Send the link below via email or IMCopy
Present to your audienceStart remote presentation
- Invited audience members will follow you as you navigate and present
- People invited to a presentation do not need a Prezi account
- This link expires 10 minutes after you close the presentation
- A maximum of 30 users can follow your presentation
- Learn more about this feature in our knowledge base article
Do you really want to delete this prezi?
Neither you, nor the coeditors you shared it with will be able to recover it again.
Make your likes visible on Facebook?
Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.
Establishing a Cultural Change in Information Management
Transcript of Establishing a Cultural Change in Information Management
Establishing a Change Culture in Information Management
by Alethea Belford from Melbourne Water
learn from your
(or others') mistakes
change happens through
people not to people
change needs a budget
there is no "best practice" for change
change is here to stay get used to it
Water corporation owned by the Victorian State Government
Look after about $9 billion worth of natural and built assets, on behalf of the community
Established in 1992, from former Melbourne and Metropolitan Board of Works which was established in 1891
Manage Melbourne’s water supply catchments
Treat and supply drinking water to Melbourne’s water retail companies
Remove and treat most of Melbourne’s sewage
Waterways and drainage
Manage waterways and major drainage systems across the Port Phillip and Westernport region
What do we do?
Who are we?
about the nfo Program
Clear policies and accountabilities for key information sets, along with a prioritised action plan to address severe risks.
Migration of Melbourne Water’s significant documents to a system which supports effective information management (including effective governance).
Data model and standards for Melbourne Water’s strategic data (e.g. asset data).
Co-ordinated communication and training program
People & Culture
Image by Nick Lee http://www.flickr.com/photos/gamutless/5368128198/
Image by Stuart Boreham http://www.flickr.com/photos/kagey_b/623840155/
Image by Andreas H http://www.flickr.com/photos/andih/3046418862/
Image by Snowded - http://en.wikipedia.org/wiki/File:Cynefin_framework_Feb_2011.jpeg
Image by Richard Scott http://www.flickr.com/photos/richardmscott/95724014/
the fine print
Establishing a Cultural Change in Information Management by Melbourne Water is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 Unported License.
To view a copy of this license, visit http://creativecommons.org/licenses/by-nc-sa/3.0/
or send a letter to Creative Commons, 444 Castro Street, Suite 900, Mountain View, California, 94041, USA.
run a reverse brainstorm!
Reframe mistakes as learning opportunities
Communicate that you understand that mistakes were made and you know what they were
Demonstrate that you are not repeating history
Any man can make mistakes, but only an idiot persists in his error ~Marcus Tullius Cicero~
agree your principles for change
The changes associated with the IM Program will happen through our stakeholders, not to our stakeholders.
Our stakeholders are our business groups, creators, custodians and consumers of our information, key business decision makers and all our staff.
We will work collaboratively with our stakeholders and treat them with respect.
We will engage with our stakeholders early and act in an honest and open manner to build trusting relationships.
We will listen to our stakeholders’ perspective and understand their individual needs.
We will determine at the outset what we want from our stakeholders, and understand what it is they want from us.
We will look to understand our stakeholders’ issues and concerns and work co-operatively to solve problems.
We will keep our stakeholders informed and deliver on our promises.
We will continuously improve our approach to stakeholder engagement by sharing our learning with colleagues.
be famous for something
Image by Robert Fornalhttp://www.flickr.com/photos/fornal/417015430/
we are really
good at change
changing is part of
Image by Eu não percebo http://search.creativecommons.org/#
find me at
Human behaviour is
highly sensitive to small changes
no right answer, just emerging instructive patterns
hindsignt does not lead to foresight
requires creative and innovative approaches
My views and opinions are my own!