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How to build a high performance, high energy team

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Slides from the workshop that Helen Bevan facilitated at the International Forum on Quality and Safety in Healthcare, Kuala Lumpur, 24th August 2017. #Quality2017

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How to build a high performance, high energy team

  1. 1. How to build a high performance, high energy team Helen Bevan @HelenBevan #Quality2017
  2. 2. The Horizons team: Change agents and change agency • A small, diverse team of people within the English National Health Service that supports change agents and builds change agency • We tune into the latest change thinking and practice in healthcare and other industries around the world • The team has emerged through years of supporting change in the NHS and the wider health and care system @HelenBevan #Quality2017
  3. 3. Say hello to others on your table Remember a time When you were part of a high performing, high energy team As a table write down three words or phrases that summarise how it felt being part of such a team @HelenBevan #Quality2017
  4. 4. Remember a time When you were part of a team that WASN’T high performing or high energy As a table write down three words or phrases that summarise how it felt being part of such a team @HelenBevan #Quality2017
  5. 5. Project Aristotle: http://qz.com/625870/after-years-of-intensive- analysis-google-discovers-the-key-to-good-teamwork-is-being-nice/ After years of intensive analysis, Google discovers that the key to high performing, teams that deliver change is Being nice
  6. 6. #Quality2017
  7. 7. The capacity and drive of a team, organisation or system to act and make the difference necessary to achieve its goals http://www.institute.nhs.uk/tools/energ y_for_change/energy_for_change_.html Creating energy for change is a high priority for team performance ‘ “Energy for change” defined as
  8. 8. There is a relationship between high energy and high performance Teams with HIGH productive energy scored higher on: • overall performance - 14% higher • productivity – 17% • efficiency – 14% • customer satisfaction – 6% • customer loyalty – 12% Bruch and Vogel research
  9. 9. Psychological Physical Spiritual Social Intellectual Teams perform best when five energies are high Source: http://www.institute.nhs.uk/tools/energy_for_change/energy_for_change_.html
  10. 10. Social energy Energy of personal engagement, relationships and connections between people It’s where people feel a sense of “us and us” rather than “us and them” @HelenBevan #Quality2017
  11. 11. Spiritual energy Energy of commitment to a common vision for the future, driven by shared values and a higher purpose Gives people the confidence to move towards a different future that is more compelling than the status quo @HelenBevan #Quality2017
  12. 12. Psychological energy Energy of courage, resilience and feeling safe to do things differently Involves feeling supported to make a change and trust in leadership and direction
  13. 13. Physical energy Energy of action, getting things done and making progress The flexible, responsive drive to make things happen @HelenBevan #Quality2017
  14. 14. Intellectual energy Energy of analysis, planning and thinking Involves gaining insight as well as planning and supporting processes, evaluation, and arguing a case on the basis of logic/ evidence
  15. 15. High and low ends of each energy domain Social isolated solidarity Spiritual uncommitted higher purpose Psychological risky safe Physical fatigue vitality Intellectual Illogical reason LOW HIGH
  16. 16. Some questions • Which group likely to have higher spiritual energy scores: – clinicians – non clinicians • Nearer to CEO in the structure: higher or lower overall energy scores? Source: Respondents to the energy for change questionnaire NHSIQ/Horizons team
  17. 17. Some questions • Which group likely to have higher spiritual energy scores: – clinicians – non clinicians • Nearer to CEO in the structure: higher or lower overall energy scores? Source: Respondents to the energy for change questionnaire NHSIQ/Horizons team Answers:
  18. 18. 1 2 3 4 5 Social Spiritual PsychologicalPhysical Intellectual Team 1: what’s your assessment of their energy for change?
  19. 19. The challenge of disproportionately high intellectual energy • Intellectual energy on its own isn’t transformational • It keeps leaders in their comfort zone (intellect to intellect) Emotion is the fuel for change; data and information provide direction Dan Heath (author of Switch)
  20. 20. Persistent application of power and authority drains energy from those in its wake Dan Rockwell @HelenBevan #Quality2017
  21. 21. 1 2 3 4 5 Social Spiritual PsychologicalPhysical Intellectual Team 2: what’s your assessment of their energy for change?
  22. 22. Where’s the energy for change in your team?
  23. 23. There has never been a time in the history of health and care when this advice has been more pertinent “Leadership is not about making clever decisions and doing bigger deals. It is about helping release the positive energy that exists naturally within people” Henry Mintzberg
  24. 24. #Quality2017

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