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In today's episode, we have all the Carolyns, Carolyn Norgate and Carolyn Parker got together after our event leadership in a new era to discuss what came up and the insights we gleaned from it. We hosted the event just three weeks after the election, as we were already noticing a change in the ask from our clients with the new Labour government, our guests talked about feeling purposeful and hopeful and excited to see a shift happening.
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In today’s episode our very own Operations Team talk about being a self-managed team.
Our operations team cover a wide range of responsibilities (such as accounting, compliance, HR, programme accreditation and client management). They are the rhythm and base of Mayvin, which helps us to do our best work with clients.
As Mayvin has grown, our operations team has grown too, and until last summer it grew with a traditional hierarchical structure. Last summer, we found ourselves with senior roles vacant, and so we put it to the team – would you like a new manager? Or would you like to experiment with self-management?
They choose to become a self-managed team. A year later, 3 out of our 8 strong team, came together to discuss:
Why they made the decision to become a self-managed teamWhat the transition involvedWhat foundations were already in place that helpedWhat challenges there have beenHow they have recruited into the teamAnd what the impact has been, which includes the team feeling more confident, that their voice is louder, that they have autonomy for change and that they find themselves stepping up and horizon scanning to protect this special way of working.Thanks so much for listening! Keep in touch:
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Carolyn Norgate and James Traeger discussed the challenges of leading in a world with increasing ambiguity, particularly in the post-pandemic workplace. They emphasised the importance of trust, culture, and leadership in creating a productive and engaged workforce, and highlighted the need for organisations to prioritise creating conditions that foster trust, creativity, and safety. They also shared their experiences designing and delivering a leadership development program for a large non-profit organisation, and emphasised the importance of continuous learning and development for leaders in today's rapidly changing organisational landscape.
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In this episode Our Principal Consultants Tony Nicholls and Carolyn Norgate talk all things programmes – when is a programme not a programme?
A client came to us recently saying ‘we don’t have time or budget for a traditional programme and we have a large number of colleagues to reach. Could Mayvin create something with impact using just two short sessions?' The answer was yes!
Tony and Carolyn explain how. Talking through the key elements of our programmes that are consistent from these small bitesize workshops right up to our full length accredited traditional programmes and our Masters.Thanks so much for listening! Keep in touch:
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In this podcast episode, Carolyn Parker discusses her journey into OD and her excitement about joining the Mayvin team. She shares her background in psychology and HR, emphasizing the importance of pausing, reflecting, and fostering human connections in organisations. Carolyn highlights OD's focus on improving performance and relationships, as well as the personal and professional growth it offers.
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Today we're joined by Ash Thomas, previously with the British Heart Foundation and now a principal consultant at Mayvin. We're revisiting our mini-series "Why OD" to delve into Ash's unique journey into organisation development.
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Join Sarah Fraser and Steve Hearsum in this podcast episode as they talk about their time teaching a module on organisational change. They discuss the challenges of planning for the future when it's uncertain and touch on power dynamics, the need for sharing power, and the role of human behavior in shaping organisations. They share some surprising moments, like the idea of a group nap, and emphasize the importance of being fully present today to create a better future.
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In our latest Mayvin Sofa Chats episode, Sophie Tidman and Tony Nicholls, are back for more talk about feedback. This time, they're chatting about how to handle positive feedback and why it can be tricky.
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In our first Mayvin Sofa Chats episode, our principal consultants, Sophie Tidman and Tony Nicholls, sit down for a chat about feedback. They talk about how to give feedback, what it is, and share their own stories.
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In today’s episode we are very grateful to be joined by two more of our current masters cohort – Jennie and Rachel. We asked if they would be up for sharing their experience of the Mayvin Masters programme with you and they sent us this. In this 20min conversation they talk about how their expectations differed from the reality (in a good way), fitting the programme in around full time work, feeling like they’ve really found their tribe in the other members of the cohort and the impact the programme has had on them both professionally and personally including the Masters being responsible for Jennie securing a new job role, feeling like a corporate hippie, and feeling revitalised, re-energized, hopeful and confident.
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Tony and Martin recently went to the EODF conference in Lisbon and in this short podcast episode they discuss the conference's energy, innovative ideas, and the harmony between technology and people. They talk about artificial intelligence and how it influences how businesses are organised, blending tech tools with the human aspect in companies.
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In today’s episode, Sebastien de Morelos and Andrew Grenfell, participants from our MA programme, had a chat about their experiences. They talked about how the programme changed their professional lives and made them think differently about work and personal life. They also mentioned the importance of self-awareness, understanding power dynamics, and finding both joy and learning in the programme.
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As promised Tony & Carolyn have recorded some exclusive content for you, our Alumni network. And as you might have guessed from the title, this particular piece is around Practice Based Learning in times of continuing disruption. If you have any questions or comments please do let us know - [email protected].
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In today's episode, James and Carolyn are going to be talking all things Mayvin Masters. As you may have heard, we're thrilled to be announcing the second cohort of our MA in people and organisation development starting March 2024. To celebrate, Carolyn and James got together and recorded this podcast, answering some of your most common questions. So why do it and why is it different? What will it do for me? And what will I get out of it? And a little bit about the structure and what you can do if you want to find out more.
