Transforming End of Life Care in Acute Hospitals PM Workshop 4: Achieving Transformational and Large Scale Change presented by Susie Peachey, NHS England
Presentation by Christian Kastrop on 'Productivity and Public Sector Performa...OECD Governance
This presentation by Christian Kastrop, Director, Policy Studies Branch, Economics Department, OECD, was made at the joint meeting of the Senior Budget Official Performance and Results Network and the Public Employment and Management Expert meeting on 26 November 2015. For further information, please see http://www.oecd.org/gov/pem/.
Transforming End of Life Care in Acute Hospitals PM Workshop 3: Vital Signs ‘...NHS Improving Quality
Transforming End of Life Care in Acute Hospitals PM Workshop 3: Vital Signs ‘Making Measurement Better’ How well things are going and how to make it better’ presented by Sean Manning, NHS England
Transforming End of Life Care in Acute Hospitals AM Workshop 4: Advance Care ...NHS Improving Quality
Transforming End of Life Care in Acute Hospitals AM Workshop 4: Advance Care Planning, sharing perspectives presented by Dr David Howlett, Dilan Joshi, Sarah French, Sherree Fagge, Brighton and Sussex University Hospitals NHS Trust and Dr Karen Groves, Queens Court Hospice
This document provides an overview of advance care planning for older adults and their families. It discusses:
1) Advance care planning as an ongoing process of reflecting on values and goals, discussing future medical care preferences, and documenting choices for current and future care.
2) The importance of understanding likely health declines from chronic conditions to prepare for possible crises and end-of-life situations.
3) A 4-step process for advance care planning: understanding health conditions, articulating values and preferences, documenting preferences in writing, and periodically reassessing plans.
Transforming End of Life Care in Acute Hospitals PM Workshop 6: Working toget...NHS Improving Quality
Transforming End of Life Care in Acute Hospitals PM Workshop 6: Working together - Building on the best by Professor Bee Wee, NHS England, Adrienne Betteley, Macmillan Cancer Support, Anita Hayes, The National Council for Palliative Care
Transforming End of Life Care in Acute Hospitals AM Workshop 6: Helping you t...NHS Improving Quality
Transforming End of Life Care in Acute Hospitals AM Workshop 6: Helping you to ‘Transform’ your local services, open to wannabee, new or established organisations participating in the Transform programme. Find out about the Transformathon… you will hear it here first! by Maggie Morgan-Cooke, Jennifer Clemo, NHS England and Anita Hayes, The National Council for Palliative Care
OECD Expert Meeting "Lead-Engage-Perform, Public Sector Leadership for Improv...OECD Governance
Agenda for the OECD Expert Meeting "Lead-Engage-Perform, Public Sector Leadership for Improved Employee Engagement and Organisational Success (21-22 January 2014). More information can be found at: http://www.oecd.org/gov/pem.
The document discusses five steps for public sector leaders to lead a revolution and transform their organizations.
1. Create a task force of key employees who are passionate about change to drive transformation across the organization. Give them responsibilities and objectives to promote change and bring others on board.
2. Set a compelling vision for the future that inspires employees. Break down organizational silos by restructuring into cross-functional teams focused on citizens.
3. Create an empowering culture where employees at all levels are empowered to make decisions and take risks to drive ongoing learning and innovation.
The document argues that public sector leaders must empower their entire workforce to lead change from the bottom-up in order to successfully transform
Presentation by Christian Kastrop on 'Productivity and Public Sector Performa...OECD Governance
This presentation by Christian Kastrop, Director, Policy Studies Branch, Economics Department, OECD, was made at the joint meeting of the Senior Budget Official Performance and Results Network and the Public Employment and Management Expert meeting on 26 November 2015. For further information, please see http://www.oecd.org/gov/pem/.
Transforming End of Life Care in Acute Hospitals PM Workshop 3: Vital Signs ‘...NHS Improving Quality
Transforming End of Life Care in Acute Hospitals PM Workshop 3: Vital Signs ‘Making Measurement Better’ How well things are going and how to make it better’ presented by Sean Manning, NHS England
Transforming End of Life Care in Acute Hospitals AM Workshop 4: Advance Care ...NHS Improving Quality
Transforming End of Life Care in Acute Hospitals AM Workshop 4: Advance Care Planning, sharing perspectives presented by Dr David Howlett, Dilan Joshi, Sarah French, Sherree Fagge, Brighton and Sussex University Hospitals NHS Trust and Dr Karen Groves, Queens Court Hospice
This document provides an overview of advance care planning for older adults and their families. It discusses:
1) Advance care planning as an ongoing process of reflecting on values and goals, discussing future medical care preferences, and documenting choices for current and future care.
2) The importance of understanding likely health declines from chronic conditions to prepare for possible crises and end-of-life situations.
3) A 4-step process for advance care planning: understanding health conditions, articulating values and preferences, documenting preferences in writing, and periodically reassessing plans.
