population dispersal Narrow Dispersed

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Level of AuthorityControl

High

Population dispersal Narrow Dispersed

Directive Proactive up stream engagement

Limited or noPublic engagement

Distributed dialogue DevolvedWell promoted CollaborativeOpen Mixed methodologyInfluential

Ref Talking for Change involve AE Anderson et al