TranscriptJames Traeger 1:33
Hello, so we're going to be talking about our master's in people and organisation development. So I'll start by asking you, Carolyn, why might people do a programme like this, like the people in organisation development masters that we run?Carolyn Norgate 1:53
Well, if I think back to most of my career was as an internal OD consultant, so many years in NHS, few years in the civil service before I came here. And one of the things that I was looking for in the internals I worked with internal change and organisational development design consultants are often looking for is, I suppose to reflect on my practice, a community of practitioners to work with and really think about how change happens. I'm going to say in reality, which makes it sound like they're not in reality. Yeah. But I think there's something quite interesting about how organisations choose to position change, as if it is structured and linear andJames Traeger 2:48
can be planned easily. Yeah, yeah.Carolyn Norgate 2:50
And I think that can be quite difficult to work with so. So that sense of have both having community having the time and space to research and work with the, you know, what do theorists say around this? But more importantly, how do I practice well in this space, so my background was as an internal OD consultant, this programme works for internal OD consultants, but we also have people on the programme, who come from a more change, sort of business change that sort of internal world business architecture, that sort of area. We've, and we designed it for people who might be leaders of change. So I'm thinking again, of our current cohort, there's someone who's a leader of a big operational function in a sort of broadly healthcare environment. external consultants, freelancers, yeah, again, some of them working more in design, more sort of plan change areas, some in the what who would call themselves OD consultants. So it's quite a broad church. But I think change is the the nexus point, andJames Traeger 4:13
how to really get change done, isn't it if you're really interested in how you get change done, besides what it says in the textbooks, but actually how you create coalition's and manage the process in order to do that. And you're not just stepping back and thinking about it, are you you're actually doing it? Yes, part of the master's programme,Carolyn Norgate 4:34
which actually, you might start to answer now, James, because one of the things we're going to talk about was, how is it different? So what's your stance and pretend around that?James Traeger 4:42
Well, the programme, I would say, is designed for busy people. So it's designed for people who have a hankering to learn and who may be in a point in their career where theyThanks so much for listening! Keep in touch:
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In this episode, we're lucky to be joined by client and now friend of Mayvin, Adrian Clarke, head of OD at Virgin Media O2. After Adrian read our Tony's book: "Managing Change in Organizations, he had some questions that he wanted to ask Tony, around:
Leadership as a tool of management (rather than the other way around)Limitations of change and management toolsThe importance of embracing difference and challengeAnd how to find time for these practicesThe conversation highlights the key role of relationships in effective management and provides insights into the characteristics of a good manager in the context of change management. Hope you enjoy listening.
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Hello, Suria here!
To celebrate pride Month, myself and my dear friend and colleague Charlotte have teamed up to record a special episode for the Mayvin Podcast listeners on how to ACTUALLY make workplaces LGBTQ+ friendly.
As proud members of this amazing community, it's a topic that's naturally close to both of our hearts, so being given the platform to share our thoughts and feelings on how you can make your workplace a more LGBTQ+ friendly environment is both an honour and a nod to Mayvin on how right they get it!
On behalf of myself and Charlotte, thank you from us both for listening! And if you would feel comfortable in taking the time to share your experiences of what helps you feel understood in the workplace, or if you feel this podcast has enlightened you with some ways in which you can make your workplace more LGBTQ+ friendly - please do reach out and let us know, contact details bellow!Thanks so much for listening! Keep in touch:
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As head of Organisation Development at Virgin Media, (now Virgin Media O2), Adrian Clarke commissioned 3 cohorts of our Organisation Development (OD) capability building programme, during the pandemic and just before a big merger between Virgin Media and O2.
We are very grateful that Adrian took time out to chat to our Principal Consultant Carolyn Norgate in this podcast, to talk about the programme, the role of OD, especially in times of major organisational change and how this programme enhanced practice at multiple levels: individual, team and wider; plus the longer term impact he is seeing.
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Here at Mayvin, we do our best to walk our talk. So we offer our employees the opportunity to participate in a development programme similar to the ones we deliver for our clients. It's great for them to experience an action learning set example. Our wonderful associate Cathy Korn is facilitating our latest programme of seven employees across operations, client management and marketing.
The aim of the programme is to assist participants with personal practice development and to encourage relationships across the team. Like our client interventions, this programme had no rigid framework, allowing the participants to decide together what they would explore.
It involved learning with and through peers. It was focused on inquiry, not problem solving. And contains theory bursts, but only where appropriate to the exploration being undertaken. Kept the exploration close to the grain of our real work and uses Action Learning Sets. The programme is at the halfway mark. So the participants came together to reflect on their experience so far to share with you. And here it is, enjoy.
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We recently hosted an online event in which we talked about the future of organisational learning. We feel a big part of that is practice-based learning. And we are applying that in our masters programme. We were joined by current MA participants, Amy Martin and Priti Colbeck. They kindly agreed to talk about their experience of the Mavyvin Masters in People and Organisation Development so far. Our faculty lead, Carolyn Norgate asked them a few questions. And we thought we’d share that conversation here for you to listen to. If you're interested in finding out more about the Masters, please do get in touch with us on [email protected]. We’re always happy to have a chat. Hope you enjoy.
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This is the 6th and final interview in our Podcast mini series – Why OD? In this episode we share an interview with Carolyn Norgate, Principal Consultant, about how and why she got into Organisation Development.
Carolyn came to OD through a pretty traditional HR route, but OD was "a bit weird" at the time and she had to be a little covert about it to start with.
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Email us on [email protected] Subscribe to our mailing list Visit our website Follow us on LinkedIn and Twitter - Visa fler