Transforming End of Life Care in Acute Hospitals PM Workshop 6: Working toget...NHS Improving Quality
Transforming End of Life Care in Acute Hospitals PM Workshop 6: Working together - Building on the best by Professor Bee Wee, NHS England, Adrienne Betteley, Macmillan Cancer Support, Anita Hayes, The National Council for Palliative Care
Transforming End of Life Care in Acute Hospitals AM Workshop 6: Helping you t...NHS Improving Quality
Transforming End of Life Care in Acute Hospitals AM Workshop 6: Helping you to ‘Transform’ your local services, open to wannabee, new or established organisations participating in the Transform programme. Find out about the Transformathon… you will hear it here first! by Maggie Morgan-Cooke, Jennifer Clemo, NHS England and Anita Hayes, The National Council for Palliative Care
OECD Expert Meeting "Lead-Engage-Perform, Public Sector Leadership for Improv...OECD Governance
Agenda for the OECD Expert Meeting "Lead-Engage-Perform, Public Sector Leadership for Improved Employee Engagement and Organisational Success (21-22 January 2014). More information can be found at: http://www.oecd.org/gov/pem.
The document discusses five steps for public sector leaders to lead a revolution and transform their organizations.
1. Create a task force of key employees who are passionate about change to drive transformation across the organization. Give them responsibilities and objectives to promote change and bring others on board.
2. Set a compelling vision for the future that inspires employees. Break down organizational silos by restructuring into cross-functional teams focused on citizens.
3. Create an empowering culture where employees at all levels are empowered to make decisions and take risks to drive ongoing learning and innovation.
The document argues that public sector leaders must empower their entire workforce to lead change from the bottom-up in order to successfully transform
How to you keep a workforce digitally up to date?Advisian Digital
Five experts provide advice on how to keep employees engaged with digital developments in the workplace. They stress the importance of clearly communicating the purpose and benefits of new technologies, creating champions to promote changes, embracing the messy process of learning new skills, providing leadership on digital initiatives, simplifying technical language to encourage participation, and guiding employees through changes to overcome resistance.
This document provides an overview of a new leadership training program focusing on public sector performance. The 5-course certificate program emphasizes ethics and the role of leadership in driving high performance in government agencies. It utilizes case studies of individual leaders, interactive exercises, and distance learning. The goal is to help emerging leaders overcome resistance to change and achieve success through strong, committed leadership. A pilot program for a law enforcement cohort is proposed to assess the effectiveness of the training approach.
Public Sector Innovation for Sustainable Development and Citizen-centric Gove...OECD Governance
Presentation by Edwin Lau at the EROPA Conference, Seoul, South Korea on 12 September 2017. This presentation was made at the launch of the OECD report "Skills for a High Performing Civil Service". For more information see: oe.cd/HRM-Skills
This presentation, prepared and delivered for PCI Webinars, begins with a brief summary of the ATD (Association for Talent Development) 2014 State of the Industry report, surveys a couple of related ATD documents, then focuses on 12 aspects of the state of the training-teaching-learning industry in summer 2015. Topics covered include Clark Quinn's "Revolutionize Learning & Development"; science of learning; learning to learn; adaptive learning technologies; the continuing evolution of MOOCs; flexible learning spaces; and others. Speaker notes accessible by clicking on the NOTES option below the slides.
The document summarizes the agenda for the Future of Work Forum taking place on April 29, 2015 in San Francisco. The agenda includes presentations and discussions on topics like developing a desirable corporate culture, engaging millennial employees, the future of work, the rise of freelancing, improving employee health, and a tour of the Airbnb office space. Speakers include executives from MuleSoft, LinkedIn, PwC, Udemy, Unisys, Elance-oDesk, FitBit and Airbnb.
TMA-1-Reference Material-People Profession-2030-Report.pdfEmad Ahmed
The report discusses key trends that will influence the people profession in 2030 based on research involving people professionals. It identifies five main trends: (1) evolving organizational models and processes, (2) digital and technological transformation, (3) changing demographics and diversity & inclusion strategies, (4) diversifying employment relationships, and (5) sustainability, purpose and responsible business. The research examined how external drivers like political, economic and social changes impact these trends and the people profession. Insights from hackathon and roundtable discussions with people professionals around the world were analyzed to understand the implications of these trends.
Create a Culture of Learning in the Modern WorkplaceBizLibrary
Employees today are working in a constantly changing environment, and the way they learn needs to keep up with that change.
For your business to maintain a competitive advantage, it’s vital for its employees to be continually improving and learning. You may have some good ideas about what it takes to implement a culture of learning, but what’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What’s your communication plan? How will you measure success and failure?
This webinar will share easy-to-understand insights into:
- The key characteristics of an engaged learning culture
- Why microlearning is the ideal tool for a real culture shift
- How the science of learning reinforces training and increases ROI
- Why change is inevitable and how to deal with it in a positive way
The document discusses innovation management and dealing with change. It notes that traditional approaches view change as linear and predictable, while modern views see it as complex, nonlinear, and unpredictable. There is a shift from determinism to voluntarism in innovation management. This requires organizations to 1) open up to external ideas, 2) carefully select which ideas to pursue, 3) reconfigure actor networks and business models, and 4) meaningfully engage stakeholders in decision making. The key is managing innovation in complex, dynamic systems through co-creation and collaboration.
Seminar on social strategies in action:Driving Business Transformation2016
This interactive seminar helps social business strategists, business managers, practitioners and change leaders gain in-depth understanding as to how social media technologies are being adopted in global companies internally to drive business transformation. The speaker will share real life use cases, and invite the participants to share your use cases. Together, we will discuss the critical success factors and the challenges to drive successful business transformation - enabled by enterprise social networking (ESN) platform - in the workplace context.
