Leading change

Leading change
@HelenBevan ##HACWEnergisingForChange
@HelenBevan ##HACWEnergisingForChange What is happening with change?
@HelenBevan ##HACWEnergisingForChange After World War 2, it took Japanese companies three decades to seize leadership roles in car making and electronics from their global competitors Source: P Choudray
@HelenBevan ##HACWEnergisingForChange In contrast, Uber, a little over five years old, competes around the world Source: P Choudray
@HelenBevan ##HACWEnergisingForChange The Five Year Forward View Mentions “radical” 12 times “transformation/transformational” 13 times “change” 42 times
@HelenBevan ##HACWEnergisingForChange Kinthi Sturtevant, IBM 13th annual Change Management Conference June 2015 We rarely see two, three or four year change projects anymore. Now it’s 30-60-90 day change projects
@HelenBevan ##HACWEnergisingForChange Source: Bromford P (2015), ”What’s the difference between a test and a pilot?”
@HelenBevan ##HACWEnergisingForChange Change is changing
@HelenBevan ##HACWEnergisingForChange “In a connected world, power no longer emanates from the top of the heap, but the centre of the network.” Greg Satell, 2015 Greg Satell: http://www.digitaltonto.com/2015/how-power-is-shifting-from- corporations-to-platforms/
@HelenBevan ##HACWEnergisingForChange Change is changing Change from the edge
@HelenBevan ##HACWEnergisingForChange http://www.slideshare.net/Openpolicymaking/policy-lab-slideshare-introduction-final
@HelenBevan ##HACWEnergisingForChange Future health and care leaders will need to be leaders at the edge!
@HelenBevan ##HACWEnergisingForChange Why go to the edge? “ Leading from the edge brings us into contact with a far wider range of relationships, and in turn, this increases our potential for diversity in terms of thought, experience and background. Diversity leads to more disruptive thinking, faster change and better outcomes Aylet Baron
@HelenBevan ##HACWEnergisingForChange Jeremy Heimens TED talk “What new power looks like” https://www.youtube.com/watch?v=j-S03JfgHEA old power new power Currency Held by a few Pushed down Commanded Closed Transaction Current Made by many Pulled in Shared Open Relationship
@HelenBevan ##HACWEnergisingForChange “ For system leaders, change can only happen at the speed of trust” Kelechi Nnoaham
@HelenBevan ##HACWEnergisingForChange The Network Secrets of Great Change Agents Julie Battilana &Tiziana Casciaro As a change agent, my centrality in the informal network is more important than my position in the formal hierarchy
@HelenBevan ##HACWEnergisingForChange People who are highly connected have twice as much power to influence change as people with hierarchical power Leandro Herrero http://t.co/Du6zCbrDBC
@HelenBevan ##HACWEnergisingForChange “Tomorrow’s management systems will need to value diversity, dissent and divergence as highly as conformance, consensus and cohesion.” Gary Hamel Image by neilperkin.typepad.com is the new normal!
@HelenBevan ##HACWEnergisingForChange “Tomorrow’s management systems will need to value diversity, dissent and divergence as highly as conformance, consensus and cohesion.” Gary Hamel Image by neilperkin.typepad.com “The single biggest mistake to avoid? Creating disruption at work. Focus on developing relationships, not disrupting and alienating people. Peter Vander Awera on learning from setbacks and failures is the new normal!
@HelenBevan ##HACWEnergisingForChange We need rebels! •The principal champion of a change initiative, cause or action •Rebels don’t wait for permission to lead, innovate, strategise •They are responsible; they do what is right •They name things that others don’t see yet •They point to new horizons •Without rebels, the storyline never changes Source : @PeterVan http://t.co/6CQtA4wUv1
@HelenBevan ##HACWEnergisingForChange If you put fences around people, you get sheep. Give people the room they need William L McKnight
@HelenBevan ##HACWEnergisingForChange What happens to heretics/radicals/rebels/mavericks in organisations?
@HelenBevan ##HACWEnergisingForChange
@HelenBevan ##HACWEnergisingForChangeSource: Lois Kelly http://www.slideshare.net/Foghound/rocking-the-boat-without-falling-out
@HelenBevan ##HACWEnergisingForChange We need to be boatrockers! • Walk the fine line between difference and fit, inside and outside, rock the boat but manage to stay in it • Able to challenge the status quo when we see that there could be a better way • Conform AND rebel • Capable of working with others to create success NOT a destructive troublemaker Source: Debra Meyerson
@HelenBevan ##HACWEnergisingForChange Source : Lois Kelly www.foghound.com There’s a big difference between a rebel and a troublemaker Rebel
@HelenBevan ##HACWEnergisingForChange Reflection • What are your insights around “rebels” and “troublemakers”? • What moves people from being “rebel” to “troublemaker”? • How do we protect against this?
@HelenBevan ##HACWEnergisingForChange Source : Lois Kelly www.rebelsatwork.com There’s a big difference between a rebel and a troublemaker Rebel
@HelenBevan ##HACWEnergisingForChange Change starts with me Source of image: jasonkeath.com
@HelenBevan ##HACWEnergisingForChange "There’s only one corner of the universe you can be certain of improving, and that’s your own self." Aldous Huxley Source of image: timcoffeyart.wordpress.com
@HelenBevan ##HACWEnergisingForChange 1. able to join forces with others to create action 2. able to achieve small wins which create a sense of hope, possibility and confidence 3. More likely to view obstacles as challenges to overcome 4. strong sense of “self-efficacy”  belief that I am personally able to create the change Four things we know about successful boat rockers Source: adapted from Debra E Meyerson CHANGE me BEGINS WITH
@HelenBevan ##HACWEnergisingForChange Self-efficacy There is a positive, significant relationship between the self-efficacy beliefs of a change agent and her/his ability to facilitate change and get good outcomes Source of image:www.h3daily.com
@HelenBevan ##HACWEnergisingForChange Source: @NHSChangeDay
@HelenBevan ##HACWEnergisingForChange Source: @NHSChangeDay What is the issue here? “permission” ? (externally generated) or Self efficacy ? (internally generated)
@HelenBevan ##HACWEnergisingForChange Building self-efficacy: some tactics 1. Create change one small step at a time 2. Reframe your thinking: • failed attempts are learning opportunities • uncertainty becomes curiousity 3. Make change routine rather than an exceptional activity 4. Get social support 5. Learn from the best
@HelenBevan ##HACWEnergisingForChange Three things I have learnt in 30 years of leading change 1. Assume that everyone has a noble intention 2. When people “resist” change is it more likely to be a result of a bad change process than a “difficult” personality 3. My role as a change agent is about alignment, not judgement Source of image:ngo-academy.org
@HelenBevan ##HACWEnergisingForChange Being an effective change leader is not about INTENTION; it’s about IMPACT
@HelenBevan ##HACWEnergisingForChange Avedis Donabedian Ultimately, the secret of quality is love. …… If you have love, you can then work backward to monitor and improve the system
@HelenBevan ##HACWEnergisingForChange Tactic for leaders: Out-love everyone else Source of image: Bradley Burgess
@HelenBevan ##HACWEnergisingForChange ....the last era of management was about how much performance we could extract from people .....the next is all about how much humanity we can inspire Dov Seidman

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