1.
How to build a high
performance, high energy
team
Helen Bevan
@HelenBevan
#Quality2017

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.
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.
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.
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.
#Quality2017

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.
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.
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.
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.
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.
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.
Physical energy
Energy of action, getting things done and
making progress
The flexible, responsive drive to make things
happen
@HelenBevan #Quality2017

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.
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.
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.
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.
1
2
3
4
5
Social
Spiritual
PsychologicalPhysical
Intellectual
Team 1: what’s your assessment of
their energy for change?

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.
Persistent application of power
and authority drains energy
from those in its wake
Dan Rockwell
@HelenBevan #Quality2017

21.
1
2
3
4
5
Social
Spiritual
PsychologicalPhysical
Intellectual
Team 2: what’s your assessment of
their energy for change?

22.
Where’s the energy for change in your team?

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.
#Quality2017