More information:https://flevy.com/browse/flevypro/influence-model-for-change-3658
Transformation initiatives aren’t easy to manage. In fact, data suggests most Transformation efforts globally to have ended up in failure. Organizations tend to execute large-scale Change initiatives devoid of any real focus on the human element--building their people’s faith and commitment, bolstering it, and minimizing any resistance to Change. These priorities seem simple but are most likely to be missed out on during the hue and cry of the Transformation endeavor.
This presentation talks about the "Influence Model" for Change Management and its 4 building blocks. These 4 building blocks are actually the key actions that Transformation programs should focus on to alter the mindsets and behaviors of the workforce, in order to induce real Change. Whereas organizational culture largely encompasses employees' mindsets, the Influence Model focuses on changing the behaviors across the board.
The Influence Model has been endorsed by both academic research and practical experience. The 4 key actions of the Influence Model are derived from formal organizational mechanisms and work practices that work best for Transformation:
1. Understanding
2. Reinforcement
3. Skills for Change
4. Role Modeling
The slide deck also includes some slide templates for you to use in your own business presentations.
Teaching and technology can have a positive impact on social inclusion by helping to close the digital divide. Evidence from learner progress records, individual learning plans, and achievement data show that teaching with technology helps learners gain confidence, skills, and opportunities that contribute to their well-being and employability. To maximize this impact, the organization takes a holistic view of learners' development and adopts comprehensive approaches to evaluating outcomes.
The document is Learnography's annual report for 2014-2015. It provides an overview of Learnography's work over the past year, including projects with Canadian Blood Services to create an animation about blood and organ donation, office redesign efforts to improve performance, and how Learnography's experience in K-12 education is benefiting corporate training. It also discusses upcoming trends in leadership development and the importance of succession planning.
Here are some key M&E lessons from designing PTC programs:
Context / Conflict Analysis
- Conduct a context/conflict analysis to understand the overarching social, cultural, and historical dynamics influencing behaviors and perceptions in the program area. This will inform the strategic issues to address through the PTC programming.
Theories and Assumptions of Change
- Clearly articulate the theories of change and assumptions about how and why the PTC activities are expected to create change. This provides a framework for the M&E system.
Stakeholder Involvement
- Involve a diverse set of stakeholders, including beneficiaries, program implementers, and those in positions of power, throughout the design process. This helps achieve effective
Fostering Collaboration with Seeds Innovation_March 2023.pptxShift Forward LLC
This document discusses an IDEO CoLab prototyping sprint, which is a 5-day design process that builds a functional prototype to address a key question by leveraging emerging capabilities. The sprint aims to quickly develop prototypes through collaboration between different stakeholders.
This document provides an overview of a new leadership training program called the Public Leadership Institute. The summary is as follows:
The Public Leadership Institute introduces a new approach to leadership training that emphasizes performance ethics. The program utilizes case studies of successful government leaders and interactive exercises. It aims to provide cost-effective and relevant training in a distance learning format. The eight-course program addresses leadership, strategy, performance management and other topics. It would provide public sector professionals with skills and strategies to overcome challenges and improve performance.
1. The document discusses service innovation and how focusing on employee and customer engagement can drive innovation. It emphasizes that culture and behaviors are key to making organizations innovative.
2. People are at the center of service businesses, and coaching people to grow and change can increase an organization's capacity to innovate. Service innovation is about developing best behaviors rather than just best practices.
3. An innovative service environment is one where people are passionate about coming up with new ideas, there is support for changing mindsets and culture, stakeholders are involved, employees deliver extraordinary service, and customers are excited by their experiences.
Toozio is the first company to ideate and build an ecosystem targeted at the entrepreneur.
Toozio Corporate is a premier business networking platform created with a vision to build an Exclusive Community of CXOs, Entrepreneurs, and Senior Management.
Here is a look at the Toozio Corporate events for 2013
This document provides an agenda and information about an event on unlocking growth and innovation in the southwest region. The agenda includes breakfast and networking, followed by a welcome and introduction. David MacLeod will then give a presentation and Q&A session. An interactive session will follow to discuss how to take initiatives forward locally. Closing remarks will end the event. The document also discusses the importance of employee engagement for organizations and provides information on key enablers of engagement, such as strategic narrative, engaging managers, employee voice, and integrity.
Today like no other time in history we stand on the precipice of profound change due largely to the exponential growth of technology. The current predictions for the next 20 years regarding the impact of increased automation coupled with big data and the advancement of artificial intelligence across all industries is almost unfathomable.
With these advancements and disruptions, comes both increased promise as well as uncertainty regarding the Future of Work. So, the time has come to reflect on what it means to be human doing human work in an age of machines.
The document discusses factors that contribute to successful change agents or "boat rockers". It identifies four key things: 1) having a strong sense of self-efficacy or belief in one's ability to create change; 2) being able to join forces with others to take action; 3) being able to achieve small wins which build momentum; and 4) viewing obstacles as challenges to overcome rather than barriers. Building self-efficacy involves tactics like starting with small, achievable changes and reframing failures as learning opportunities. Social support and learning from exemplars are also discussed.
Stopping over-medication of People with Learning Disabilities
(STOMPLD) 2016.
Reducing Inappropriate Psychotropic Drugs in People with a Learning Disability in General Practice and Hospitals in 2016.
More Related Content
Similar to Transforming End of Life Care in Acute Hospitals PM Workshop 4: Achieving Transformational and Large Scale Change
How to you keep a workforce digitally up to date?Advisian Digital
Five experts provide advice on how to keep employees engaged with digital developments in the workplace. They stress the importance of clearly communicating the purpose and benefits of new technologies, creating champions to promote changes, embracing the messy process of learning new skills, providing leadership on digital initiatives, simplifying technical language to encourage participation, and guiding employees through changes to overcome resistance.
