OCMN Ireland - Reframing Culture as a Facilitator of Change
Delighted to announce our next OCMN event which will take place on Wednesday October 5, 2016.
Reframing Culture as a Facilitator of Change
Culture is a topic that is frequently featured in workplace discussions. Its meaning is something that we all assume is understood and see the same way. However culture is not that easy to pin down and understanding what it means to our organisation can be a real challenge. There is a growing awareness among managers of the power corporate culture has to support or hinder improvements in performance through its influence on employee beliefs and actions.
Culture can determine whether change :
is directed by hierarchical authority or built through consensus
will be adopted by few or many members of an organisation
will focus on commercial, organisational, or human process issues.
Designing the business strategy to leverage the organisation culture will all the difference between success and failure with today’s demanding change programmes. As Ireland exits the financial crisis many of the changes initiatives we are seeing are focused on delivering real culture change and building organisations which differ significantly from the past.
Organisational Development (OD) interventions can play a key role to support organisations enhance their change capability and reframe their culture signals. OD interventions differ from other planned change efforts since they focus on building the organisations people capabilities rather than its processes and technology. These improvements, in people capability, enable organisation to respond more effectively to change and achieve greater success.
Each of our panellists will be sharing their experience of change and how they have lead change with a specific emphasis on culture.
Our organisers for this event are Liz Shouldice, Talent Manager in Ervia (email@example.com) and Hannah Butler, HR Analyst in Ervia (firstname.lastname@example.org)
Chair: Liz Shouldice, Talent Manager, Ervia
1. Liz Joyce: HR Director, Central Bank
2. Edwin OHora: Owner and Pricipal Consultant, OHORA Consulting
3. Sarah Keating: Global Head of HR Programmes & Change, ICON
Liz Joyce joined the Central Bank as HR Director in May 2011 at a time of significant change following the economic and financial crisis which emerged in 2007/8. Over the past five years she has led the HR function of the Bank to support the delivery of the Central Bank of Ireland strategy, which has involved significant organisational change including an increase of over 50% in staff numbers. The Bank’s mission is to safeguard stability and protect consumers and its vision for the organisation is to be trusted by the public, respected by its peers and a fulfilling place to work.
Liz joined the Central Bank from Pioneer Investments where she was Global HR Business Partner for Support Functions and Head of HR for the International Division based in Dublin. She was previously the Human Resources Director at Greenstar and at Diageo she was Human Resources Director of United Beverages and Human Resources Business Partner for Global Functions. Prior to this, she worked in human resources with Concern Worldwide for 10 years, ultimately as Human Resources Director.
Liz holds a BA degree in psychology from University College Galway and an MBS in Human Resources Strategies from Dublin City University. She has completed diplomas in business, finance and coaching and is a member of the Institute of Directors (IOD) and a Fellow of the Chartered Institute of Personnel and Development (FCIPD). The main focus of her career has been developing and implementing HR strategies including organisational development and change management.
Edwin holds over 12 years’ experience in senior HR management and executive HR leadership roles spanning both the Distribution, Pharmaceutical and FMCG sectors, culminating in 4+ years as the most senior HR leader of a large and complex multinational organisation operating in the area of services to life sciences (UDG Healthcare)
In late 2009, Edwin was appointed as Group Head of Human Resources for UDG Healthcare, an organisation of approximately 5,000 people spanning multiple divisions, countries and business units. Edwin had responsibility for developing a cohesive and practical HR strategy for a growing, complex organisation and bringing this strategy to fruition. By 2013, United Drug had over 8,000 employees
In this role, Edwin designed and built the first organisation wide Leadership programmes which started the process of creating a cohesive and aligned leadership community with the PLC. In addition to this, Edwin was the most senior HR leader in the organisation and provided HR support to the PLC board across a wide variety of people issues.
Edwin held the role of HR Director of Heineken Ireland in July 2013, the most senior HR position in the Irish organisation.
Edwin started oHoRa consulting in September 2014 and is currently working with a range of clients at senior executive level (up to and including board) on challenging organisational development projects such as high performance, organisational redesign for expansion, senior selection and leadership & management development. Edwin is adept at building relationships at all levels in an organisation and thrives in environments which call for a strategic viewpoint coupled with a practical ability to deliver.
Sarah Keating is a leading HR practitioner, with over 10 years’ international experience in executive leadership positions. She has worked across multiple industries in both manufacturing and services, including electronics, pharmaceuticals and FMCG companies.
Currently the Global Head of HR Programmes and Change at ICON, a common thread in Sarah’s career has been centred on building organisational capability and creating high performance teams.
Before joining ICON, Sarah was VP of Human Resources and Organisational Development for Glanbia Performance Nutrition. Here she was responsible for building out the team’s capability and organisational structures to facilitate the rapid expansion of the business across EMEA together with the acquisition of a number of brands.
Prior to this, Sarah spent over ten years with L’Oreal, working in several countries across Europe and Asia Pacific. It was in L’Oreal that Sarah honed her talent assessment and change management skills. A global organisation with more than 73,000 employees, L’Oreal is an organisation that succeeds through constant change and where the culture is a strong reinforcer and driver of that change capability.
In addition to her broad experience, Sarah holds an MBS in HR Management from UCD Smurfit Business School, a Degree in Economics from UCD, a Post Graduate Diploma in Employment Law from NCIR and she has recently completed a Leadership for Change Programme for Executives with the University of Singapore.
Look forward to seeing you all there!!