DOC’s Changing World Avon Adams Manager, Communications

1. DOC’s Changing World Avon Adams Manager, Communications

2. Types of Organisational Change • Developmental • Transitional • Transformational

3. Change ProgrammeSuccess Rates • 75-90% of change projects fail to deliver • Only 40% or projects time, budget or quality goals • Underestimation of complexity a factor in 35% of project failure • Biggest barriers are ‘people factors’ • Communications is key to people factors

4. Engagement Time Communication: a Lever of Change The appropriation of change: a gradual process Engagement : to actively participate and contribute to change and to incite others to engage in change Buy-In : to understand and buy into the new vision; to accept and contribute to change => positive attitude Understanding : possible resistance to change Awareness : to know change is necessary but not What or How Unaware

5. Reacting to Change At Last something’s going to change! This can work and be good Change? What Change? Can I cope ? I’m off!! … this isn’t for me! This is bigger than I thought! I can see myself in the future Moving Forward Anger or Elation Denial Disillusionment Anxiety Fear Who am I? Can I do this? What impact will this have? How will it affect me? Gradual Acceptance Threat Guilt I’ll make this work if it kills me!! Depression Hostility Time

6. Leading Through Change

7. Change Communications Gap Analysis

8. Managing the Transition – Engage Minds and Hearts • Explain the need for change • Create a clear and compelling story • Understand those impacted/involved • Plan to engage • Drive engagement

9. Conservation at a Glance 8.5 million ha of Public Conservation Land 30% of NZ’s land area 14 National Parks including  9 Great Walks 34 marine reserves – 1.28 million ha 6 marine mammal sanctuaries – 2.4 million ha 2,800 threatened species 970 huts 330 campgrounds 24 visitor centres 14,000 km of track 2,200 km of road 4,000 concessionaires 32,000 volunteer days per year

10. Vision New Zealand is the Greatest Living Space on Earth

11. Reasons for Change • All New Zealanders have a stake in our natural environment. We can’t afford to take it for granted. • Species decline is just the canary in the coal mine – an indicator of a threatened ecosystem. • The job is too important to be left to DOC alone. • By working with others we can achieve more.

12. DOC Change Approach • Reinforce the need for change – Vision • Current state is not an option. • Visibly led by DG • Involve staff in the change process • Collaborative environment • Rationale for change to external audiences – internal/external interdependencies

13. Key Barriers to Change • Lack of Vision • A history of poor implementation • Change fatigue • Lack of Middle Management support • Lack of Understanding or Belief   • An environment of low risk-taking • No consequence-management • Lack of Clear Communications • Poor management of resistance • Lack of Time • Poor Follow Through • Not ‘walking the talk’

14. Change is Ongoing ü ü • Explain why change is necessary • Create a clear and compelling story line • Understand those impacted/involved • Plan to engage - ongoing • Drive engagement to bed in the changes • Takes years ü

15. Thank You