This document provides an overview of a new leadership training program focusing on public sector performance. The 5-course certificate program emphasizes ethics and the role of leadership in driving high performance in government agencies. It utilizes case studies of individual leaders, interactive exercises, and distance learning. The goal is to help emerging leaders overcome resistance to change and achieve success through strong, committed leadership. A pilot program for a law enforcement cohort is proposed to assess the effectiveness of the training approach.
Public Sector Innovation for Sustainable Development and Citizen-centric Gove...OECD Governance
Presentation by Edwin Lau at the EROPA Conference, Seoul, South Korea on 12 September 2017. This presentation was made at the launch of the OECD report "Skills for a High Performing Civil Service". For more information see: oe.cd/HRM-Skills
This presentation, prepared and delivered for PCI Webinars, begins with a brief summary of the ATD (Association for Talent Development) 2014 State of the Industry report, surveys a couple of related ATD documents, then focuses on 12 aspects of the state of the training-teaching-learning industry in summer 2015. Topics covered include Clark Quinn's "Revolutionize Learning & Development"; science of learning; learning to learn; adaptive learning technologies; the continuing evolution of MOOCs; flexible learning spaces; and others. Speaker notes accessible by clicking on the NOTES option below the slides.
The document summarizes the agenda for the Future of Work Forum taking place on April 29, 2015 in San Francisco. The agenda includes presentations and discussions on topics like developing a desirable corporate culture, engaging millennial employees, the future of work, the rise of freelancing, improving employee health, and a tour of the Airbnb office space. Speakers include executives from MuleSoft, LinkedIn, PwC, Udemy, Unisys, Elance-oDesk, FitBit and Airbnb.
TMA-1-Reference Material-People Profession-2030-Report.pdfEmad Ahmed
The report discusses key trends that will influence the people profession in 2030 based on research involving people professionals. It identifies five main trends: (1) evolving organizational models and processes, (2) digital and technological transformation, (3) changing demographics and diversity & inclusion strategies, (4) diversifying employment relationships, and (5) sustainability, purpose and responsible business. The research examined how external drivers like political, economic and social changes impact these trends and the people profession. Insights from hackathon and roundtable discussions with people professionals around the world were analyzed to understand the implications of these trends.
Create a Culture of Learning in the Modern WorkplaceBizLibrary
Employees today are working in a constantly changing environment, and the way they learn needs to keep up with that change.
For your business to maintain a competitive advantage, it’s vital for its employees to be continually improving and learning. You may have some good ideas about what it takes to implement a culture of learning, but what’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What’s your communication plan? How will you measure success and failure?
This webinar will share easy-to-understand insights into:
- The key characteristics of an engaged learning culture
- Why microlearning is the ideal tool for a real culture shift
- How the science of learning reinforces training and increases ROI
- Why change is inevitable and how to deal with it in a positive way
The document discusses innovation management and dealing with change. It notes that traditional approaches view change as linear and predictable, while modern views see it as complex, nonlinear, and unpredictable. There is a shift from determinism to voluntarism in innovation management. This requires organizations to 1) open up to external ideas, 2) carefully select which ideas to pursue, 3) reconfigure actor networks and business models, and 4) meaningfully engage stakeholders in decision making. The key is managing innovation in complex, dynamic systems through co-creation and collaboration.
Seminar on social strategies in action:Driving Business Transformation2016
This interactive seminar helps social business strategists, business managers, practitioners and change leaders gain in-depth understanding as to how social media technologies are being adopted in global companies internally to drive business transformation. The speaker will share real life use cases, and invite the participants to share your use cases. Together, we will discuss the critical success factors and the challenges to drive successful business transformation - enabled by enterprise social networking (ESN) platform - in the workplace context.
More information:https://flevy.com/browse/flevypro/influence-model-for-change-3658
Transformation initiatives aren’t easy to manage. In fact, data suggests most Transformation efforts globally to have ended up in failure. Organizations tend to execute large-scale Change initiatives devoid of any real focus on the human element--building their people’s faith and commitment, bolstering it, and minimizing any resistance to Change. These priorities seem simple but are most likely to be missed out on during the hue and cry of the Transformation endeavor.
This presentation talks about the "Influence Model" for Change Management and its 4 building blocks. These 4 building blocks are actually the key actions that Transformation programs should focus on to alter the mindsets and behaviors of the workforce, in order to induce real Change. Whereas organizational culture largely encompasses employees' mindsets, the Influence Model focuses on changing the behaviors across the board.
The Influence Model has been endorsed by both academic research and practical experience. The 4 key actions of the Influence Model are derived from formal organizational mechanisms and work practices that work best for Transformation:
1. Understanding
2. Reinforcement
3. Skills for Change
4. Role Modeling
The slide deck also includes some slide templates for you to use in your own business presentations.
Teaching and technology can have a positive impact on social inclusion by helping to close the digital divide. Evidence from learner progress records, individual learning plans, and achievement data show that teaching with technology helps learners gain confidence, skills, and opportunities that contribute to their well-being and employability. To maximize this impact, the organization takes a holistic view of learners' development and adopts comprehensive approaches to evaluating outcomes.
