After six months of implementation, this is a reflection and lessons learned on the power of working and learning in 'circles' or the new management concept of 'holacracy'

1. The power of working and learning in
circles
New ways to connect @ work
Alexandra Lederer
Learning & Organisation Development Manager
NSW Trade & Investment Knowledge Community Regional Event
29 May 2015

2. 02 Feb 2011
“We need …

4. Reduce
costs
Increase
reach &
consistency
Increase
levels of
[relevant]
technical
skills
[Smash silos
of (hidden)
expertise]
[Create
connections
between
experts]
[Transfer
critical
knowledge]
(90% core
competency training)
(90% external training)
What was behind this ‘solutions-driven’ request?
[Be
engaging
and
appealing
to staff]

6. Let’s experiment something different
The Learning Curve Team (May 2011)
Connect experts
and volunteers
No hierarchical
reporting
No required
contributions
No monetary
reward, $0
budget

8. The Learning Curve delivers micro internal knowledge
transfer sessions for staff, by staff

9. The Learning Curve has multiplied relevant & low cost
learning opportunities
$1,079
$957
$778 $774
FY11 FY12 FY13 FY14
28% savings on Personal Development
spent/FTE
PD budget/FTE Actual PD/FTE
11 12
28 30
13
18 8 14 14 24 16 11 6 14
146
225 232 233 230 246
131 146
130
158
155
296
92
FY13: 206 events - 2,420 participants
Learning opportunities Nb participants
Highest area of
improvement in Employee
Engagement Survey 2013

10. "All staff regardless of background or location
have access to our new educational program.
Colleagues are encouraged to get involved in L&D by sharing
their knowledge with others, which is turn
also improves their own skills.
This year alone I would hazard a guess that our internal education program has saved
Genea upwards of $50 000.
Education the most powerful tool we have at hand, now at a price we can all afford."
The Learning Curve concept is an effective, efficient,
relevant and engaging way of working
Linda T., Laboratory Manager at Genea – December 2012

11. Thank you

12. It’s getting bigger! (Mar 2014)
“We need …

13. Increase
staff
engagement
Increase
reach &
consistency
[Improve
development
opportunities
for staff]
Attract new
employees[Create
connections
between
teams]
Develop and
target
Employee
Value
Proposition
What was behind this request?
Retain staff

15. Let’s expand the concept!
The Genea Circles (Oct 2014)
Connect
volunteers from
each business area
No hierarchical
reporting
No required
contributions
No monetary
reward, $5K
budget
Join the
[serious]
fun!
Celebrate
what we
believe in:
Values Team
Welcome our
newbies:
Genea Buddy
Pass on your
knowledge:
Learning
Curve Team
Foster our
wellness:
Good for You
Team
Encourage us
to do the right
things: Good
for All Team
Cultivate the
fun and build
bonds: Social
Club

17. Genea Circles is a new way to empower our staff to
make their wishes come true
Genea WishBox Survey (Oct-Nov 2014) – 116 responses (37%)
“If there’s one survey to answer,
it is this one! We’re keen to make
2015 a year to engage and inspire
you at Genea. Our newly formed –
or refreshed – Genea Circles are
eager to hear your wishes for
2015”
Which well
being
initiatives?
Which fun-runs?
Which charities
to support?
How would you
like to show
your support?
How much can
you contribute?
Your ideas /
suggestions to
better represent and
incorporate our
values?

18. What’s in it for staff?
A range of opportunities like never before
Jan-15 Feb-15 Mar-15 Apr-15 May-15 Jun-15
Good
for You
Good
for All
Social
Club
Values
And more to come!

19. What’s in it for Circles Members?
The opportunity to shape their work environment
Diversity to day to day job
Step-up
Visibility
Learn & grow
Work with others
Have fun
Get promoted!
Develop leadership
competencies
Strategic thinking |
Innovation | Planning |
Execution | Engage and
inspire | Collaboration |
Building relationships |
Adaptability

20. What’s in it for HR?
Deliver an employee proposition beyond expectations
Involve
Democratic
representation
Hit the ‘EVP’ target
Shared responsibility
Reduced costs and FTE
Engaged workforce
Innovation
Deliver, deliver, deliver

21. What’s in it for Genea (‘the business’)?
Get all benefits from a new way of working
Agile and flexible
Fast and iterative
Collaboration
Innovation
Results & cost savings
Employer Brand
Culture of accountability

23. Why ‘circles’ are working
Because there’s lots in it for everyone
CEO / Execs
Organisational culture & results
Staff
Day to day | Individual benefits
Leaders
Staff engagement | Team building
Community, external providers,
stakeholders and networks

24. Why ‘circles’ are working
Because we focus on purpose & outcomes

25. Why ‘circles’ are working
Thanks to a few tricks
Regular meetings with
Reps from each Circle
Informal setting & round
table format
Innovation &
accountability is in
people’s hands
Sponsored & driven by HR

26. Why ‘circles’ are working
Because we work smarter together to get things done
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Corporate L&D (4)
Nursing L&D (3)
Labs L&D (3)
WHS L&D (2)
‘Underground’ or ‘under-the radar’ conception, design and
development work
Regular learning
deliverables by:
‘abovetheline’‘belowtheline’

27. Why ‘circles’ are working
We we go with the flow of members’ contributions cycles
Lurkers
Opportunists
Contributors
Creators
•+80%
•Seem inactive
•Read, click, transact
•May be ambassadors
•10-20%
•Seem annoying but useful
•Provide feedback, ask questions,
vote, forward to others,
ambassadors
•3-10%
•Review, provide feedback, ask
questions, do as told
•Contribute as told
•0-3%
•Establish, create, innovate
•Drive, plan, organise
•May become bored once in order
Source: The four levels of community engagement, Gartner 2008

28. 11Q2 11Q3 11Q4 12Q1 12Q2 12Q3 12Q4 13Q1 13Q2 13Q3 13Q4 14Q1 14Q2 14Q3 14Q4
Why ‘circles’ are working
When we go with the flow of members’ contributions cycles
Forming
Storming
Norming
Performing
Creating
Creating members
Creating member uneasy
with uncertainty (‘anti-
storm’)
Continuity
gap
Members come & go
continually
New and always ‘anti-
norm’ member

29. Why ‘circles’ are working
Because it’s becoming part of our culture
Integrity + Knowledge
Sharing awards
Participation in circles
recognised in L&D plan
Celebrate people,
contributions &
achievements
Organic growth of ideas &
volunteers

30. New ways
to connect
& work
Effective,
efficient,
relevant
and
engaging
Empower
staff to shape
their
environment
Focus on
purpose &
outcomes
There’s lots
in it for
everyone
We’re
smarter
together
Multiplied
innovation
It’s [serious]
fun!
The power of working and learning in circles

31. Each step on our journey is an opportunity to learn,
and that learning is enriched when shared …
… thank you for your attention.
Alexandra Lederer
alexandra.lederer@genea.com.au