Knowledge Sharing
Overview
FIELD LEVEL LEADERSHIP DEVELOPMENT – Addressing the Links in the Chain
The Centre of Excellence for Change (CEC) has a recognized commitment to provide clientswith Organizational Transformation Tasks and consultancy Services of the highest possible standards.
The CEC provides an innovative, cutting-edge learning construct that acts as an incubator for cultural change which lies at the heart of transforming public sector service delivery. The key elements of the approach are creation of safe space for introspection and open dialogue for the officers, encouraging optimistic individuals emerging from the introspection and the process of dialogue as vanguard individuals, capable in aligning themselves as change agents to explore process improvements, better community outreach and competent to take on self-defined targets and results.
Service Delivery Enhancement
The unique change management process of Centre of Excellence for Change (CEC) has transformed many public utility officials from providers to partners and has enthused them to work closely with the community so as to enhance service delivery was initially imparted to about 600 Engineers from TamilNadu Water Supply and Drainage Board from 2003 to 2007 for improving its service delivery and meeting the MDGs. This change process foresaw the formation of the Change Management Group (CMG) in August 2004 as group of water sector officials committed to working as internal change agents to voluntarily improve service delivery in the water sector of Tamil Nadu.
The concept of Change Management expanded to Agricultural Engineering Department where around 240 Engineers underwent this process from 2007 to 2009 with significant results.
The CEC trained 940 Water Resources Engineers, for enhance service delivery in the Water Resources Department especially focusing on Participatory Water Management. The change initiatives contributed to more transparency in the system, enhanced accountability amongst Engineers and paved the way for community response programs.
The CEC was also involved in providing process labs to 3750 Agricultural Extension officials. In addition, 3300 ‘Community Collaborative Change Management Group’ (CCMG) Members (elected members) were also trained in change management.
Apart from the Change Management trainings to officials of public utilities, elected representatives around 2000 from Panchayat Institutions and Water Users Associations were given.
Multi Sectoral Convergence
Effective Integrated water resource management is a multi – sectoral challenge towards this end, public sector officials from the water, food and livelihood sector, underwent the CEC convergence modules towards holistic water management. Over 638 officials of the IAMWARM Project, from the above said sectors, attended the 3-day core workshops and 2 days follow on workshops both at District Level and State Level between 2012 – 2014.
Creating Core Facilitators
An integral part of the change process is Specialized Trainings to develop a core team of master trainers for peer-to-peer learning within and outside the State. The Curriculum was developed in the context of targeted training Design and Modules were developed by CEC to suit the specialized training needs. In Tamil Nadu 120 officials from Water, Agricultural and Livelihood Sector graduated to core facilitator. Similarly467 master trainers were developed in 6 other States.
Apart from the above in Agriculture Sector about 40 officials were given master training who rolled out the Change Management Process to about 3750 Agricultural Extension officials. Also, 335 Social Sector officials recruited for providing capacity building to the Water Users Association Members were trained in behavioral and resource management.
International
Field Level Leadership Programme – Tanzania at Chennai
The CEC in collaboration with World Bank conducted ‘Field level leadership Initiatives Programmes ’for the Officials of Dar-es-Salaam Water Supply Agency (DAWASA) and Dar-es-Salaam Water Supply Corporation (DAWASCO) of United Republic of Tanzania’ during 2016-2017.
FLL Practice Workshop at Bogamoyo, Tanzania
Field Level Leadership Programme – Ethiopia at Chennai
The CEC in collaboration with World Bank conducted ‘Field Level Leadership (FLL) Approach’ for the Officials of Addis Ababa Water and Sewerage Authority (AAWSA) during 2019-2020.
Field Level Leadership Programme – Beira, Mozambique
The CEC in collaboration with AAWSA conducted the ‘Field level leadership Approach Programmes ’for the Officials of ‘Beira Autonomous Sanitation Unit (SASB) of the municipality of Beira ‘with the assistance from V N G International. The VNG Inter-National received funding from the RVO and is working together with the World Bank to implement this project. The aim of this assignment is for the ‘Curriculum Development and Training of Trainers for implementing the FLL approach’ within the ‘Beira Autonomous Sanitation Unit (SASB) of the municipality of Beira’.
Twenty Officers who are the Master Trainers Candidates were trained in Chennai during November & December 2021 and the Curriculum was also developed for adoption by the master trainers during the Practice Workshops meant for Peer Training by the master trainers at Addis Ababa. Two Practice Workshops were also conducted during February 2022.