The document is Learnography's annual report for 2014-2015. It provides an overview of Learnography's work over the past year, including projects with Canadian Blood Services to create an animation about blood and organ donation, office redesign efforts to improve performance, and how Learnography's experience in K-12 education is benefiting corporate training. It also discusses upcoming trends in leadership development and the importance of succession planning.
Here are some key M&E lessons from designing PTC programs:
Context / Conflict Analysis
- Conduct a context/conflict analysis to understand the overarching social, cultural, and historical dynamics influencing behaviors and perceptions in the program area. This will inform the strategic issues to address through the PTC programming.
Theories and Assumptions of Change
- Clearly articulate the theories of change and assumptions about how and why the PTC activities are expected to create change. This provides a framework for the M&E system.
Stakeholder Involvement
- Involve a diverse set of stakeholders, including beneficiaries, program implementers, and those in positions of power, throughout the design process. This helps achieve effective
Fostering Collaboration with Seeds Innovation_March 2023.pptxShift Forward LLC
This document discusses an IDEO CoLab prototyping sprint, which is a 5-day design process that builds a functional prototype to address a key question by leveraging emerging capabilities. The sprint aims to quickly develop prototypes through collaboration between different stakeholders.
This document provides an overview of a new leadership training program called the Public Leadership Institute. The summary is as follows:
The Public Leadership Institute introduces a new approach to leadership training that emphasizes performance ethics. The program utilizes case studies of successful government leaders and interactive exercises. It aims to provide cost-effective and relevant training in a distance learning format. The eight-course program addresses leadership, strategy, performance management and other topics. It would provide public sector professionals with skills and strategies to overcome challenges and improve performance.
1. The document discusses service innovation and how focusing on employee and customer engagement can drive innovation. It emphasizes that culture and behaviors are key to making organizations innovative.
2. People are at the center of service businesses, and coaching people to grow and change can increase an organization's capacity to innovate. Service innovation is about developing best behaviors rather than just best practices.
3. An innovative service environment is one where people are passionate about coming up with new ideas, there is support for changing mindsets and culture, stakeholders are involved, employees deliver extraordinary service, and customers are excited by their experiences.
Toozio is the first company to ideate and build an ecosystem targeted at the entrepreneur.
Toozio Corporate is a premier business networking platform created with a vision to build an Exclusive Community of CXOs, Entrepreneurs, and Senior Management.
Here is a look at the Toozio Corporate events for 2013
This document provides an agenda and information about an event on unlocking growth and innovation in the southwest region. The agenda includes breakfast and networking, followed by a welcome and introduction. David MacLeod will then give a presentation and Q&A session. An interactive session will follow to discuss how to take initiatives forward locally. Closing remarks will end the event. The document also discusses the importance of employee engagement for organizations and provides information on key enablers of engagement, such as strategic narrative, engaging managers, employee voice, and integrity.
Today like no other time in history we stand on the precipice of profound change due largely to the exponential growth of technology. The current predictions for the next 20 years regarding the impact of increased automation coupled with big data and the advancement of artificial intelligence across all industries is almost unfathomable.
With these advancements and disruptions, comes both increased promise as well as uncertainty regarding the Future of Work. So, the time has come to reflect on what it means to be human doing human work in an age of machines.
Similar to Transforming End of Life Care in Acute Hospitals PM Workshop 4: Achieving Transformational and Large Scale Change (20)
The document discusses factors that contribute to successful change agents or "boat rockers". It identifies four key things: 1) having a strong sense of self-efficacy or belief in one's ability to create change; 2) being able to join forces with others to take action; 3) being able to achieve small wins which build momentum; and 4) viewing obstacles as challenges to overcome rather than barriers. Building self-efficacy involves tactics like starting with small, achievable changes and reframing failures as learning opportunities. Social support and learning from exemplars are also discussed.
Stopping over-medication of People with Learning Disabilities
(STOMPLD) 2016.
Reducing Inappropriate Psychotropic Drugs in People with a Learning Disability in General Practice and Hospitals in 2016.
The document discusses how change is happening more rapidly, with projects now lasting 30-60 days rather than years. It also discusses how power is shifting away from hierarchies and centralized control to networks and relationships. Leaders are needed who can operate from the "edge" and empower others through open relationships rather than closed transactions. Rebels are needed who can disrupt and challenge the status quo in a responsible way to drive innovation and new ways of thinking.
The greatest pleasure in life is doing what people say you cannot do. Anonymo...NHS Improving Quality
The document discusses issues with diagnosing and managing patients with respiratory conditions like COPD, asthma, and heart failure in primary care settings, noting evidence of high rates of misdiagnosis, underdiagnosis of comorbidities, and fragmented services. It proposes a new enhanced care/case management service called the "Breathlessness Service" to provide more coordinated care to improve outcomes for these patients experiencing breathlessness. Case studies are presented showing how the new service achieved better diagnoses and management of patients' conditions.
Presentation slides Frailty: building understanding, empathy and the skills t...NHS Improving Quality
Frailty: building understanding, empathy and the skills to support self-care
Guest speaker:Dr Dawn Moody, Director - Fusion48
An opportunity to learn about some innovative approaches to making the health and care workforce 'Fit for Frailty'* (*British Geriatrics Society 2015).
