Learning Network Network
2005

November
Hewlett Packard
This session explored values and how organisations use them to create culture change. John Holland from HP shared the work they have been doing using Appreciative Inquiry with their global change agent group, to renew the values, which has evolved out of initial dissatisfaction voiced in this group, and how this may go forward in light of new leadership at the top . Jim Tebbe from Shell also shared examples of how Shell had taken stock in light of events last year of its values and how they were being put into practice as part of leadership development.

September
London School of Economics
This session discused issues surrounding CEO succession comparing HP and BA experiences as well as it being relevant to Centrica after a recent annoucement!

Issues we discussed included:
- the extent to which HR is involved in the selection process and how to have more influence
- the way the city or stock markets influence choice, eg Carly Fiorini, Roy Gardner, and whether CEOs have external focus primarily or internal operational focus, split of roles with chairman role.
- a possible trend towards CEOs being valued for integrity and honesty in communication with staff eg Mark Hurd at HP, v charisma of pre Enron days
- different handover processes e.g. Willie Walsh at BA with Rod Eddington for several months, v Mark Hurd's appointment six weeks after Carly left.

Questions for HR to raise:
- whats the strategic need?
- whats internal / external need?
- whats the fit with stakeholders?
- whats the cultural implication of new CEO and messages he/ she sends?
- whether search process can include stories being told about the person in previopus organisations as a way of assessing reputation?
- whats the impact/ link to succession planning at senior level?

June
GlaxoSmithKlyne
We had a very useful session exploring use of stories in leadership and culture, with Adrain Machon and Sally Bonneywell describing the innovative work they have been doing on inspirational leadership using a mixture of philosophy, drama and psychology with senior leaders and using stories as a way of helping people present themselves with authenticity.
We also explored some culture exercises Bath use to access the hidden culture and had some creative mini presenations back, which illuminated some of the different cultures in the room!

The next session in September will focus on comparing issues around CEO succession, comparing different approaches in HP, BA and GSK and the OD role in this.

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