The uniqueness of this Programme is that both the Master Trainer Candidates and the Resource Persons from CEC and AAWSA do not know the Language of the counter part respectively .the Resource Persons know English only and they do not know the language of the Master Trainer candidates ,Beira Viz., Portugese.The Programme was successfully conducted and completed by engaging Interpreters and also using hand-held translating equipments by the Resource persons and the Participants. This methodology was adopted both for Core workshop and also Two Practice Workshops.
Field Level Leadership Programme –Ghana at Chennai
The CEC in collaboration with World Bank conducted ‘Field level leadership Approach Programmes ’for the Officials of Ghana Water Company Limited (GWCL)’, The Republic of Ghana during February 2023 at Chennai
Twenty-One Officers who are the Master Trainers Candidates were trained in Chennai during February 2023 and the Curriculum was also developed for adoption by the master trainers during the Practice Workshops
FLL Ghana Inauguration
Field Level Leadership Programme –Ghana at Chennai (16.02.2023 To 22.02.2023)
The Practice Workshop by the Master Trainers was conducted at ACCRA, Ghana from 05.06.2023 to 09.06.2023
National
Knowledge Sharing -National Foot Print:
Field Level Leadership (FLL) Approach Programme for Rural Drinking Water Supply and Sanitation Department, Government of Karnataka, India
The CEC conducted Two Batches of ‘Field level leadership Approach Programmes ’for the Officials of Rural Drinking Water Supply and Sanitation Department, Government of Karnataka, India at Chennai during September & October 2023.Sixty-Four Officers who are the Master Trainers Candidates were trained in Chennai during September & October 2023 and the Curriculum was also developed for adoption by the master trainers during the Practice Workshops meant for Peer Training by the Master Trainers of Karnataka
Two Days ToT Training on FLL on Community Managed drinking Water Supply for PDOs, EOs, AEE,JEs of RDWSD, Govt., of Karnataka during 07.10.2024 and 08.10.2024 at Rialto, Hotel, Gandhi Nagar, Bangaluru.
The Practice Workshop by the Master Trainers was conducted at Kalaburagi, Karnataka, India from 20.11.2023 To22.11.2023
Convergence Workshops
- 3 Days Convergence Workshops for Multi-Disciplinary Officers of TNIAMP@ R3.20 Lakhs during 03.05.2022 T0 05.05.2022 & 17.05.2022 To 19.05.2022
- Conducting Field Level Leadership Approach (FLL) Workshop for the Officers of ‘Rural Drinking Water Supply and Sanitation Department, Government of Karnataka, at Chennai during 26.09.2023 to 05.10.2023 and 09.10.2023 to 16.10.2023 (64 Nos) funded by Government of India under Jal Jeevan Mission.
- 2 Days Convergence Workshops for Multi-Disciplinary Officers of TNIAMP@ Rs2.35Lakhs during 11.03.2024 to 12.03.2024 at Chennai
Change Agent Network
Transformation of public management necessitates jettisoning the conventional for a new paradigm. The Change Agents Network model (CAN) is dynamic, evolutionary and endogenously fuelled: it provides the transformation path with points of entry as well as sites of incubating change. The interconnected dimensions of a common purpose, people centricity, shared process and co-creative praxis provide the platform for new, paradigm-based organisational change.
Organisation performance, especially in the public sector, in how it delivers basic service, depends on four crucial and intertwined aspects: of sense of purpose, alignment of people to that purpose, backed by enabling process and inclusive praxis that acts as a bond around the organisation. Any attempt at organisation transformation to deliver development would gain from addressing all four elements of the Public Organisation Change (POC) framework, their inter-dependencies along with the enabling arrangement and an environment which influences such a change.
Purpose provides the basis for the choice of the development paradigm and answers the question: ‘Change towards what?’ The answer is reflected in the choice of goals, mandates and optimising objectives of the organisation. If the purpose of parastatals is public service, then it is only the people within them who can deliver the desired performance. Undoubtedly, in public organisations, people are the biggest assets and their performance hugely depends on issues of individual and group values, behaviour and relationships.
Governance modes typify the nature of processes adopted by the organisation in its interaction within the hierarchy and in its external interface with the citizens. The interactions seek a framework in the organisation structure which provides the necessary platform for leadership to anchor the quest for dignity in the organisational purpose. Finally, the praxis of the organisation is reflected in the way development is actually delivered; in its service ethos, in its handling of multiple stakeholders and in its accountability norms.
Viewed together the POC framework provides the construct to locate change. Essentially, the four dimensions exist in a symbiotic relationship, simultaneously providing the rationale as well as the path for change otherwise expressed as development with dignity.
If public institutions have to suitably answer the growing public disenchantment, political exasperation and internal discontent, they have to comprehensively transform themselves in the way they function, the performance they deliver and the people they serve.
POC – the Framework for Metamorphosis