Learning outcomes:
To explore the Frailty Fulcrum as a tool for holistic assessment and management of frailty
To hear how Virtual Reality is being used to build empathy for older people living with frailty
To learn about the impact of a county-wide, multi-agency, multi-professional training an toolkit for care professionals working with older people
Resources:www.fusion48.net
Self-management in the community and on the Internet - Presentation 22nd Marc...NHS Improving Quality
LTC Lunch & Learn webinar:- 22nd March 2016
Presenter:- Pete Moore, Educator, Author & Pain Toolkit Trainer
As pain is the most daily health problem reported to a GP-
Developing a national pain strategy- reviews from around the world
Electronic Palliative Care Coordination Systems (EPaCCS): Improving Patient C...NHS Improving Quality
Speaker slides from the national conference, 'Electronic Palliative Care Coordination Systems (EPaCCS): Improving Patient Care at End of Life', 17 March 2016
Fire service as an asset: providing telecare support in the community Webinar...NHS Improving Quality
Guest speaker: Steve Vincent - West Midlands Fire Service & Simon Brake from Coventry Council
Hosted by: Bev Matthews, Long Term Conditions Programme Lead, NHS England
Learning Outcomes:-
To better understand the role that the Fire and Rescue service can provide as a community asset to support health needs Enhancing the quality of life for people by supporting them to stay in their own home, even in a crisis
An overview of the work carried out by NHS England and NHS Improving Quality's Long Term Conditions Sustainable Improvement Team. It puts the case for why person-centred care has to be at the heart of healthcare.
Commissioning Integrated models of care
Kent LTC Year of Care Commissioning Early Implementer Site
Alison Davis, Integration Programme Health and Social Care, Working on behalf of Kent County Council and South Kent Coast and Thanet CCG's
Stem Cell Solutions: Dr. David Greene's Path to Non-Surgical Cardiac CareDr. David Greene Arizona
Explore the groundbreaking work of Dr. David Greene, a pioneer in regenerative medicine, who is revolutionizing the field of cardiology through stem cell therapy in Arizona. This ppt delves into how Dr. Greene's innovative approach is providing non-surgical, effective treatments for heart disease, using the body's own cells to repair heart damage and improve patient outcomes. Learn about the science behind stem cell therapy, its benefits over traditional cardiac surgeries, and the promising future it holds for modern medicine. Join us as we uncover how Dr. Greene's commitment to stem cell research and therapy is setting new standards in healthcare and offering new hope to cardiac patients.
Deep Leg Vein Thrombosis (DVT): Meaning, Causes, Symptoms, Treatment, and Mor...The Lifesciences Magazine
Deep Leg Vein Thrombosis occurs when a blood clot forms in one or more of the deep veins in the legs. These clots can impede blood flow, leading to severe complications.
KEY Points of Leicester travel clinic In London doc.docxNX Healthcare
In order to protect visitors' safety and wellbeing, Travel Clinic Leicester offers a wide range of travel-related health treatments, including individualized counseling and vaccines. Our team of medical experts specializes in getting people ready for international travel, with a particular emphasis on vaccines and health consultations to prevent travel-related illnesses. We provide a range of travel-related services, such as health concerns unique to a trip, prevention of malaria, and travel-related medical supplies. Our clinic is dedicated to providing top-notch care, keeping abreast of the most recent recommendations for vaccinations and travel health precautions. The goal of Travel Clinic Leicester is to keep you safe and well-rested no matter what kind of travel you choose—business, pleasure, or adventure.
Michigan HealthTech Market Map 2024. Includes 7 categories: Policy Makers, Academic Innovation Centers, Digital Health Providers, Healthcare Providers, Payers / Insurance, Device Companies, Life Science Companies, Innovation Accelerators. Developed by the Michigan-Israel Business Accelerator
Dr. David Greene R3 stem cell Breakthroughs: Stem Cell Therapy in CardiologyR3 Stem Cell
Dr. David Greene, founder and CEO of R3 Stem Cell, is at the forefront of groundbreaking research in the field of cardiology, focusing on the transformative potential of stem cell therapy. His latest work emphasizes innovative approaches to treating heart disease, aiming to repair damaged heart tissue and improve heart function through the use of advanced stem cell techniques. This research promises not only to enhance the quality of life for patients with chronic heart conditions but also to pave the way for new, more effective treatments. Dr. Greene's work is notable for its focus on safety, efficacy, and the potential to significantly reduce the need for invasive surgeries and long-term medication, positioning stem cell therapy as a key player in the future of cardiac care.
Chandrima Spa Ajman is one of the leading Massage Center in Ajman, which is open 24 hours exclusively for men. Being one of the most affordable Spa in Ajman, we offer Body to Body massage, Kerala Massage, Malayali Massage, Indian Massage, Pakistani Massage Russian massage, Thai massage, Swedish massage, Hot Stone Massage, Deep Tissue Massage, and many more. Indulge in the ultimate massage experience and book your appointment today. We are confident that you will leave our Massage spa feeling refreshed, rejuvenated, and ready to take on the world.
Visit : https://massagespaajman.com/
Call : 052 987 1315
This particular slides consist of- what is hypotension,what are it's causes and it's effect on body, risk factors, symptoms,complications, diagnosis and role of physiotherapy in it.
This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is the summary of hypotension:
Hypotension, or low blood pressure, is when the pressure of blood circulating in the body is lower than normal or expected. It's only a problem if it negatively impacts the body and causes symptoms. Normal blood pressure is usually between 90/60 mmHg and 120/80 mmHg, but pressures below 90/60 are generally considered hypotensive.
