If you are accountable for successful change in your organisation, CofEe Club is for you. Founded in 2005, it is an invitation-only, membership-based network of executives and senior managers from business and public bodies, who are willing to share their triumphs and concerns with like-minded decision makers.
Each quarter, a one-day workshop on a current hot topic is hosted by a member. The day is filled with presentations of relevant experiences, insights, and facilitated workshops on key challenges. Plenty of opportunity is provided for attendees to network during the day.
Competition for places is high, as each meeting is limited to fifty attendees from a current membership of nearly 600. Presentations and summary feedback are made available to all members following each meeting and white papers are produced on chosen topics.
If you are interested in attending CofEe Club, please provide your details to Amanda Muscat on 01908 283 600 or via ‘contact us’ in the menu bar above.
The thirty-first meeting will be held on the 27th June 2013 at The Financial Conduct Authority in London.
The topic for the meeting is Capability and capacity: ‘building the right team for the job’
The topic for the meeting is Capability and capacity: ‘building the right team for the job’, with a particular focus on the Academy model.
The emergence of what is called the Academy model is a response to the challenge that organisations face in both understanding and bridging the gap between the demands of their change portfolio, and the ability of their professional change community to successfully deliver it.
The model may include all or some of the following elements:
- assessment of capability across the community (including training needs analysis),
- a structure or framework for delivering coherent, consistent and company-wide capability development,
- ‘blended learning’ vehicles such as coaching, mentoring , formal classroom events, distance learning and experiential learning’,
- shared learning activities (community forums, ‘buddy’ schemes, shared assignments);
- the promotion of common practice and approaches.
A key principle of the Academy concept is the facilitation of self-directed learning: individuals can investigate and apply for learning opportunities, rather than be directed as before. The presumption is that individuals will value learning and derive more benefit from it when they have some measure of control of the pace and direction of their development through the choices they make.
So, is the Academy model working, or does it at least represent progress in the right direction?
This meeting will address this question and more:
Has the move towards the Academy model improved the development of capability? If so, what is the evidence for this?
- Do change communities have more and better choices under the Academy model?
- Is the Academy model supportive of shared and experiential development activities?
- To what extent does the model help develop a cadre or community of professional change managers?
- Is it helping to develop and promote common practices?
- What successes have we had in linking development to career paths?
|2013 CofEe club – Linking strategy to business-as-usual||20 March, 2013|
|2012 CofEe Club – Assurance||26 October, 2012|
|2012 CofEe Club – Prioritisation of the change portfolio||20 July, 2012|
|2012 CofEe Club – Sponsorship||26 April, 2012|
|2012 CofEe Club – Translating strategy into change||16 February, 2012|
|2011 CofEe Club – Complexity||29 September, 2011|
|2011 CofEe Club – Benefits realisation||9 June, 2011|
|2011 CofEe Club – Making change happen||10 March, 2011|
|2010 CofEe Club – Seeing beyond the trees||1 October, 2010|
|2010 CofEe Club – Contracting for success||24 June, 2010|