It provides a guideline for conducting an Understanding your energy culture workshop Note that you will need to purchase the Understanding your energy culture booklets to conduct this workshop ID: 704178
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Slide1
Overview
This presentation has been designed for you by the Energy Institute Hearts and Minds Technical Team. It provides a guideline for conducting an Understanding your energy culture workshop. Note that you will need to purchase the Understanding your energy culture booklets to conduct this workshop.Please note that the booklet and these slides have been put together to support people from all industries.Please feel free to adapt the existing slides, use your own examples, and/or add any slides and exercises you find useful.
0.0Slide2
Understanding your energy cultureSlide3
Introduction
What?A tool that helps to identify gaps in local energy management culture and agree plans to drive performance improvementWhy?
A solidly implemented energy management system is an essential basis for good energy performance.How?
By providing a clear view of both the current and the desired culture, by identifying areas where there are gaps, and by working on actions that lead towards improvement.
1.0Slide4
Workshop objectives
Raising awareness of your organisation’s culture around energy management is crucial to making the case for change and improvementThis interactive workshop provides the structure to do thisIt will help you to identify perceived strengths and weaknesses in the way you manage energy in your organisationIt does this by getting you to consider a number of aspects of energy management which contribute to the overall energy culture
1.1Slide5
Workshop timings
30 minutes Introductions and presentation30 minutes Read through of the energy culture framework and complete questionnaire15 minutes
Discussion in pairs15 minutes Break
60 minutes Presentation of results and plenary discussion
30 minutes Break out sessions
Total:
3
hours
1.2Slide6
Energy performance over time
1.3
Time
Energy usage
Technology
and standards
Energy
management
systems
Improved
energy culture
Engineering improvements
Equipment improvements
Compliance with regulations
Integrated energy management system
Assurance
Competence
Visible leadership / personal accountability
Shared purpose
and
belief
Aligned performance commitment
and
external view
Energy management delivers business valueSlide7
What is organisational culture?
Organisational culture may be defined as:The shared beliefs and values of staff working in an organisation, that determine the commitment to and quality of that organisation’s overall performanceAlternatively….“the way we do things around here” (and why we do them that way)
Involves individual and group behaviours
which are accepted and reinforced in the organisation
1.4Slide8
How do we assess culture?
Energy management culture is revealed/ manifested in many aspects of the way it is handled in the organisationThe Understanding your energy culture booklet covers 14 different aspects of culture. These include:What priority do managers give to energy management?How engaged is the workforce in energy management?How is competency and training for energy management delivered?
How open to change is the organisation in energy management?
1.5Slide9
The culture ladder
1.6
Pathological
‘Who cares about reducing energy use?’
Reactive
‘Energy management is important
- we
do a lot when we have to’
Calculative
‘We have systems in place to
manage energy use’
Proactive
‘Energy management is valued
– we actively
seek to improve’
Generative
‘Energy management is core to
how we
do business’
Increasing engagement
Increasing accountabilitySlide10
The culture ladder (continued)
1.6
PATHOLOGICAL
The lawyers
/regulator
said it was OK
I’ve done my bit for
energy management
this year
Who
has cost
us money?
REACTIVE
We are serious, but why don’t they do what they’re told?
Lots of discussions to re-classify
energy management
issues
You have to consider the
conditions
under which we are working
GENERATIVE
Mindfulness and continuous improvement
Energy
management
is seen as good business
New ideas are welcomed
PROACTIVE
Resources are available to fix things before they go wrong
Management is open but still obsessed with statistics
Energy
management
processes are “owned” by the workforce
CALCULATIVE
We have an
energy management system
; we have cracked it!
Lots and lots of audits
We collect lots of statisticsSlide11
The pathological organisation
Information is hiddenMessengers are blamedResponsibilities are ignoredLearning is discouragedFailure is covered upNew ideas are actively crushed
1.7
OPTIONALSlide12
The calculative organisation
Information is collected but not well utilisedMessengers are toleratedResponsibility is compartmentalisedLearning is allowed but neglectedOrganisation is seen as just and mercifulNew ideas create
problems1.8
OPTIONALSlide13
The generative organisation
Information is actively soughtMessengers are trainedResponsibilities are widely sharedLearning is encouragedFailure causes inquiryNew ideas are welcomed
1.9
OPTIONALSlide14
2.0 Exercise 1: Setting the sceneSlide15
What does energy management mean to us?
2.1
Reduce energy consumption
Reduce energy cost
Reduce carbon and other greenhouse gas emissionsSlide16
3.0 Exercise 2: Understanding your energy cultureSlide17
The workshop agreement
These workshops are anonymousNothing you say will be reported as from youNo notes can be traced back to youI am here to learn from youYour opinions are valuableIt is all about an open and honest discussionThis is a great opportunity to get your views heard and suggest some ideas about how to improve
3.1Slide18
Complete the assessment
Individually, carefully read the descriptions for each of the 14 dimensions from the organisational characteristics (2.0 within the booklet).Thinking about your own part of the organisation and your own experiences, for each dimension, select one description that most closely matches your experience of how the organisation ‘does things around here’.The descriptions are generic and so will not perfectly match your experience. If you cannot decide between two descriptions, pick the one
that is lower on the culture ladder.Mark your choices on the response sheet and hand this to the workshop facilitator when done.
3.2Slide19
Discuss in pairs/small groups
Discuss and compare your perceptions of the culture with the person sitting next to youExplain why you made the choices you did3.3Slide20
BreakSlide21
Results
3.4
SAMPLE DATASlide22
Group discussion of the results
Where did you place yourselves? Why?What information did you use to make your judgements?Do others see it differently? If so, why the differences?3.5Slide23
Next step: break-out groups – each group chooses one issue
As a group think about these questions:What level do we want to get to?How, specifically, do we get there?Who needs to be involved to make it happen?
Create 3-4 specific suggested action pointsEach table needs someone to write the suggestions down legibly
Each table needs someone to report back to the room
3.6
Action
What are we to do?
Who will do it?
When will it be done?
Who will review it?
When will the review take place?Slide24
Workshop close
Final comments and questionsMany thanks for your participation in this workshop!Email for facilitator:
name@email.com (you)Contact
at the Energy Institute:Stuart King
sking@energyinst.org
4.0
The Energy Institute provides additional training on energy management, from e-learning aimed at
teaching individuals the basics of energy management, to more advanced courses to train people to become qualified energy managers.
For
more
information, visit:
https
://
www.energyinst.org/training/energy-management-courses
Further trainingSlide25
Understanding your energy culture