MBC Support Group for Black Women – Insights in Genetic Testing.pdfbkling
Christina Spears, breast cancer genetic counselor at the Ohio State University Comprehensive Cancer Center, joined us for the MBC Support Group for Black Women to discuss the importance of genetic testing in communities of color and answer pressing questions.
INFECTION OF THE BRAIN -ENCEPHALITIS ( PPT)blessyjannu21
Neurological system includes brain and spinal cord. It plays an important role in functioning of our body. Encephalitis is the inflammation of the brain. Causes include viral infections, infections from insect bites or an autoimmune reaction that affects the brain. It can be life-threatening or cause long-term complications. Treatment varies, but most people require hospitalization so they can receive intensive treatment, including life support.
Unlocking the Secrets to Safe Patient Handling.pdfLift Ability
Furthermore, the time constraints and workload in healthcare settings can make it challenging for caregivers to prioritise safe patient handling Australia practices, leading to shortcuts and increased risks.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - ...rightmanforbloodline
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
Hypertension and it's role of physiotherapy in it.Vishal kr Thakur
This particular slides consist of- what is hypertension,what are it's causes and it's effect on body, risk factors, symptoms,complications, diagnosis and role of physiotherapy in it.
This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is summary of hypertension -
Hypertension, also known as high blood pressure, is a serious medical condition that occurs when blood pressure in the body's arteries is consistently too high. Blood pressure is the force of blood pushing against the walls of blood vessels as the heart pumps it. Hypertension can increase the risk of heart disease, brain disease, kidney disease, and premature death.
We are one of the top Massage Spa Ajman Our highly skilled, experienced, and certified massage therapists from different corners of the world are committed to serving you with a soothing and relaxing experience. Luxuriate yourself at our spas in Sharjah and Ajman, which are indeed enriched with an ambiance of relaxation and tranquility. We could confidently claim that we are one of the most affordable Spa Ajman and Sharjah as well, where you can book the massage session of your choice for just 99 AED at any time as we are open 24 hours a day, 7 days a week.
Visit : https://massagespaajman.com/
Call : 052 987 1315
Healthy Eating Habits:
Understanding Nutrition Labels: Teaches how to read and interpret food labels, focusing on serving sizes, calorie intake, and nutrients to limit or include.
Tips for Healthy Eating: Offers practical advice such as incorporating a variety of foods, practicing moderation, staying hydrated, and eating mindfully.
Benefits of Regular Exercise:
Physical Benefits: Discusses how exercise aids in weight management, muscle and bone health, cardiovascular health, and flexibility.
Mental Benefits: Explains the psychological advantages, including stress reduction, improved mood, and better sleep.
Tips for Staying Active:
Encourages consistency, variety in exercises, setting realistic goals, and finding enjoyable activities to maintain motivation.
Maintaining a Balanced Lifestyle:
Integrating Nutrition and Exercise: Suggests meal planning and incorporating physical activity into daily routines.
Monitoring Progress: Recommends tracking food intake and exercise, regular health check-ups, and provides tips for achieving balance, such as getting sufficient sleep, managing stress, and staying socially active.
At Apollo Hospital, Lucknow, U.P., we provide specialized care for children experiencing dehydration and other symptoms. We also offer NICU & PICU Ambulance Facility Services. Consult our expert today for the best pediatric emergency care.
For More Details:
Map: https://cutt.ly/BwCeflYo
Name: Apollo Hospital
Address: Singar Nagar, LDA Colony, Lucknow, Uttar Pradesh 226012
Phone: 08429021957
Opening Hours: 24X7
Letter to MREC - application to conduct studyAzreen Aj
Application to conduct study on research title 'Awareness and knowledge of oral cancer and precancer among dental outpatient in Klinik Pergigian Merlimau, Melaka'
2. “Without innovation, public services costs tend to
rise faster than the rest of the economy.
Without innovation the inevitable pressure to
contain costs can only be met by forcing already
stretched staff to work harder.” Mulgan G. & Albury D.
(2003) Innovation in the public sector. Strategy Unit, London.
“Changing the way people think about situations
is, in fact, the most powerful and useful way to
ultimately change behaviour and thereby affect
organisational results” Pfeffer J. (2005‐p125)
7. A culture for innovation
• Leading change in a complex environment
– the culture needs to support change
– 7 dimensions identified to assess culture
– work on the culture in your team (any collection
of individuals where innovative output is required)
• Culture is hard to change
– work on the culture within your project/change
(create a bubble for change to happen in)
8. Accompanied by 29
questions across
these dimensions to
visualise your culture
and create a ‘portal
chart’ that needs to
be wide open for the
free flow of ideas.
Scored from -5 to +5
11. Scoring
Scores from ‐5 to +5
0 ‐ behaviours and practices neither aid nor
hinder innovation
Positive scores‐ behaviours and practices tend to
aid innovation
Negative scores‐ behaviours and practices tend to
hinder innovation
13. Scoring
Scores from ‐5 to +5
0 ‐ behaviours and practices neither aid nor
hinder innovation
Positive scores‐ behaviours and practices tend to
aid innovation
Negative scores‐ behaviours and practices tend to
hinder innovation
15. Scoring
Scores from ‐5 to +5
0 ‐ behaviours and practices neither aid nor
hinder innovation
Positive scores‐ behaviours and practices tend to
aid innovation
Negative scores‐ behaviours and practices tend to
hinder innovation
17. Scoring
Scores from ‐5 to +5
0 ‐ behaviours and practices neither aid nor
hinder innovation
Positive scores‐ behaviours and practices tend to
aid innovation
Negative scores‐ behaviours and practices tend to
hinder innovation
19. Scoring
Scores from ‐5 to +5
0 ‐ behaviours and practices neither aid nor
hinder innovation
Positive scores‐ behaviours and practices tend to
aid innovation
Negative scores‐ behaviours and practices tend to
hinder innovation
21. Scoring
Scores from ‐5 to +5
0 ‐ behaviours and practices neither aid nor
hinder innovation
Positive scores‐ behaviours and practices tend to
aid innovation
Negative scores‐ behaviours and practices tend to
hinder innovation
23. Scoring
Scores from ‐5 to +5
0 ‐ behaviours and practices neither aid nor
hinder innovation
Positive scores‐ behaviours and practices tend to
aid innovation
Negative scores‐ behaviours and practices tend to
hinder innovation
27. • revealing your
values
• connecting to the
values of others
• gaining
commitment to the
change sought
Professor
Marshall
Ganz
identified
the
power of
story
telling in:
“an appropriately told story
has the power to …..
communicate a strange
new idea easily and
naturally, and quickly gets
people into enthusiastic
positive action”
Denning S. (2007): The Secret
Language of Leadership, Jossey Bass
“You can’t impose anything
on anyone and expect them
to be committed to it”
Edgar Schein, Professor Emeritus
MIT Sloan School
“You can’t impose anything
on anyone and expect them
to be committed to it”
Edgar Schein, Professor Emeritus
MIT Sloan School
“You can’t impose anything
on anyone and expect them
to be committed to it”
Edgar Schein, Professor Emeritus
MIT Sloan School
34. Risk Taking
• Emotional support‐ learning from failure, not
punishing
• Balanced assessment‐ not over‐estimation of
risk (intelligent risk‐taking)‐ challenge to take
an idea forward
• Create a climate of trying new things‐ After
Action Reviews
• Don’t use humour‐ we told her we are sure
she can find work elsewhere if it doesn’t work
35. Resources
• Authority to act‐ not always having to ask
permission‐ remove perceived barriers to act
• Funding‐ change is not free!
– Link innovation efforts to waste reduction techniques
• Seek resources from non‐traditional channels‐
become a test site, third sector/charities/
universities/ local industry
• Turn strategically important innovation into
formal organisational projects
39. Thinking Differently
Creativity‐ a structured process
1. Stop before you start
2. Generate lots of ideas with stakeholders
– First burst‐ brainstorm
– Second burst‐ more structured
3. Harvest ideas and narrow selection‐ what
criteria
4. Stretch and enhance ideas
5. Test and implement final choices
…………….loop back through the process
44. Fresh Eyes
Since others have different ways of looking or approaching
challenges, Fresh Eyes is about thinking or exploring the
challenge in the mindset of another, with Fresh Eyes.
Without birds, would we have sought to fly?
This can be looking
at things through
other companies’
eyes or other
peoples’ eyes, that
may have tackled
or looked at this
challenge
differently.
Remember: this
exercise is not just for
new ideas for services
but for any challenge
you face in the changes
you are making e.g. for
maintaining momentum
as team members
change
45. Fresh eyes
• In a moment, each person will be
given a picture of a person or
organisation. We will also give you a
challenge to consider.
• Individually (and silently) take five
minutes to note down how the
person or organisation would view
the challenge
– what would they pay attention to?
(2 minutes)
– what kinds of solutions would they
consider? (3 minutes)
46. Fresh eyes – Example only
Challenge
• Reducing the waiting times
in A&E
Person or organisation
• Disney
Controlled environment, distracting
people with fun, different zones for
attractions, parades, lots of guides etc.
What do they pay
attention to?
What kinds of solution
would they consider?
•Guides to help navigate A&E
•Creating treatment zones
•Dressing all the consultants as Mickey!
47. Fresh eyes
Reducing A&E waits . . .
by dressing all the consultants
in Mickey Mouse outfits!
What a stupid idea!
Or is it?
48. Fresh eyes
Reducing A&E waits . . .
by dressing all the consultants
in Mickey Mouse outfits!
Should we make it
easier for patients
to tell who the staff
are?
Should we make
staff more
approachable?
Are the
consultants front
of house enough,
seeing more
people?
Treat ‘stupid’ ideas as a springboard
for new insights and ideas
49. Fresh eyes
• In a moment, each person will be
given a picture of a person or
organisation. We will also give you a
challenge to consider.
• Individually (and silently) take five
minutes to note down how the
person or organisation would view
the challenge
– what do they would pay attention
to? (2 minutes)
– what kinds of solutions would they
consider? (3 minutes)
50. Your challenge
How would these people or organisations
tackle . . .
Getting health and local government to
coordinate their support for individuals
more effectively
5 minutes, individually and silently
2 minutes on: What do they pay attention to?
3 minutes on: What kinds of solution would they consider?
51. Building on your
individual thoughts
Rules for idea generation
Criticism is ruled out
Go for quantity
Encourage wild ideas
Build on the ideas of others
Every person and every idea has equal worth
One conversation at a time
.
Go round the table – one ‘solution’ each
One solution = one breath and no more!
As they speak, note down builds or new ideas
Pause to think when everyone ‘passes’ then go
again 5 minutes
52. Your challenge
How would these people or organisations
tackle . . .
Getting health and local government to
coordinate their support for individuals
more effectively
Feedback
• Top innovative idea that has potential
• Most thought provoking (or wishful thinking) idea